Course outline:
Module One:
Putting People First
- Putting People Before the Numbers
- What people Wants from Their Organizations
- Organizations’ Wants
- Present Top HR Priorities
- HR Activities: Traditional Focus versus Career Development Focus
Module Two:
The Basics of Career Management and Succession Planning and Management
- Careers Today: The Importance of Development
- Definition of Career Development
- Essential Elements in an Integrated Career Development System
- Definition of Succession Planning
- Main Aims and Reasons for Establishing a Succession Planning and Management System
- Organizational Readiness for Change
Module Three:
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 Four:
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
Module Five:
Career Development: Tools and Methodologies
- Competencies: The Foundation for Career Development
- Coaching: An Essential Managerial Function
- Mentoring: A Must Have System for Career Development
- Career Counselling Services
Module Six:
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
- Achieving goals and objectives
- Applying expertise and technology
- Formulating concepts and strategies