Course Details

This course is appropriate for a wide range of professionals but not limited to:

• Human Resources and Talent Management Professionals
• Organizational Development (OD) Specialists
• Learning and Development Managers
• Line Managers and Department Heads
• Workforce Planning and HR Business Partners
• Anyone involved in talent strategy, employee growth, or leadership development

• Expert-led sessions with dynamic visual aids
• Comprehensive course manual to support practical application and reinforcement
• Interactive discussions addressing participants’ real-world projects and challenges
• Insightful case studies and proven best practices to enhance learning

By the end of this course, participants should be able to:

• Understand the strategic importance of career development and succession planning.
• Identify critical roles and assess succession risks.
• Design and implement individual development plans (IDPs).
• Develop structured career pathways and talent pools.
• Utilize tools such as competency models, nine-box grids, and readiness assessments.
• Integrate succession planning into overall HR and business strategies.
• Promote a culture of continuous learning and leadership development.

DAY 1

Introduction to Career Development & Succession Planning

• Pre-test
• Understanding talent management and succession planning
• Strategic alignment with business goals
• Career development vs. succession planning: similarities and differences
• Identifying critical roles and future organizational needs
• Talent review and workforce planning overview

DAY 2

Building Career Development Frameworks

• Career pathing and progression models
• Developing competency-based frameworks
• Conducting career conversations and employee engagement
• Role of learning and development in career growth
• Creating Individual Development Plans (IDPs)

DAY 3

Identifying and Developing High Potentials

• Talent identification: tools and assessments
• High-potential (HiPo) programs and criteria
• Designing leadership development programs
• Mentoring, coaching, and experiential learning
• Using the 70-20-10 development model

DAY 4

Succession Planning Processes and Tools

• Steps in designing a succession plan
• Using the nine-box grid and readiness matrices
• Succession planning for key roles and leadership pipelines
• Risk management and talent gaps
• Managing diversity, equity, and inclusion in succession

DAY 5

Implementation, Monitoring & Evaluation

• Integrating succession planning with HR systems
• Measuring effectiveness: key metrics and KPIs
• Reporting to stakeholders and building business cases
• Change management and overcoming resistance
• Developing an action plan and next steps
• Post-test