Modern Approach to Succession Planning and Qualifying the ‘Second Chair’ Leadership Course
Familiarizing participants with the core concepts of leadership, creativity and concepts of planning, and applying replacement and succession planning.
Equipping participants with the skill of planning, managing and evaluating the management succession process and how to link between the competencies and the leading succession. Linking the leadership development path to the training path.
Enabling participants to acquire the skills to link the leadership development path to training path to empower them to achieve the goals of leadership replacement.
Providing participants with the necessary expertise and practical experiences in the second tier leadership qualification processes.
Who Should Attend?
Managers of human resources departments, managers of training, technical, production and service departments, managers of planning, development, organization and quality sectors in various governmental institutions, whether they are ministries and authorities of government or private companies and civil organizations, the personnel who are prepared to take on charges of preparing the second chair leadership in institutions and those who are desirous to rehabilitate and develop their leadership abilities.
The Leader and the rules of the administrative process
Key leadership concepts (vision, mobilizing energies, and career replacement).
Integration of leadership and management role.
Setting goals and formulating institutional objectives.
The Concept of strategic planning and managerial planning.
Planning and organizing the integrated system of administrative operations.
Preparing action plans, distributing them and evaluating their performance.
Replacement planning and functional succession
The concept of career replacement planning and succession planning.
The role of managerial leadership in forming the second chair of leadership.
Career replacement system mechanism with human resources systems.
Assessing the institutional readiness to implement replacement plans.
Studying indicators of a real need to apply career replacement.
Benefits achieved from investment in the plans of replacement and succession planning
Replacement plans with career and training paths development programs to achieve the enterprise strategy.
Creating a state of alignment consistent with the overall direction of the institution.
The replacement system’s working mechanism to develop promising talents and to put them on fast-tracks of organizational upgrade.
Model of Applying the plans of replacement and succession planning
Planning and managing of leadership succession and follow-up its outputs.
Policies, strategies and building of career replacement plans.
Assessing the need to implement replacement plans.
Identifying the pivotal and vital functions of the institution.
Mechanisms for the implementation of the career replacement plan.
The concept of the competency and its models.
Identifying important and vital functions in institutions to identify the required competencies.
How to link between the structure of competencies, the leadership succession, and the career path and the personnel qualification processes.
How to update job descriptions for posts to be based on the competency jobs system.
Linking the leadership development path to the training path
Identifying the gap between the skills and knowledge required for the job and what The incumbent of the post has.
The stages of linking the training path to the career path.
Methods of linking the training path and career path.
Practical aspects applied to achieve the linkage between (job description and training requirement).
Developing training courses and the necessary development to qualify these leaders to carry out their future roles.
The role of leadership in developing self-development plans and designing their own programs.
Developing plans to preserve talents and future leadership.