Course Outline
Putting people first
Putting people before numbers
People’s wants from their organizations
Organizations’ wants
The war for talent
Today's top priorities in HR
Disengagement and the downward performance spiral
People based strategy
HR activities: traditional focus versus career development focus
The basics of career management and succession planning and management
Careers today: the importance of development
Definition of career development
The career development process and links with 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
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 developees
Identifying high potentials
Key positions
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: 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
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