Virtual Learning: Career Development and Succession Planning (2022)

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Course Methodology

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.

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
  • Applyinnovative 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
Target Audience

Human resources managers, line managers, HR business partners, team leaders and specialists.

Target Competencies
  • 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
  • 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 linksto 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
Virtual Learning: Career Development and Succession Planning (2)
Society for Human Resource Management (SHRM)

Meirc is recognized by the Society for Human Resources Management (SHRM) as a Recertification Provider. This recognition implies that participants who attend any of the SHRM approved programs delivered by Meirc Training & Consulting will earn a number of Professional Development Credits (PDCs) which will help them maintain their certification in SHRM-CP or SHRM-SCP.

Visit WebsiteCheck the Courses

2022 Schedule & Fees

Fees

Per participant

USD 2250

Fees + VAT as applicable

(including coffee breaks and a buffet lunch daily)

(Video) HR Basics: Succession Planning

2023 Schedule & Fees

Fees

Per participant

USD 2450

Fees + VAT as applicable

(including coffee breaks and a buffet lunch daily)

Location & Date

12 - 16 Mar, 2023

Arabic

Virtual Learning

9 - 13 Jul, 2023

English

Virtual Learning

10 - 14 Sep, 2023

Arabic

Virtual Learning

24 - 28 Dec, 2023

English

Virtual Learning

(Video) Career Development and Succession Planning Training

Meirc reserves the right to alter dates, content, venue, trainer, and to offer courses in an integrated virtual learning (IVL) format whereby face to face classroom participants and virtual learners participate simultaneously in the same course in an interactive learning experience.

Tax Registration Number: 100239834300003

This course is also offered in face-to-face courses, click on the course below.

Career Development and Succession Planning 11 - 15 Sep, 2022ArabicDubai
Career Development and Succession Planning 25 - 29 Dec, 2022EnglishDubai
Career Development and Succession Planning 12 - 16 Mar, 2023ArabicDubai
Career Development and Succession Planning 9 - 13 Jul, 2023English Dubai
Career Development and Succession Planning 10 - 14 Sep, 2023ArabicDubai
Career Development and Succession Planning 24 - 28 Dec, 2023EnglishDubai
Course Methodology

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.

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
  • Applyinnovative 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
Target Audience

Human resources managers, line managers, HR business partners, team leaders and specialists.

Target Competencies
  • 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
  • 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 linksto 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
Virtual Learning: Career Development and Succession Planning (11)
Society for Human Resource Management (SHRM)

Meirc is recognized by the Society for Human Resources Management (SHRM) as a Recertification Provider. This recognition implies that participants who attend any of the SHRM approved programs delivered by Meirc Training & Consulting will earn a number of Professional Development Credits (PDCs) which will help them maintain their certification in SHRM-CP or SHRM-SCP.

Visit WebsiteCheck the Courses

2022 Schedule & Fees

Location & Date

11 - 15 Sep, 2022

Arabic

Virtual Learning

25 - 29 Dec, 2022

English

Virtual Learning

Fees

Per participant

USD 2250

Fees + VAT as applicable

(including coffee breaks and a buffet lunch daily)

(Video) Succession Management & Career Development | A Learning Session | MTM 2022

2023 Schedule & Fees

Location & Date

12 - 16 Mar, 2023

Arabic

Virtual Learning

10 - 14 Sep, 2023

Arabic

Virtual Learning

24 - 28 Dec, 2023

English

Virtual Learning

Fees

(Video) Webinar: An Objective Succession Planning Process

Per participant

USD 2450

Fees + VAT as applicable

(including coffee breaks and a buffet lunch daily)

Meirc reserves the right to alter dates, content, venue, trainer, and to offer courses in an integrated virtual learning (IVL) format whereby face to face classroom participants and virtual learners participate simultaneously in the same course in an interactive learning experience.

Tax Registration Number: 100239834300003

This course is also offered in face-to-face courses, click on the course below.

Career Development and Succession Planning 11 - 15 Sep, 2022ArabicDubai
Career Development and Succession Planning 25 - 29 Dec, 2022EnglishDubai
Career Development and Succession Planning 12 - 16 Mar, 2023ArabicDubai
Career Development and Succession Planning 9 - 13 Jul, 2023EnglishDubai
Career Development and Succession Planning 10 - 14 Sep, 2023ArabicDubai
Career Development and Succession Planning 24 - 28 Dec, 2023EnglishDubai

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Virtual Learning: Career Development and Succession Planning (20)

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FAQs

What is the main objective of Career Development & succession planning? ›

Succession planning is the strategic and deliberate effort to develop competencies in potential employees through specific and targeted learning, job rotation and training in order to fill key positions. It's an effort to ensure leadership continuity, business continuity and risk management.

