Career Development and Succession Planning - Virtual Learning

Career Development and Succession Planning - Virtual Learning

Why Attend

Career development and succession planning have become increasingly critical for organizational success in recent years. Studies show that 60% of companies lack a formal succession planning process, even though effective succession planning can reduce turnover rates by up to 50%. Additionally, organizations with structured career development programs are 40% more likely to retain top talent. This interactive course bridges that gap by offering cutting-edge methodologies and strategies for successful career development and succession planning, enhancing employee engagement. Attending this course will also give you practical tips for creating clear career paths, building a robust talent pipeline, and developing flexible and sustainable succession strategies.

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Course Methodology

This course uses interactive training techniques such as lectures, case studies, and group activities. It also presents best practices in career development and succession planning and invites participants to share their organizational experiences to optimize the learning process.

Course Objectives

By the end of the course, participants will be able to:

  • Differentiate between traditional HR focus and career-planning-oriented HR focus
  • Demonstrate understanding of the basics of career development and succession planning
  • Drive organizational readiness for change and promote a development culture
  • Identify high potentials and apply key strategies and best practices
  • Utilize different career development tools and methodologies
  • Prepare individual development plans and manage career choices
Target Audience

Human resources managers, line managers, HR business partners, team leaders and specialists.

Target Competencies
  • Career Development
  • Succession Planning
  • Talent Management
  • Planning and organizing
  • Goal Setting
  • Performance Management 
Course Outline
  • Putting People First
    • Putting people before numbers
    • People’s wants from their organizations
    • Organizations’ wants from their people
    • The war for talent
    • Today's top priorities in HR
    • Disengagement and the downward performance spiral
    • People-based strategy
    • HR activities: Traditional focus versus career development focus
  • Basics of Career Management and Succession Planning and Management
    • Careers today: The importance of development
    • Definition of career development
    • The career development process and links to HR
    • Essential elements in an integrated career development system
    • Definition of succession planning
    • Main aims and reasons for establishing a succession planning and management system
    • Distinguishing succession planning from replacement planning
  • 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
    • Key positions
    • 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
    • Competencies framework
    • 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 IDP
Society for Human Resource Management (SHRM)

Meirc is recognized by the Society for Human Resources Management (SHRM) as a Recertification Provider. This recognition implies that participants who attend any of the SHRM approved programs delivered by Meirc Training & Consulting will earn a number of Professional Development Credits (PDCs) which will help them maintain their certification in SHRM-CP or SHRM-SCP.

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