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 a career planning-oriented HR focus.
• Explain the roles of employees and employers in career development.
• Apply innovative corporate career development initiatives to enhance workforce engagement and growth.
• Evaluate and implement an effective succession planning program to address developmental gaps within the organization.
• Prepare individual development plans and support employees in managing their career choices.

• Human Resources professionals.
• Talent management specialists.
• Department heads and managers responsible for team development.
• Senior leaders involved in organizational planning.
• Individuals aspiring to roles in HR strategy and workforce planning.

Day 1: Fundamentals of Career Development

1. Understanding Career Development in Corporate Settings
   • Definition and significance.
   • Aligning career development with business objectives.
2. Assessing Workforce Needs
   • Identifying employee aspirations and organizational requirements.
   • Conducting career assessments and skill inventories.
3. Role of Managers in Career Development
   • Coaching and mentoring.
   • Providing growth opportunities.

Day 2: Building Career Development Programs

1. Frameworks for Career Growth
   • Designing career paths and progression models.
   • Promoting lateral and vertical growth opportunities.
2. Employee Engagement in Development
   • Fostering a culture of continuous learning.
   • Empowering employees to take ownership of their growth.
3. Measuring Program Effectiveness
   • KPIs for career development initiatives.
   • Using feedback to refine programs.

Day 3: Introduction to Succession Planning

1. Why Succession Planning Matters
   • Mitigating risks of leadership gaps.
   • Ensuring business continuity.
2. Identifying Critical Positions and Successors
   • Role mapping and identifying key roles.
   • Developing criteria for successor selection.
3. Assessing Potential and Readiness
   • Evaluating leadership capabilities.
   • Addressing development needs for successors.

Day 4: Designing and Implementing Succession Plans

1. Creating Succession Pipelines
   • Talent pools and readiness tracking.
   • Integrating succession plans with organizational strategies.
2. Risk Mitigation in Succession Planning
   • Contingency planning for unexpected vacancies.
   • Managing resistance and fostering buy-in.
3. Communicating Succession Plans
   • Transparency in planning.
   • Balancing confidentiality with clarity.

Day 5: Integrating Career Development and Succession Planning

1. Aligning Development and Succession Goals
   • Building a cohesive strategy.
   • Leveraging technology for integration.
2. Case Studies and Practical Applications
   • Analyzing successful corporate examples.
   • Group exercises on real-world scenarios.
3. Continuous Improvement and Follow-Up
   • Monitoring and updating plans.
   • Sustaining momentum through leadership involvement.

The course combines various teaching methods, including instructor-led presentations, group discussions, case study analyses, and assessments through quizzes and a final exam to engage participants and ensure they understand and retain the material.