Career Development and Succession Planning
This interactive course gives participants practical methods and strategies for career development and succession planning, so organizations can prepare their next generation of leaders.
- Course fee
- Contact us
- Duration
- 3 days
- Group rate
- Ask an advisor
Course overview
With 60% of organizations lacking a formal process for succession planning, this interactive course provides participants with cutting-edge methodologies and strategies for career development and succession planning. It offers practical tips on creating clear career paths and building organizational depth. The course also helps participants design succession strategies that foster business flexibility and sustainability.
Training methodology
A combination of interactive techniques, including lectures, case studies, and group activities, will be used. The course incorporates best practices in career development and succession planning, with participants encouraged to share their own organizational experiences for enhanced learning.
Target competencies
- Relating and Networking
- Persuading, Influencing, and Communicating
- Analytical Thinking
- Following Instructions and Procedures
- Planning and Organizing
- Achieving Goals and Objectives
- Formulating Concepts and Strategies
Course objectives
By the end of the course, participants will be able to:
- Understand the fundamentals of career development and succession planning
- Differentiate between succession planning, replacement planning, talent management, and human capital management
- Shift from a traditional HR approach to one that emphasizes career planning
- Clarify the roles of both employee and employer in career development
- Implement innovative corporate career development initiatives
- Design and manage an effective succession planning program to close developmental gaps
- Create individual development plans and guide career progression
Course outline
- Prioritizing people over numbers
- Understanding the needs of employees and organizations
- The "war for talent"
- HR’s current priorities
- Addressing disengagement and performance challenges
- Developing a people-focused strategy
- Traditional HR activities vs. career development-oriented focus
- The importance of career development today
- Defining career development and its connection to HR
- Key elements of an integrated career development system
- Understanding succession planning and its goals
- Differentiating between succession and replacement planning
- Cultivating a development-driven culture
- The characteristics of a development culture
- Career development as a catalyst for change
- The roles of HR, line managers, top management, and employees in career development
- Defining key positions and high-potential employees
- Assessing individual potential
- Best practices for managing high potentials
- Processes for spotting, developing, and retaining top talent
- Competencies as the foundation of career development
- Creating and utilizing a competency framework
- Coaching and mentoring as essential career development tools
- Offering career counseling services
- Making the case for systematic succession planning
- Launching and refining a succession planning program
- Assessing current job requirements and individual performance
- Evaluating future needs and potential
- Closing the development gap with Individual Development Plans (IDPs)
- Designing and implementing effective IDPs
Morning and evening classes are available. CompuBase Training Center, Abu Dhabi.
