Career Development

Career Development and Succession Planning Course

Course Description

Introduction

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.

Objectives

• 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.

Content

Day One

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

Day Two

The Basics of Career Management and Succession Planning and Managemen

• 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

Day Three

Promoting a Development Culture

• Characteristics of a Development Culture

• Career Development as a Change Agent

• Roles and Responsibilities in a Development Culture

• Roleof Human Resources
• Role of Line Managers
• Role of Top Management
• Role of Developees

Day Four

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

Day Five

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