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.
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®.
Putting people before numbers
People’s wants from their organizations
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
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
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
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
Competencies: the foundation for career development
Coaching: an essential managerial function
Mentoring: a must-have system for career development
Career counseling services
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