60% of organizations have no process for succession planning. This interactive course will enable you to consider the latest methodologies and strategies related to successful engagement, career development, and succession 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.
This course uses a mix of interactive training techniques such as lectures, case studies, and group activities. The course also presents best practices in the areas of career development and succession planning and invites participants to share their organizational experiences in order to optimize the learning process.
By the end of the course, participants will be able to:
- Demonstrate an 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
Human resources managers, line managers, HR business partners, team leaders, and specialists.
- Relating and networking
- Persuading and influencing
- Presenting and communicating
- Analytical thinking
- Following instructions and procedures
- Planning and organizing
- Achieving goals and objectives
- Applying expertise and technology
- Formulating concepts and strategies
Location:AATICD Campus or Online or Inhouse
Training Dates:Course starts every Monday of every Week.
Course Fees:To be sent via Proforma Invoice to your e-mail
Note: Please fill in the online application form on the left or bottom if this page to receive a quotation from AATICD.
How to Apply:To Apply Simply Fill in the Online Enquiries / Applications form on the Right Sidebar or Bottom of this website http://www.aaticd.co.za
NB:When filling the online application form; please take note of your desired Training Month, Duration in Weeks and Training Session. This will give us the exact dates you will be attending your classes.
Also note that Tuition Fees must be paid upfront on or before training start date. This is to ensure that all resources are made availabe for you before you start. You will not be allowed into training if fees are not paid and verified.
Also note that Tuition Fees Cancellations must be made 14 business working days before the starting date of training. This will allow us to do a 50% refund of the total amount paid. If cancellations are made thereafter note that no refund will be made to delegates.
Tuition Fees include teas and lunch as well as either a laptop or tablet which a delegate will take home free of charge.
Tuition Fee DOES NOT include Accommodation, Dinners and other Extra Curricular Activities or Incidentals. Delegates are expected to fund this on their own. AATICD will not be held accountable for any incidents to delegates.
In-House Trainings are also available for 10 or more delegates for any duration. Please consult with our Administration for such In-House training bookings.
- 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 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
- 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
- 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