Advanced Career Development and Succession Planning

Why Attend

This course uses the concepts of performance and competence (and their mathematical value) to
determine career development and success planning opportunities. Numerous organizations have
approached career development and succession planning from a qualitative perspective and have
unsurprisingly been less than successful. This course does exactly the opposite: it will show
participants how to plot employees on a matrix that uses performance and competence as X and Y axes and then extract from the scatter mix pools of employees such as super keepers, talent pools, HiPos and others.

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Overview
Course Outline

Course Methodology
The course heavily relies on the use of competency frameworks and Key Performance Indicators
(KPIs) to measure potential in a tangible manner. The course has a number of activities aimed at
helping participants ‘calculate’ potential and determine, using gap analyses, the most suitable career
and succession plans.

Course Objectives
By the end of the course, participants will be able to:
 Determine the tangible ingredients of human potential and use these ingredients to mathematically calculate human potential
 Conduct a mathematical gap analysis and use it to determine logical career progression or succession plans for any position in the organization
 Create a human potential matrix and use it to plot employees in various performance and talent zones

Target Audience
The intensive workshop is aimed at professionals in HR with significant knowledge of competencies
and KPIs who wish to apply this knowledge in the fields of talent management, assessment of
potential, career development and succession planning. Junior officers or those with less than 7
years of experience in HR will find this workshop tough to handle.

Target Competencies
 Performance measurement
 Competency assessment
 Gap analysis
 Career counseling
 Succession planning

Course Outline

 Human Potential
 The ingredients of Human Potential
 Performance Criteria
 Competencies, KPIs and Values
 Calculating an employee’s competency score
 The use of KPIs to calculate an employee’s performance score
 The competency performance matrix
 The various quadrants in the matrix
 The super keeper zone
 The talent zone
 The mercenary zone
 The HiPo zone
 The dead wood zone

 The Use of Competency Job Profiles for Developing Careers and Planning Succession
 Competency job profiles
 Scoring a profile
 Using profile scores to determine vertical and lateral career moves
 Using profiles scores to determine key successors
 Other methodologies for career development and succession planning