At the end of this course, the participants should be able to:
• Demonstrate understanding of the basics of career development and succession planning
• Distinguish succession planning from replacement planning, and talent management
• Compare traditional HR focus with career planning-oriented HR focus
• Explain the role of employee and employer in career development
• Apply innovative corporate career development initiatives
• Evaluate and operate an effective succession planning program to close the developmental gaps in the organization
• Assist in the preparation of individual development plans and manage career choices

Putting people first
• People before numbers
• People’s needs from their organizations
• Organizations’ needs from their people
• The war for talent
• Today's top priorities in HR
• HR traditional focus versus career development focus

Understanding People and Team Dynamics
• People based strategy
• Team Development Cycle
• The 5 dysfunctions of teams

Career Development Essentials
• Career Development Definition
• Career Development Cycle
• Difference between learning & development
• The importance of job profiles in Career Development
• Training Needs Analysis
• Introduction to adult learning theories and practices
• Planning learning objectives
• Characteristics of alternate training methods.
• Pros and cons of commercial packages and in-house training
• Evaluation of program effectiveness
• Career planning, coaching theory and techniques
• Planning, Budgeting and coordinating development programs
• Monitoring, controlling, and following up on the learning process

Organizational willingness for career development
• 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 employee in development

Identifying high potentials
• Key positions
• High potentials and high professionals
• Assessing individual potential
• Best practices to manage high potentials
• Developing, 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

Developing internal successors
• The business case for succession planning
• Starting a succession planning program
• Delegation and its importance to succession planning
• 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

• Identifying career goals and pathways
• Creating Career development plans
• Creating Succession plans
• Communication skills and relationship-building
• Proactive approach and developing processes.
• Strategic thinking

This training course will be carried out through the use of best practices and the right combination of engaging and purposeful tools such as:
• Practical, relevant case studies
• Group activities and workshops
• Related role plays
• Brainstorming
• Suitable training videos
• Presentations
• Self-assessments

Current and new specialists in human resources, training, and for managers, supervisors, and administrators who will benefit from new techniques in HR planning.