Career Development and Succession Planning

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Career Development and Succession Planning

Program Objectives:
By the end of the program, participants will be able to:

Demonstrate understanding of 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 and manage career choices.

This program is designed for:

Those involved in designing, setting up or controlling career development systems; also, line managers who are involved in, or accountable for, the career development of their staff.

This program is worth 25 NASBA CPEs.

Fees in US$:

Per participant $3,800
Frequent nomination $3,420
(including coffee breaks and a buffet lunch daily)

Discount Plans, Refunds & Cancellations Policy

Locations & Dates:

10 - 14 Jun 2012
Dubai, English

29 Oct - 02 Nov 2012
Beirut, English

Meirc reserves the right to alter dates, content, venue and trainer with a reasonable notice time.

One extra free place for every 2 paid nominees

Delivery Type: Group-Live

Pre-requisites: None

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

Program Outline

Putting People First

Putting People Before the Numbers
People's Wants from their Organizations
Organizations' Wants
Present Top HR Priorities
HR Activities: Traditional Focus versus Career Development Focus

The Basics of Career Management and Succession Planning and Management

Careers Today: The Importance of Development
Definition of Career Development
Essential Elements in an Integrated Career Development System
Definition of Succession Planning
Main Aims and Reasons for Establishing a Succession Planning and Management System
Organizational Readiness for Change

Promoting a Development Culture

Characteristics of a Development Culture
Career Development as a Change Agent
Roles and Responsibilities in a Development Culture
- Role of Human Resources
- Role of Line Managers
- Role of Top Management
- Role of Developees

Identifying High Potentials

High Potentials and High Professionals
Assessing Individual Potential
Best Practices to Improve the Management of High Potentials
Qualities of Processes to Spot, Develop, and Retain High Potentials

Career Development: Tools and Methodologies

Competencies: The Foundation for Career Development
Coaching: An Essential Managerial Function
Mentoring: A Must Have System for Career Development
Career Counseling Services

Developing Internal Successors

Making the Business Case for Succession Planning and Management
Starting the Systematic Succession Planning and Management Program
Refining the Program
Assessing Present Work Requirements and Individual Job Performance
Assessing Future Work Requirements and Individual Potential
Closing the Development Gap ? The Individual Development Plan (IDP)
Designing the Individual Development Plan

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