Program Objectives:

By the end of the program, participants will be able to:

* Understand the basics of career development and succession planning.
* Distinguish succession planning and management from replacement planning, talent management, and human capital management.
* Compare traditional and career planning-oriented HR focus.
* Explain employee and employer career development roles.
* Examine innovative corporate career development initiatives.
* Close the developmental gap by operating and evaluating a succession planning and management program.
* Prepare individual development plans.
* Understand how career development and succession planning can foster employee commitment.
* Manage career choices.

This Program is designed for:
Those involved in designing, setting up or controlling career development systems; also, line managers who are involved in, or accountable for, the career development of their staff. This program is worth 25 NASBA CPEs.

Program Fees:
Per participant - USD 3700
Frequent nomination - USD 3330
(including coffee breaks and a buffet lunch daily)
One extra free place for every 2 paid nominees on the same program and dates
Discount Plans, Refunds & Cancellations Policy

Meirc reserves the right to alter dates, content, venue and trainer with a reasonable notice time.

Program Outline:

Putting People First

* What Does It Mean to Put People First?
* What People Want from Their Organizations?
* Present Top HR Priorities
* HR Activities: Traditional Focus versus Career Development Focus

The Basics of Career Management and Succession Planning and Management

* Careers Today: The Importance of Development
* What Is Career Development?
* Essential Elements in an Integrated Career Development System
* What Is Succession Planning? Is It any Different from Replacement Planning?
* Main Aims and Reasons for Establishing a Succession Planning and Management System
* Is Your Organization Ready for the Change?

Promoting a Development Culture

* Characteristics of a Development Culture
* Career Development as a Change Agent
* Roles and Responsibilities in a Development Culture

Identifying High Potentials

* 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

Career Development: Tools and Methodologies

* Competencies
* Coaching
* Mentoring

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)

Pre-requisites
None

Delivery Type
Group-Live