How do I write a succession plan for myself? ›

These are the seven key steps in the succession planning process:
  1. Start identifying key positions.
  2. Identify needs.
  3. Develop your job profiles.
  4. Start the recruiting process.
  5. Appoint a successor.
  6. Hand over the job.
  7. Document the transition.

What is a succession and career development plan? ›

What is succession planning? Succession planning is the process of identifying and developing potential future leaders and senior managers, as well as individuals, to fill business-critical roles. The aim is to be able to fill key roles effectively if a current post holder leaves the organisation.

Why is succession planning important to the success of an organization? ›

The purpose of succession planning is to make sure a company always has the right leaders in place should a change happen quickly. By failing to create an orderly plan for succession, your company may not get a second chance if it doesn't adapt immediately after a key player leaves the company or passes away.

What makes a good succession plan? ›

A good succession plan means there'll always be a talented and properly trained employee who can take over before operations fall into disarray. Often, the succession planning process is way down a company's list of priorities.

What is the first step of succession planning? ›

The first step in succession planning is to choose positions most in need of successors. Two factors to consider when prioritizing are the positions vulnerability and criticality. 1. First, determine which positions have no identifiable successor, these positions are most vulnerable to knowledge loss.

Why is Career Planning important? ›

Career planning provides much-needed motivation and guidance

As much as you may want it to, your career path will not likely follow a straight line. Having a career plan will help you stay motivated during all the twists and turns your career path throws at you.

What is the difference between Career Planning and succession planning? ›

Career Planning is the process through which an individual selects the goals of his work life and finds ways to reach the goals. Succession Planning is a process who tends to spot and develop the employees, that can occupy the key positions in the organization, when they become vacant.

What are the four stages of succession planning? ›

There are four main stages in the succession planning process, which involve transition (movement of new role), initiation, selection, and education.

Who is responsible for succession planning? ›

HR departments, sometimes referred to as the human resources management (HRM) department, are typically a key driver in succession planning, although support from top leadership and other stakeholders is critical to success. Succession planning is also sometimes referred to as replacement planning.

What is succession management and why is it important? ›

Succession management is a systematic approach to identifying, selecting, and developing key employees and talented new hires to assume critical roles and prepare the organization for the future. This practice ensures that skilled and engaged people fill key leadership roles.

What can be done to make succession planning successful in family business? ›

By clearly communicating family succession intentions, developing strong relational bonds, and proving the fitness of next generation leaders, family firms can achieve buy-in from their nonfamily employees.

Which model is most commonly used in succession planning? ›

The 9-box grid is most commonly used in succession planning as a method of evaluating an organization's current talent and identifying potential leaders.

What is the most critical step in a succession planning process? ›

Develop Talent

Creating talent development plans is the brunt of succession planning. This is where the work comes in, as we manage individual talent development plans, and track completed activities. SIGMA recommends creating a development plan for, at a minimum, all your high-potential succession candidates.

Why is succession planning difficult? ›

Actually, there are several reasons why succession planning is devilishly complex. Let us look at some of them. Firstly, succession planning means different things to different people. For some, it means planning the succession for all the people above a certain level in the company's corporate hierarchy.

Why do succession plans fail? ›

The most common reason that succession planning fails is a lack of management support. In order to achieve success, all parties need to be held accountable.

What are some possible reasons top leaders fail to create succession plans? ›

7 Most Common Reasons Why Succession Plans Fail
  • Successors leave. ...
  • Incumbent doesn't leave. ...
  • Successor doesn't perform. ...
  • Focus on past experience and not future skills. ...
  • Fixed mindset cripples future success. ...
  • Succession planning is considered an HR function, not a strategic imperative.
17 Dec 2015

What are the benefits of planning your future career? ›

Developing and continually updating a career plan is key to achieving the career you want. A career plan will help you work out the direction you want to take, and what you need to do, to ensure you are engaged in meaningful work that meets your career goals.

Why career planning is important to me as a student? ›

It is important to come up with your career planning as it gives you the much needed direction and makes it clear there where you see yourself in future. It makes you aware of your strength and weaknesses and the skills and knowledge that are required to achieve your goals in future.

