Career Development

Course Overview

Ever wondered who will last longer in the game, stay loyal and want to grow with the organisation? An employee who feels valued, nurtured and successful.

HR and leadership must ensure that employees can realize potential, get better and move up the ladder. To attain this purpose HR team must have a strategy, a plan to identify, analyse employee potential and help them develop the skills to take on the responsibilities a certain role requires in the organisation.

What is Succession Planning? Succession planning is a process of identifying and developing employee skills and competencies to fill a responsible role in the organization that one can foresee in future.

Succession planning strengthens leadership and ensures business continuity and growth. Succession planning does not just provide safety to the organisation, but it also promotes career development for existing employees.

Course Objectives

By the end of the Career Development and Succession Planning Training Course, the participants of this course will be able to:

• Understand the basics of Career Development and Succession Planning

• Differentiate between Career Development and Succession Planning

• Recognize the role of employee and employer in career development, skill and will alignment

• Bridge the development gap in an organisation by implementing effective succession planning proactively

• Implementing innovative career development initiatives

• Integrate individual career choices with career development plans of the organisation

• Enabling employees to branch out into different roles basis their liking and interest by providing ample career opportunities

• Help employees realize the potential and groom them for cross-functional opportunities within the organisation

• Identifying and analysing the existing competencies of employees and building future competencies

• Developing an effective succession planning manual for streamlined efforts that drive results

• Implementing a career development plan to help employees grow and retain the best talent in the market

• Design improvement process for performance management with feedback and pieces of training

• Engage and inspire employees to perform better and give their best at work

• Recognise and obliterate barriers to development

• Design cost-effective career development and succession plan

Course Outline

Below is the course outline and the modules that will be covered during the Career Development and Succession Planning Training Course:

Module 1: Introduction of Career Development and Succession Planning

• What is Career Development and Succession Planning?

• Difference between Career Development and Succession Planning

• Benefits of Career Development and Succession Planning

• Importance of Career Development and Succession Planning

Module 2: Basics of Career Development and Succession Planning

• Career and importance of development

• Aligning career development with HR

• Elements of the cohesive career development system

• Objectives of succession planning and career development

Module 3: Succession Planning and Management

• Identify the critical roles and positions in an organisation

• Assess and analyse capabilities for positions identified

• Align competencies and relevant knowledge of employees to achieve organisational goals

• Evaluate employee potential and interest, prepare them, and develop skills for growth

• Strategically develop and implement employee development plans

• Encourage mentoring and coaching through existing leaders

Module 4: Steps of Career Development

• Understanding oneself (Personality, Interest, Skills and Knowledge)

• Discover and explore career paths

• Decision making

• Acting on the information collected, bridging gaps and yielding results

Module 5: Employee Oriented Approach

• Employee expectation from the organisation

• Aligning business needs and goals with employee goals

• Attracting, developing, and retaining top talent (War for Talent by Steven Hankins of McKinsey & Company)

• Employee disengagement and deteriorating quality of work results

• Employee based strategies

Module 6: Organisation and Changes

• Promoting Development plans

• Changing dynamics with career development

• Roles and responsibilities of change management

• Human Resource and change management

• Line managers and top management

• Employee reaction and acceptance to change

• Enabling resilience through mindfulness and support

Module 7: Identifying Potential

• Anticipating employee’s success

• Assessments to check the learning abilities

• Arranging Learning Check Points for employees (LCP’s)

• Identifying potential and professionalism

Module 8: Achieving Competencies 

• Connecting and schmoozing – Interpersonal skills and camaraderie for success

• Encouraging and motivating

• Introducing and communicating

• Critical thinking

• Abiding by policies and procedures

• Organizing and managing

• Attaining goals and objectives

• Utilizing expertise and technology

• Articulating ideas and strategies

Module 9: Tools and Methodologies

• Career guides

• Career management systems

• Assessing interest and goals

• Promotions, Transfers, Internal Job Postings (IJP)

• Providing career alternatives

• Identifying development opportunities

• Cross-training the employees

• Coaching and mentoring

• Buddy-up or showing

• Putting employees on special projects

Module 10: Expanding Inhouse Successors

• Designing cases for succession planning and management

• Introducing the process for succession planning and management

• Assessing business needs and performance

• Anticipating future business and employee potential

Module 11: FAQ’s, Roleplays, Case studies and Discussions

• Case-based discussions and Round tables on benefits of succession planning

• Role plays on Career counselling for employees before introducing such initiatives

• Designing projects for Succession planning and gaining approval from management (Group activity)