Career Development and Succession Planning

Course Code: HRM 1275

2117 Course Visits

Course Sector:

HR Strategy and Training

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Course Dates and Locations

Choose a date and location to book your seat

No.

Date

Days

Location

Fees

Enrollment

10 - 14 Aug 2025

5 Days

Online, Virtual

$2,150

08 - 12 Sep 2025

5 Days

Dubai, UAE

$4,250

29 Dec 2025 - 02 Jan 2026

5 Days

Los Angeles , USA

$5,950

Introduction

Training course introducion / brief

Succession planning allows an organization to align the competencies of its manpower with the needs of the organization. On the other hand, career development sets an employee-driven plan for development and growth. Both are critically important in order for an organization to progress in a highly competitive market.

This training course is designed to provide participants with the essential concepts on implementing a career development program as well as plan the professional growth of employees. This course will focus on topics such as designing career growth systems, career development tools and methodologies that can be implemented in the workplaces, integrating coaching tools for personal professional growth and the phases of succession planning, starting from the initiation stage and finishing with an evaluation of achieved results.

Gain a comprehensive understanding of the importance of career development and succession planning in the organization.
Increase the efficiency of all departments through the application of talent management
Explain the role of employee and employer in career development
Apply innovative corporate career development initiatives
Lessen the turnover of your staff and improve satisfaction at work
Enhance employee engagement and increase business performance
Design career developments systems that bring results
Identify and use techniques to resolve challenges in succession planning
Advance the organization’s manpower strategies through effective talent management system, tools and methods

This training course is designed and beneficial for HR Professionals such as People and Career Development Specialists, Human Resources Managers, Line Managers, HR Business Partners, and Department Managers who are involved in the planning of employee career development.

Introduction to Career Development and Succession Planning

Traditional focus versus career development focus
People and organizational needs
Today's top priorities in HR
Disengagement and the downward performance spiral

Creating the Organization’s Career Development System

The importance of development
Objectives of career development systems
Indicators of career program effectiveness
Career development issues with teams
Career management -definition and important concepts

Essentials of Succession Planning

Definition of succession planning
Benefits of formal succession planning
Changes in the organization related to career development

Career Development Tools and Methodologies

Career scenarios
Implications of workplace changes
Career personality tests
Development programs for professional competencies of employees
Career consulting at different stages of the employee's work
The role of mentors in career development
How to work with high potential employees: assessment and development methods

Assessment and Development Centers

Definition of career development and succession planning
Techniques for reliable and effective performance assessment
What are the factors affecting assessments?
Assessment methodology
How to use evaluation results for staff development plans
Tips for giving feedback after assessments

Coaching Tools in Career Development

Coaching opportunities in career development and succession planning
Who is the coach for an employee: Manager, Trainer, or HR?
Career crisis - how to help your employees
Coaching tools for different succession and career development situations

The Succession Program

Challenges of succession planning
Parallel and innovative approaches
Forecast of the company's needs and the Individual Development Plan (IDP)
Creating a succession plan
Best practices of succession planning

Phases of Succession Planning

Begin the program
Needs assessment on current roles & responsibilities
Performance appraisals or reviews
Measure future employee capabilities
Gap analysis
Bridge the gap
Evaluate and monitor the program

Talent Management

Talent acquisition – steps and best practices for the recruiting process
Talent alignment – coordinating new personnel with a long-term view
Talent assessment: performance management and diversity – creating a fair and inclusive environment
Talent measurement/compensation
Talent retention and transition

Boost certificate of completion

BOOST's Professional Attendance Certificate “BPAC” is always given to the delegates after completing the training course, and depends on their attendance of the program at a rate of no less than 80%, besides their active participation and engagement during the program sessions.

ENDORSED EDUCATION PROVIDER

Flexible deadlines

Customized dates accordance to your schedule

Shareable Certificate

Earn certificate upon completion

COURSE METHODOLOGY

Our Training programs are implemented by combining the participants' academic knowledge and practical practice (30% theoretical / 70% practical activities).

At The end of the training program, Participants are involved in practical workshop to show their skills in applying what they were trained for. A detailed report is submitted to each participant and the training department in the organization on the results of the participant's performance and the return on training. Our programs focus on exercises, case studies, and individual and group presentations.

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