Why is planning for your future important? ›

Planning your future works because: You're in better control of getting what you want out of life. You can make your vision of life become real. Picturing your goals can motivate you and keep you focused and organized.

What do you mean by career planning? ›

Career planning is a process for:

Knowing how your skills, talents, values, and interests translate into possible jobs or careers. Matching your skills, etc. to existing jobs or careers. Matching your career goals to your financial needs. Matching your career goals to your educational needs.

How is career developed? ›

Career development usually refers to managing one's career in an intra-organizational or inter-organizational scenario. It involves training on new skills, moving to higher job responsibilities, making a career change within the same organization, moving to a different organization or starting one's own business.

What is the conclusion for succession? ›

Conclusion. Every organization requires succession planning. By succession planning, organization's key roles are constantly maintained with talented people, so organizations can maintain its strength. When selecting people for key roles, their adherence to organization's mission and vision is important.

What does a succession mean? ›

A succession is the process of settling a deceased person's estate and distributing the property to those who inherit after the debts are paid. This process is called probate in other states. The term “succession” may also be used to refer to the estate a person leaves behind at death.

Why is succession planning important for the individual? ›

Succession planning is an important part of the talent management process. It provides a way to identify key roles, people with the right skills and positions that may need filling in a short space of time. It also provides a way to cut the costs of recruitment, enabling organisations to manage recruitment in-house.

What are the goals of succession planning in HRM? ›

The goal of succession planning is to ensure that your company is prepared for the future. To do so, organizations recruit new talent, or train internal candidates, who will eventually move into a leadership position once the current one leaves.

What is the difference between career planning and succession planning? ›

Career Planning is the process through which an individual selects the goals of his work life and finds ways to reach the goals. Succession Planning is a process who tends to spot and develop the employees, that can occupy the key positions in the organization, when they become vacant.

What are the four stages of succession planning? ›

There are four main stages in the succession planning process, which involve transition (movement of new role), initiation, selection, and education.

Who is responsible for succession planning? ›

HR departments, sometimes referred to as the human resources management (HRM) department, are typically a key driver in succession planning, although support from top leadership and other stakeholders is critical to success. Succession planning is also sometimes referred to as replacement planning.

What is the first step of succession planning? ›

The first step in succession planning is to choose positions most in need of successors. Two factors to consider when prioritizing are the positions vulnerability and criticality. 1. First, determine which positions have no identifiable successor, these positions are most vulnerable to knowledge loss.

Why is career planning important? ›

Career planning provides much-needed motivation and guidance

As much as you may want it to, your career path will not likely follow a straight line. Having a career plan will help you stay motivated during all the twists and turns your career path throws at you.

What do you mean by career planning? ›

Career planning is a process for:

Knowing how your skills, talents, values, and interests translate into possible jobs or careers. Matching your skills, etc. to existing jobs or careers. Matching your career goals to your financial needs. Matching your career goals to your educational needs.

How is career developed? ›

Career development usually refers to managing one's career in an intra-organizational or inter-organizational scenario. It involves training on new skills, moving to higher job responsibilities, making a career change within the same organization, moving to a different organization or starting one's own business.

What is the conclusion for succession? ›

Conclusion. Every organization requires succession planning. By succession planning, organization's key roles are constantly maintained with talented people, so organizations can maintain its strength. When selecting people for key roles, their adherence to organization's mission and vision is important.

Which model is most commonly used in succession planning? ›

The 9-box grid is most commonly used in succession planning as a method of evaluating an organization's current talent and identifying potential leaders.

What is succession management and why is it important? ›

Succession management is a systematic approach to identifying, selecting, and developing key employees and talented new hires to assume critical roles and prepare the organization for the future. This practice ensures that skilled and engaged people fill key leadership roles.

Videos

1. SuccessFactors Succession and Career Development
(DDG Accelerate)
2. SAP SuccessFactors Inside Edge Series: Succession and Development
(HR Strategies Consulting)
3. Integrating Succession and Career Planning
(GreggU)
4. Demystifying Succession Planning
(SIOPofficial)
5. CAREER PLANNING, DEVELOPMENT, AND SUCCESSION PLANNING NEW
(3G School of Entrepreneurship)
6. Why Succession Planning is essential: The Case of the Runaway Talent
(Nakisa Inc)

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