Succession planning has been identified as a key issue that “keeps CEOs awake at night”. Organizations that implement effective succession planning and career development ensure business continuity while motivating and retaining their talent. In the GCC region it is a key driver of localization by ensuring that strategies are in place to meet challenging localization targets.

By the end of this seminar, delegates will be able to:

• Identify the building blocks of talent management.
• Set up a talent management system.
• Define the linkages between organization excellence and effective people management.
• Identify, keep, develop and promote the best people.
• Coach, train and develop super keepers.
• Integrate compensation with talent management so that they can retain their top people.
• Realize the role of Information Technology in supporting a talent management system.
• 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 and career planning-oriented HR focus.
• Explain employee and employer career development roles.
• Examine innovative corporate career development initiatives.
• Close the developmental gap by operating and evaluating a succession planning and management program.
• Prepare individual development plans and manage career choices.

Experienced human resource professionals and executives interested in improving their individual leadership performance

Module One: The War for Talent

• Six Realities about People Today
• The Battle for Brainpower
• Talent Management as Part of a Development Culture
• The Triumph of the HR Department

Intangibles: The New HR Return on Investment

• Intangibles Defined
• The Rising Importance of Intangibles
• An Architecture for Intangibles
• HR's Role in Building Organizational Capabilities

Proactive Talent Management

• Six HR Conditions for Organizational Success
• Defining Proactive Talent Management
• The Foundations of Talent Management
• Talent Management is Different from Succession Planning

Module Two: Talent Management: Problem or Solution?

• A Short Historical Perspective
• Talent Management as Part of Risk Management
• A New Framework for Talent Management

Creating a Talent Management System

• Four Steps to Follow
• Key Positions and Key People
• Identifying High Potentials
• The Performance Potential Grid
• The Talent Web
• Qualities of Processes Needed to Spot, Develop and Retain Excellence
• Integrating Coaching, Training and Development with Talent Management
• Optimizing Investment in People

Institutional Strategies for Dealing with Talent Management Issues

• Navigating the Forces Impacting Talent Management
• Institutional Strategies and Best Practices

Retaining Top Talent: The Big Challenge

• Common Mistakes Made by Companies and How to Avoid Them
• Integrating Compensation with Talent Management
• Twelve Recommendations to Keep your Talented People

Module Three:  Talent Management: Problem or Solution?

• A Short Historical Perspective
• Talent Management as Part of Risk Management
• A New Framework for Talent Management

Creating a Talent Management System

• Four Steps to Follow
• Key Positions and Key People
• Identifying High Potentials
• The Performance Potential Grid
• The Talent Web
• Qualities of Processes Needed to Spot, Develop and Retain Excellence
• Integrating Coaching, Training and Development with Talent Management
• Optimizing Investment in People

Institutional Strategies for Dealing with Talent Management Issues

• Navigating the Forces Impacting Talent Management
• Institutional Strategies and Best Practices

Retaining Top Talent: The Big Challenge

• Common Mistakes Made by Companies and How to Avoid Them
• Integrating Compensation with Talent Management
• Twelve Recommendations to Keep your Talented People

Module Four: Career Development Planning

The Basics of Career Management and Succession Planning and Management

• Careers Today: The Importance of Development
• Definition of Career Development
• Essential Elements in an Integrated Career Development System
• Definition of Succession Planning
• Main Aims and Reasons for Establishing a Succession Planning and Management System
• 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 Developers

Identifying High Potentials

• 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

Module Five: Career Development: Tools and Methodologies

• Competencies: The Foundation for Career Development
• 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

A variety of methodologies will be used during the course that includes:

·         (30%) Based on Case Studies

·         (30%) Techniques 

·         (30%) Role Play

·         (10%) Concepts

·         Pre-test and Post-test

·         Variety of Learning Methods

·         Lectures

·         Case Studies and Self Questionaires

·         Group Work

·         Discussion

·         Presentation

This rate includes participant’s manual, Hand-Outs, buffet lunch, coffee/tea on arrival, morning & afternoon of each day.

Daily Course Timings:

    08:00 - 08:20       Morning Coffee / Tea

    08:20 - 10:00       First Session

    10:00 - 10:20       Coffee / Tea / Snacks

    10:20 - 12:20       Second Session

    12:20 - 13:30       Lunch Break & Prayer Break

    13:30 - 15:00       Last Session