Training

Succession planning is an integral part of the tasks performed by the human resources department of an organization. It contributes to the development of the professional skills of employees, in line with the organization's strategy and budget. Organizations that neglect this aspect of strategic planning will find themselves unable to carry out their tasks and some of the main people working in them may leave without warning because it is the process by which the organization ensures that employees are appointed and their performance is developed to fill every major vacancy in the organization and through the career succession methodology, the organization can Hiring qualified people, developing their knowledge, skills, and abilities, and preparing them for advancement and advancement to more challenging roles.

At the end of the training program the learner will be able to understand the following:

• Types of strategic plans and future goals
• Manpower needs in organizations.
• Knowledge and retention of vital roles.
• Talent management strategies.
• Understand the basics of career development and succession planning.
• Distinguish between management and succession planning, replacement planning, talent management, and human capital management.
• Comparing human resources that focus on traditional activity with human resources that focus on career planning.
• Explain the role of the employee and the employer in career development.
• Implement innovative initiatives for the career development of organizations.
• Evaluating and operating an effective succession planning program to bridge the development gaps in the organization.
• Prepare individual development plans and manage career options.

• Personnel in the field of human resources and talent management
• Personnel working in the field of leadership development for individuals and organization

Tasks of the strategic human resources department:

• Strategic planning for the organization
• The vision, mission and the importance of setting strategic goals for the organization
• Internal and external analysis of the organization's environment
• General strategy for human resources
• Organizational structures types and objectives
• A strategy to attract and train human resources
• Human resources training and development strategy
• A performance measurement and evaluation strategy
• A strategy to develop and replace the human element
• HR Compensation and Reward Strategy
• Procedures for building a human resource strategy

The basic principles of planning and developing career paths for succession:

• Career Planning Concepts
• Objectives and importance of career planning and development
• Responsibility for planning and developing the career path
• The advantages and benefits achieved by the process of planning and developing the career path for career success in the organization
• Steps to forming a career path

Succession planning and management:

• Objectives of succession planning for human resources in the organization
• Succession planning management tools for human resources in the organization
• Succession planning models for human resources in the organization
• Advantages of succession planning for human resources in the organization
• A case study of succession planning

Career path systems for succession planning:

• Career path systems in the stage of joining the organization and the job (strategies of the early stage of the career path)
• Career path systems in the stage of exit from the organization (strategies of the last stage of the career path)
• Organizational issues in shaping a career path
• Individual issues in shaping a career path
• The elements governing the success or failure of the individual in his future career
• Job talent management systems through succession plans

Analyze replacement planning processes:

• What is replacement planning?
• Replacement Planning Models
• The importance of replacement planning
• Substitution planning application tools
• Why replacement planning?
• Advantages of replacement planning
• Relationship of replacement planning to talent management

Modern functional replacement planning strategies:

• Replacement Planning Models
• Emergency replacement planning
• Long-term replacement planning
• Replacement planning for talent management
• Integration-based replacement planning
• Analytical tools in the application of replacement planning
• Executive strategies in drawing up an effective replacement plan and linking it to talent management

Job planning and analysis strategies and their relationship to employment:

• Stages of Job Planning
• Job Planning Levels
• Analysis of jobs and their impact on employment levels
• Determining the volume of labor required and methods of forecasting and analyzing it
• Modern strategies to address the supply and demand of jobs
• Problems and obstacles to the development of the workforce.
• Mechanisms for formulating a general framework for job planning and analysis

The role of the individual in building and developing his career path to prepare for career succession:

• How do you plan for your future career?
• Personal factors affecting individual decisions in his career path
• How does a person choose his profession and job?
• The stages of making a future decision and career path
• How does an individual choose an organization that achieves a distinct development for his career path?
• Practical applications