Career Development and Succession Planning
الحصول على الكتيب
للحصول على كتيب بكامل محتويات الدورة برجاء ملء النموذج التالي ببياناتك الصحيحة
Program Professional Framework
Career Development and Succession Planning
Program Overview
Organisations that cannot fill critical roles from within face higher costs, longer vacancies and loss of institutional knowledge. This course shows HR and line leaders how to build an integrated career development and succession system: identifying critical roles and key person risks, defining success profiles, assessing potential and readiness with tools such as the nine-box grid, building talent pools, and designing individual development plans that combine experience, coaching and learning. It also covers career frameworks and pathways, retention of high potentials, governance through talent review meetings, and alignment with national workforce priorities such as Emiratisation and Saudisation.
Learning Outcomes
- ✓Identify critical roles using criteria of strategic impact, scarcity and vacancy risk.
- ✓Develop success profiles that define the competencies, experiences and behaviours required for a target role.
- ✓Assess employee performance and potential using the nine-box grid and calibrate ratings in a talent review.
- ✓Design individual development plans using the 70-20-10 approach with measurable milestones.
- ✓Build a succession plan showing ready-now and ready-later successors with development actions for each.
- ✓Define metrics to monitor succession health, such as bench strength and internal fill rate.
Target Audience
- HR business partners and talent management specialists
- Learning and development managers
- Line managers and department heads responsible for team succession
- Workforce planning and nationalisation programme officers
Detailed Program Modules
01Strategic Talent Management
- Linking talent strategy to business strategy
- Career development versus succession planning
- National workforce priorities in GCC organisations
02Critical Roles and Success Profiles
- Identifying critical roles and key person risks
- Building success profiles and competency requirements
- Role-specific experiences and readiness criteria
03Assessing Potential and Readiness
- Distinguishing performance from potential
- The nine-box grid and assessment tools
- Talent review meetings and calibration
04Career Frameworks and Pathways
- Career ladders, lattices and dual tracks
- Career conversations between managers and employees
- Internal mobility and job rotation
05Development Planning
- Individual development plans and the 70-20-10 approach
- Coaching, mentoring and stretch assignments
- Accelerated programmes for high potentials
06Succession Governance and Measurement
- Succession plans and talent pools
- Bench strength, internal fill rate and retention metrics
- Governance, confidentiality and fairness in talent decisions
Training Methodology
Applied Project & Assessment
Applied Project
Participants build a succession plan for two critical roles in their organisation or a case study: role criticality analysis, success profiles, nine-box assessment of candidates, development plans for nominated successors, and a dashboard of succession metrics.
Assessment
Short diagnostic at the start, practical tasks linked to each learning outcome, and evaluation of the applied project against published criteria.