A proper process for Career Development and Succession Planning will help people and organizations grow and develop in tandem, thereby enhancing worker motivation and staff morale. A comprehensive understanding of the Career Planning Development framework will also enhance the implementation of the People Developer Standard in the organization.
Succession planning enables your organization to identify talented employees and provide education to develop them for future higher level and broader responsibilities. Succession planning helps you “build bench strength”, thereby helping you decide where people belong on the bus.
This workshop is designed to help HR practitioners implement a best practice Career Development and Planning framework in their organisations.HRM and HRD Practitioners, especially those who are involved in conducting the Training Needs Analysis, implementing Total Company Training Plan and/or People Developer Standards.
Knowledge Development Objectives
By the end of the program, Participants will be able to:
- Understand the basics of career development and succession planning.
- Distinguish succession planning and management from replacement planning, talent management, and human capital management.
- Compare traditional and career planning-oriented HR focus. Explain employee and employer career development roles.
- Examine innovative corporate career development initiatives.
- Close the developmental gap by operating and evaluating a succession planning and management program.
- Prepare individual development plans.
- Understand how career development and succession planning can foster employee commitment.
- Manage career choices.
Module 1: Putting People First
Module 2: The Basics of Career Management and Succession Planning and Management
Module 3: Promoting a Development Culture
Module 4: Identifying High Potentials
Module 5: Career Development: Tools and Methodologies
Module 6: Developing Internal Successors
Who Should Attend?
Senior HR Managers, HR Business Partners, Talent Managers and those involved in designing, setting up or controlling career development systems; also, managers who are involved in, or accountable for, the career development of their staff.