Strategic Career and Succession Planning Excellence: A Complete Path
Introduction
In today’s competitive landscape, organisations that prioritise career development and succession planning secure long-term sustainability and success. This programme is designed for professionals involved in designing, setting up, or managing career development systems, as well as line managers accountable for guiding and nurturing the career growth of their staff.
The course empowers participants to create robust career pathways, align organisational needs with employee aspirations, and implement effective succession planning strategies that ensure business continuity and talent retention.
Learning Objectives
By the end of this programme, participants will be able to:
* Demonstrate a solid understanding of career development and succession planning fundamentals.
* Distinguish succession planning from replacement planning, talent management, and human capital management.
* Compare traditional HR focus with career-orientated approaches.
* Clarify the roles of employees and employers in career development.
* Analyse and adopt innovative corporate career development initiatives.
* Design, implement, and evaluate a succession planning and management programme.
* Prepare individual development plans to manage career choices and bridge developmental gaps.
Course Content
Day One – Putting People First
* People before the numbers: redefining priorities
* Understanding employee expectations from organizations
* Organizational needs for growth and sustainability
* Present top HR priorities in career development
* HR activities: traditional focus vs. career development focus
Day Two – Career Management and Succession Planning Basics
* Careers today and the importance of development
* Defining career development
* Core elements of an integrated career development system
* Defining succession planning and management
* Aims and reasons for establishing succession planning systems
* Assessing organizational readiness for change
Day Three – Promoting a Development Culture
* Characteristics of a strong development culture
* Career development as a change agent
* Roles and responsibilities in a development culture:
* Human Resources
* Line Managers
* Top Management
* Employees (“Developees”)
Day Four – Identifying High Potentials
* High potentials vs. high professionals
* Tools for assessing individual potential
* Best practices in managing and developing high potentials
* Key qualities of processes for spotting, developing, and retaining talent
Day Five – Career Development Tools and Succession Planning
* Competencies as the foundation for career development
* Coaching as a managerial function for growth
* Mentoring systems for long-term career support
* Career counseling services for employees
* Developing internal successors:
* Making the business case for succession planning
* Starting and refining a systematic succession planning program
* Assessing present vs. future work requirements
* Bridging the development gap
Enquiries and Registration
Enquiry at : admin@keleaders.com
Whatsapp: 0044 790 125 9494
For more details visit our website : www.keleaders.com
