For most organizations, identifying and retaining talent is the key to their continued growth and success. But with recruitment falling short of solving the overall problem, companies increasingly are looking to develop and implement succession planning strategies as a means of ensuring highly qualified employees are recruited and developed to fill every strategic role within the company – not just today but tomorrow, next year and five years from now.
Companies that invest in succession planning generally find themselves better positioned to support corporate goals and strategies. By implementing internal leadership development programs that feed into succession planning, they can improve the likelihood that a continuing sequence of qualified people is prepared to assume responsibility and fill management roles as managers and key people retire or move on. With the looming talent crisis and anticipated retirement of baby boomers, succession planning has become a much more critical issue.
This workshop is designed to equip employees in the organization with the skills required to develop Succession Planning Program and implement it in their organization, in a practical step-by-step approach.
HRM 001 – Succession Planning-Framework for the Better Future, 10 & 11 January 2024
HRM 001 – Succession Planning-Framework for the Better Future, 10 & 11 January 2024
RM 1,990.00
INTRODUCTION
OBJECTIVE
- Describe the benefits of Succession Planning Program to the business
- List critical elements to be considered in developing strategy for Succession Planning
- Describe Succession Planning advantages and common pitfalls.
- Describe the differences between Succession Planning and Talent Management
- List the steps in identifying potential successors/talent pool
- Describe the approach to organizational retention practice
- Describe competency framework
- Identify functional and non-functional competencies for a job position
- Perform gap analysis – diagnosing strength and developmental needs
- Describe various approach to learning and competency development
- Develop action plan for improvement
WHO SHOULD ATTEND
- HR people from recruitment, training or performance review
- HOD from all departments that required some basic knowledge on this course.
- Experience peoples that going to be retired.
Training Content
Day One (9am - 5pm)
- Why Succession Planning and its advantages to the business
- Succession Planning vs Talent Management
- Common challenges to implementations
- Critical elements to be considered
- Advantages and possible pitfalls
- Samples of Succession Planning Program
framework
- Understand competencies definition
- Common competencies vs functional
competencies - How to fit competency framework into
your current job – extracting information
from Job Description and Job Specification
- competencies significant with performance and potential across with low skill rating (short of supply)
Day Two (9am - 5pm)
- Steps of identifying potential successors/high potentials for talent pool
- Establishing policies regulating talent pool
- Introduction to retention program
- Implementation of organizational
retention policies
- Mapping common competencies requirement according to people leadership role
- Assessing current performance and learning agility of potential successors
- Develop fill-in-plan/job restructuring for potential successors
- Identifying opportunity for future career
development - Gaining agreement from potential
successors based on talent pool policies - Establishing Succession Planning Matrix
- Understand competency rating terms skill, unskilled, serious issue, overused skillvand untested
- Step by step approach of rating competencies
- Self-assessment vs 360 feedback
About Instructors
Haliza A Hamid
- Competency Mapping with TNA
- Conducting Effective Performance Appraisal
- Succession Planning