Career Development and Succession

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Course location: Amsterdam, The Netherlands

Introduction: Identifying the importance of developing an organizational perspective of people as an asset, provides a unique competitive advantage for the organization in pursuing its strategic priorities. Unfortunately, many organizations have no process for succession planning. This course will enable you to consider the latest methodologies and strategies related to successful engagement, career development and succession planning. On a more personal level, this course is also designed to provide you with knowledge to create a clear career path for yourself. In addition, it will help you plan a succession strategy for a flexible and sustainable business.

Course Objectives:

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

• 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

• 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

• Prepare individual development plans and manage career choices

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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