Primer on Career Development and Succession Planning Training Course
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Course overview
Every professional need’s career development. Simply put this is an opportunity to evaluate one’s current competence and skill set and then devise a plan to advance it. Most professionals invest in themselves at a personal level, however at an organizational level this can be a collaborative deal. In most mature organizations a career development discussion is signed off by three parties the employee, the manager and a representative from the Human Resources department. Career development discussions are mutually beneficial to the employee and the organization. The employee benefits by adhering to a plan that enhances his/ her competence and skill level and the organization benefits by creating a talent pile line to fulfill its future talent requirements.
A robust succession planning process in an organization is indicative of how much importance the leadership is placing on developing its workforce to meet the talent requirement of the future. The most admired organizations are those who promote home grown leaders to senior positions than hiring candidates from the external talent market. A good succession plan is a heavy investment of the collective time of the leadership team and the HR department. An organization is ever evolving just like the aspirations of its employees which means there should be minimum 2 rounds of succession planning meetings in a year.
Career development and succession planning go hand in hand and ultimately tie in with the overall people strategy of the organization.
Learning Objectives
This primer on career development and succession planning aims to achieve the following objectives:
- Getting buy-in from the leadership
- Investing in re-writing job descriptions
- Identifying the attributes, competencies and skills required to succeed in the job
- How to design career tracks for different job families
- Identifying the critical positions for succession planning
- Aligning career development to overall organizations “People Strategy” which includes the Learning & Development and Diversity and Inclusion strategy
- Leveraging career development for employee engagement
- Use of technology for documentation and review
Our Unique Training Methodology
- Interactive sessions
- Brainstorming sessions
- Breakout sessions
- Role playing by participants
- Simulation of a career development and succession planning discussion
- Case studies
Training Medium
The primer on career development and succession planning is designed in a way that it can be delivered face to face and virtually.
Pre-course Assessment
Pre work to this training requires the leadership team to meet briefly before the training and determine a common expectations and focus areas.
Course Modules
Module 1: Introduction and Ice Breaker
Participants introduce themselves with a 2 minute summary of their career trajectory and what personal and organizational efforts would have accelerated their growth.
Module 2: Getting buy-in from the leaders
- The need for leadership involvement
- Time commitment
Module 3: Process – career development
- Re-visiting job descriptions
- Identifying job families like sales, marketing, customer services, technology etc.
- Identifying job grades within each job family
- Identifying competencies and skills required for each level in each job family
- Mapping current level to desired level
- Tracking of plans
Module 4: Process – succession planning
- Identifying key positions
- Identifying short, medium and long term successors for each key position
- Gap analysis for each successor from current position to key position
- Identifying career development steps to accelerate the careers of each successor
- Tracking of plans
Module 4: Leveraging career development for employee engagement
All career development initiatives can be and should be leveraged for employee engagement. Regular and streamlined communication on the progress of home-grown leaders is a proven tool for employee retention, engagement and employer branding.
Module 5: Use of technology
Ensuring transparency between business and Human Resources representative for real time and accurate documentation in the company portal. This creates trust and limits the communication probles when a new leader takes over.
Post-course Assessment
At the end of the training the leadership team will collectively design a template best suited for their company, for tracking career development and succession plan in the short, medium and long term. This will be aligned and signed off by the HR department to ensure it is compatible with the HR software used in the organization.
Lessons Learned
The Training Bee takes pride in identifying the most critical training requirements of the workplace and curating training programs that are forward looking. The aim of this crash course on career development and succession planning is to enable managers to control attrition while building the talent pipeline for future. Our team of competent trainer continuously research the present and future workplace trends across industries and geographies and deliver information, knowledge and tools to overcome the challenges of tomorrow. This preemptive outlook differentiates our course design, its delivery and keeps our clients asking for more.
