Marrying Career Development with Succession Planning
OVERVIEW
We are striving to create by this suggested marriage is a
culture that creates an exciting high performance collaboration through
openness, transparency, trust and communication at all levels in the
organizations. We will look at how some organizations have clear career
ladders, fast-tracking and typical career development and succession planning
that is disjointed. I will offer examples of best practices.
WHY SHOULD YOU ATTEND
To learn new ways of looking at career development and
succession planning.
AREAS COVERED
- HR’s role
- Rules
- Regulations
- Conventions and Laws
- Career Development – Typical Process
- Professional Development Internally
- Succession Planning
- Marrying Career Development
- Succession Planning
LEARNING OBJECTIVES
Companies have a much better chance of grooming the right people
for moving upward in the organization if they provide career development
opportunities based on their future succession needs. Too, providing
these opportunities is a motivator for the best and the brightest to stay with
the organization and prove their worth by their creativity and
productivity. My ultimate goal is to change from the typical Silos of
responsibility typically found in our organizations to a merging of functions,
championed by the CEO and managed by the professionals in HR
WHO WILL BENEFIT
C level executives who want to increase the chances of
maintaining their best employees and finding the best fit for lines of
succession. It is also valuable for anyone in the workplace interested in
learning strategies that will help them get ahead.
For more detail please click on this below
link:
Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616
Fax: +1-888-909-1882
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