By the end of the course, 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 HR focus with career planning oriented HR focus
• Explain the role of employee and employer in career development
• Applyinnovative corporate career development initiatives
• Evaluate and operate an effective succession planning program to close the developmental gaps in the organization
• Prepare individual development plans and manage career choices

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

• Putting people first
  • Putting people before numbers
  • People’s wants from their organizations
  • Organizations’ wants
  • 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
• The basics of career management and succession planning and management
  • Careers today: the importance of development
  • Definition of career development
  • The career development process and linksto 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 individual development plan

• Presentation & Slides
• Audio Visual Aids
• Interactive Discussion
• Participatory Exercise
• Action Learning
• Class Activities
• Case Studies
• Workshops
• Simulation