Course details
• Putting people firsto Putting people before numbers
o People's wants from their organizations
o Organizations' wants
o The war for talent
o Today's top priorities in HR
o Disengagement and the downward performance spiral
o People based strategy
o HR activities: traditional focus versus career development focus
• The basics of career management and succession planning and management
o Careers today: the importance of development
o Definition of career development
o The career development process and links with HR
o Essential elements in an integrated career development system
o Definition of succession planning
o Main aims and reasons for establishing a succession planning and management system
o Distinguishing succession planning from replacement planning
• Organizational readiness for change
o Promoting a development culture
o Characteristics of a development culture
o Career development as a change agent
o Roles and responsibilities in a development culture
o Role of human resources
o Role of line managers
o Role of top management
o Role of developers
• Identifying high potentials
o Key positions
o High potentials and high professionals
o Assessing individual potential
o Best practices to improve the management of high potentials
o Qualities of processes to spot, develop, and retain high potentials
• Career development: tools and methodologies
o Competencies: the foundation for career development
o Competencies framework
o Coaching: an essential managerial function
o Mentoring: a must have system for career development
o Career counselling services
• Developing internal successors
o Making the business case for succession planning and management
o Starting the systematic succession planning and management program
o Refining the program
o Assessing present work requirements and individual job performance
o Assessing future work requirements and individual potential
o Closing the development gap: the Individual Development Plan (IDP)
Designing the individual development plan
Updated on 17 October, 2017
Course Location
About Global Development for Training
Introduction:
Training has become of great importance to managers of various organizations and institutions where training is an effective way to increase employee's efficiency at all stages of his work. It develops his abilities, skills and provides him with new information which is an influential factor in the process of upgrading the employee and increases his authorities and responsibilities.
The last two decades have witnessed a major transformation in the training knowledge. It has become Knowledge-based science; it is the only way to progress and development.
The need of Knowledge-based science is now a scale of new wealth. It requires a distinct type of education and lifelong training in acquiring knowledge and updating on an ongoing basis. This was an important reason that led to establishment of Global Development for Training (G.D.T).
Establishment:
Global Development for Training was established in 2012 in UAE - Permit No. 91,288 in Dubai to provide training and consulting services and staff development with the latest training methods in the world and in line with the global market to meet all the strategic requirements of the global markets in an environment based on modern knowledge, through the best human development trainers in the Arab world and the rest of the world, to reach the highest level of quality, creativity and developing clients and participants.
Vision:
To be one of the best training centers in the world which train and qualify the leaders and staff of the Arab World with the latest training methods in the world.
Mission:
We seek to provide strong training base to provide training and consulting services that meet all the strategic requirements for global markets in an environment built on knowledge, and through professionals Instructors in the world. Therefore, we put our goals in order to reach the highest levels of quality and creativity.
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