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 Meirc program is approved by the HR Certification Institute (HRCI). Credit Hours = 30
Locations & Dates:
31 Mar - 04 Apr 2013
Arjaan By Rotana Dubai Media City
01 - 05 Dec 2013
Al Bustan Rotana Dubai
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
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.
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