Course Overview
Many organizations nowadays have no process for career planning. This interactive course will enable you to consider the latest methodologies and strategies related to successful engagement, career development and planning. The course is also designed to provide tips to create a clear career path and help build your bench. In addition, it will help you plan a succession strategy for a flexible and sustainable business.
Course Aims & Objectives:
Upon completion of the course, participants will be able to:
- Compare traditional HR focus with career planning oriented HR focus
- Apply innovative corporate career development initiatives
- Demonstrate understanding of the basics of career development and succession planning
- Distinguish succession planning and management from replacement planning, talent management and human capital management
- Explain the role of employee and employer in career development
- Evaluate and operate an effective succession planning program to close the developmental gaps in the organization
- Prepare individual development plans and manage career choices
Training Methodology
This training course will utilise a variety of proven adult learning techniques to ensure maximum presentations supporting each of the topics together with interactive trainer lead sessions of discussion. There will also be many practical sessions where participants can practice and experience course-related activities. Practical and fun exercises, short video presentations, small group work, case studies and feedback will be used to facilitate learning
Who will Attend?
This course is highly recommended to all professionals who works in HR and Workforce planning including:
- HR Directors, HR Managers, and HR Specialists
- HR professionals seeking to enhance their strategic thinking
- Training, Learning & Development Professionals
- Talent Management Staff and Line Managers who are in charge of planning and organising
- HR Business Partners, Team leaders and specialists
- Change Agents & HR controllers with responsibility of formulating concepts and strategies
- All HR Staff and HR Practitioners who are applying expertise and technology
- Planners, Strategic Planners
Course Contents
Putting People First
– People’s wants from their organizations
– Putting people before numbers
– Organizations’ wants and The war for talent
– Today’s top priorities in HR
– Disengagement and the downward performance spiral
– People based strategy and HR activities: traditional focus versus career development focus
The Basics of Career Management and Planning
- Careers today: the importance of development and 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
Organizational Readiness for Change
– Promoting a development culture and Characteristics of a development culture
– Career development as a change agent and Roles and responsibilities in a development culture
– Role of human resources and line managers
– Role of top management and Role of developers
Identifying High Potentials
- Key positions, High potentials and high professionals
- Assessing individual potential and 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: the foundation for career development
– Competencies framework
– Coaching: an essential managerial function
– Mentoring: a must have system for career development
– Career counseling services
Developing Internal Successors
- Making the business case for succession planning and management
- Starting the systematic succession planning and management program
- Refining the program and 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
Belbin Test: Identifies people’s behavioral strengths and weaknesses in workplace and helps:
- Individuals establish productive working relationships
- Select and develop high-performing teams
- Raise self-awareness and increase personal effectiveness
- Identify talent in the workplace and share problem solving works
- Understand different role personality types play in how a team functions
- Increase proper communication to enhance teamwork