Leading Organizational Succession Planning, Capability Development and Employee Engagement

Overview

This program is designed for middle to senior managers and executives. It provides the participants with the ability to identify and groom successors, support organisational learning and development and engage employees to develop capable human capital internally. 

This leadership program incorporates the five learning domains (Knowledge & Analysis, Application and Adaptation, Innovation and Value Creation, Social Intelligence and Ethics, & Learning to Learn) that are most relevant to leadership and management education for busy and senior executives. It uses the 70:20:10 approach (10% from formal learning and structured programs. 20% from feedback, mentoring, coaching, networks, and from observing and working with role models; and 70% from real life and on-the-job experiences, tasks, and problem solving).

Certificate Participants:

Who attend all four sessions and complete all assessments successfully will receive a Certificate of Completion (with Merit if assessment marks are Distinction or High Distinction).

Participants who do not attend all four sessions or are not able to complete all three assessments successfully will receive a Certificate of Participation.

Who Should Attend?

This program is designed for middle to senior managers and executives

Course Outcome

At the end of the program, the participants should be able to demonstrate the following capabilities:

Knowledge and Analysis

• Legal and ethical considerations relating to succession planning and organisational learning and development
•  Organisational policies and procedures relating to succession planning and organisational learning and development
• Relevant professional or industry codes of practice and standards relating to learning and development
• Implications and impact on employees and the organization arising from succession management processes, learning and development processes and engagement activities
•  Relationship between engagement and performance
• Concepts and theories of succession planning and employee engagement
• Market trends and developments relating to succession management, employee engagement and learning and development.

Application and Adaptation 

• Develop a succession management strategy in consultation with the human resources function and other relevant personnel to facilitate succession planning
• Identify critical roles and feeder positions to provide opportunities to groom successors
• Work with managers and identified successors to create and implement development and retention plans
• Prioritise learning and development programmes to support employees in the development of their professional, technical and managerial competencies
• Empower senior managers to demonstrate independence and responsibility for their personal development
• Promote engagement strategies to improve organizational performance

Innovation and Value Creation

• Review the effectiveness of succession management approach to identify areas for improvement
• Consult stakeholders to determine learning and development issues and review existing learning and development systems and processes to identify areas for improvement

Social Intelligence and Ethics

• Assess the emotional climate of the organisation towards the learning and development programmes and exercise organisational awareness to address employees' concerns

Learning to Learn

The ability to:

• Keep abreast of succession planning management practices by subscribing to diverse learning channels and participating in peer discussion platforms to enhance own knowledge and performance in managing succession planning

Course Outline

• Knowledge and Analysis
• Application and Adaptation
• Innovation and Value Creation
• Social Intelligence and Ethics
• Learning to Learn

Learning Activities: 

Readings, lectures, case study analysis, assessments linked to workplace challenges, discussions, quizzes, presentation, individual & group work, etc.