Career Development and Succession Planning

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Career Development and Succession Planning

60% of organizations have no process for succession planning.

This interactive course will enable you to consider the latest methodologies and strategies related to successful engagement, career development, and succession planning. The course is also designed to provide tips to create a clear career path and help build your bench. Also, it will help you plan a succession strategy for a flexible and sustainable business.

Proper planning has been identified as a key issue that “keeps CEOs awake at night”. Organisations that implement effective planning and career development ensure business continuity while motivating and retaining their talent. In the GCC region, it is a key driver of localization by ensuring that there are strategies in place to meet our challenging localization targets.


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  • View Schedule
  • COURSE TYPE Practitioner
  • DURATION 5 Days


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


Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.

By completing the program which is approved by HRCI, participants will also earn credit hours essential for maintaining the professional distinction of PHR®, SPHR® or GPHR®.



Module 1: 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

Module 2: 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 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

Module 3: 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 developers

Module 4: 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

Module 5: 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

Module 6: 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

  • In The Classroom

  • Live, Online

  • Private Team Training

  • Indiviual Private Session

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