Certification in Effective Succession Planning

Description

Take the next step in your career! Whether you’re an up-and-coming professional, an experienced executive, aspiring manager, budding Professional. This course is an opportunity to sharpen your Introduction to Effective Succession Planning capabilities, increase your efficiency for professional growth and make a positive and lasting impact in the business or organization.

With this course as your guide, you learn how to:

• All the basic functions and skills required to understand and apply the fundamentals of Effective Succession Planning.

The Frameworks of the Course

• Engaging video lectures, case studies, assessment, downloadable resources and interactive exercises. This course is designed to explore the What Is Succession Planning and Management?, Improve Employee Morale, Succession Planning and Management Extends to All Levels. The Rapid Pace of Organizational Change, Linking Human Resource Strategy, Starting a Systematic Program. What Is a Mission Statement? , The Role of the HR Department, Training Participants in SP&M. Applying Environmental Scanning, The Importance of Job Posting ,

Course Content:

Part 1

Introduction and Study Plan

· Introduction and know your instructor

· Study Plan and Structure of the Course

Unit 1: What Is Succession Planning and Management?

1.1. What Is Succession Planning and Management (Can You Solve These Succession Problems

1.2. Defining Succession Planning and Management

1.3. . How General Electric Planned the Succession

1.4. The Big Mac Succession.

1.5. Distinguishing SP&M from Replacement Planning.

1.6. Tap the potential for Intellectual capital in the organization.

1.7. Help Individuals Realize Their Career Plans Within the Organization.

Unit 2: Improve Employee Morale

2.1. Reduce Head Count to Essential Workers Only

2.2. Summary of Best Practices on Succession Planning and Management from Several Research Studies.

2.3. Engaging Future Leaders

2.4. Timing

2.5. Planning.

2.6.Scope

2.7. Degree of Dissemination.

2.8. Trends Influencing Succession Planning and Management.

2.9. Sarbanes--Oxley Act of 2002.

2.10. Growing Awareness of Similarities and Differences of Succession Programs in Special Venues Government, Nonprofit, Education, and Small or Family

2.11. Government

2.12. Nonprofit

2.13. Education.

2.14. Small or Family Businesses.

2.15. Managing a Special Issue CEO Succession

2.16. Moving to a State-of-the-Art Approach

2.17. Top Management Participation and Support

2.18. Needs-Driven with External Benchmarking

2.19. Focused Attention.

Unit 3: Succession Planning and Management Extends to All Levels

3.1. A Systematic Approach.

3.2. A Comparison of Present Performance and Future Potential

3.3. Corporate Politics

3.4. . Quick-Fix Attitudes

Unit 4: The Rapid Pace of Organizational Change

4.1. Too Much Paperwork.

4.2. Too Many Meetings.

4.3. Determining Organizational Requirements.

4.4. Linking Organizational Strategy.

Unit 5. Linking Human Resource Strategy.

5.1. Obtaining and Building Management Commitment, Opinions About Succession Planning and Management.

5.2. The Key Role of the CEO in the Succession Effort.

Unit 6. Starting a Systematic Program.

6.1. Applying Role Theory to Succession Planning and Management.

Unit 7. What Is a Mission Statement

7.1. How Are Policies and Procedures Written

7.2...Sample Succession Planning and Management Policy(Mission Statement)

7.3. Policy and Philosophy

7.4..                                                                                                                                                                                                                                                                                                                             The Roles of the CEO and Other Senior Managers.

Unit 8.. The Role of the HR Department.

8.1. Addressing the Legal Framework.

8.2. . Refining the Program, Communicating the Action Plan.

8.3..Choosing Effective Approaches.

8.4.  The Kickoff Meeting.

8.5.  Matching Training to Program Planning.

8.6. Ensuring Attendance at Training A Key Issue

8.7. Other Approaches to Training Management Employees

Unit 9. Training Participants in SP&M,Direct Training

9.1. Essential requirements for Effective Counseling Session.

9.2. Common SP&M problems and possible solutions.

9.3. Assessing Present Work Requirements and Individual Job Performance

9.4. Ways to identify Key Positions.

9.5. Advantages and Disadvantages of Full-Circle,Multi Rater Assessments

9.6. Defining Performance Appraisal.

Unit 10. Applying environmental corrosion control through cathodic protection Scanning.

10.1.; Applying Organisational analysis.

10.2.;What is individual potential assessment.

10.3. What is High Potential

10.4. What Is Bench Strength

10.5. Managing Talent Shows

10.6. Formulating Internal Promotion Policy.

Unit 11. The Importance of Job Posting

11.1. What Is an Individual Development Plan

11.2. Evaluating Individual Development Plans.…

Unit 12. The Role of Leadership Development Programs

12.1. The Role of Coaching Coaching.

12.2. The Role of Executive Coaching Executive

12.3. Using a Systematic Approach to Increase the Retention of Talented People

Unit 13. Evaluating succession planning and management programs

Part 2

Assignment part

Ø What Is Succession Planning and Management? Why it is important?

Ø Explain the Role of Coaching Coaching.

Ø What are the essential Requirements for Effective Counseling Sessions