" Cultivate Your Talent Ecosystem to Chart Inspiring Career Paths and Pave the Way for Sustainable Growth "
Attend this highly rated programme and learn how to:
Develop a comprehensive understanding of career development and succession planning principles
Design and implement eective career pathways for employees at all levels
Identify and nurture high-potential employees for future leadership roles
Create a vigorous succession planning framework tailored to your organisation's needs
Implement strategies to foster a culture of continuous learning and development
Utilise various career development tools and methodologies effectively
Align individual career aspirations with organisational objectives
Develop skills in coaching and mentoring to support employee growth
Create and manage Individual Development Plans (IDPs) for key positions
Measure and communicate the impact of career development and succession planning initiatives
Course Fee:
Exclusive 2 + 1 Offer !
Register 3 participants for the price of 2 only !
Register a team of three and pay for only two participants. This exclusive offer ensures comprehensive implementation of new safety practices across your organisation.
RM1800.00 nett / participant. RM3600.00 nett / group of three participants.
Good for:
HR professionals and managers
Talent development specialists
Organisational development practitioners
Middle and senior-level managers
Business owners and entrepreneurs
Learning and development professionals
Career counsellors and coaches
Introduction:
A Strategic Talent Pipeline seamlessly integrates career pathways and succession planning to ensure organisations maintain a steady flow of qualified employees ready to fill key positions.
Career pathways are structured progressions of job roles that allow employees to advance within the organisation, developing their skills and experience along the way. Succession planning involves identifying and preparing potential successors for critical roles, particularly leadership positions.
By combining these approaches, organisations create a comprehensive system to develop internal talent, retain high performers, and maintain continuity in essential functions. This strategy helps businesses adapt to changing needs, reduce recruitment costs, and foster a culture of growth and opportunity, ultimately contributing to long-term organisational success and resilience.
The Talent Crisis
Recent studies highlight the urgent need for effective career development and succession planning:
According to a Deloitte’s Global Human Capital Trends report, 86% of leaders believe developing new leaders is "urgent" or "important", yet only 13% excel at developing leaders at all levels.
75% of companies reported talent shortages and difficulty hiring in 2022 - this was the highest percentage in 16 years according to ManpowerGroup's Talent Shortage survey.
As John C. Maxwell aptly put it, "The single biggest way to impact an organisation is to focus on leadership development. There is almost no limit to the potential of an organisation that recruits good people, raises them up as leaders and continually develops them."
Key Benefits of Attending
Adapt to changing organisational needs
Reduce recruitment costs
Foster a culture of growth and opportunity
Contribute to long-term organisational success and resilience
At a time where talent is the ultimate competitive advantage, mastering career pathway development and succession planning is crucial for organisational success. This course provides you with the pertinent knowledge, strategies, and insights needed to create an effective talent pipeline and foster a culture of continuous growth within your organisation.
Join us for this strategic training programme and unlock the full potential of your organisation's most valuable asset – its people.
R. Sheymalatha (Sheyma) is a seasoned HR professional with over two decades of experience in talent development and management. Her career began in 2001 after graduating with honours from the National University of Malaysia. She later earned an MBA in Strategic Management from the University of Georgia, enhancing her holistic approach to HR.
Sheyma has held senior HR positions across various industries, demonstrating versatility and deep expertise. At Western Digital, she implemented comprehensive talent development programmes for a global workforce. During her time at Integrated Logistics Berhad, she designed succession planning strategies for key leadership roles. At ExxonMobil, Sheyma served as a Safety Training Coach, integrating safety culture into talent development initiatives.
Her academic experience includes serving as Head of HR at Manipal International and GlobalNXT Universities, broadening her expertise to include academic talent management and leadership development.
As a highly sought-after corporate trainer, Sheyma has secured several prestigious appointments. She served as an HRD Corp Malaysia appointed Mentor for SME Entrepreneurs Training and as a Training Needs Consultant for SMEs.
Additionally, she is a Training Needs Consultant for the Fostering Innovation & Refuelling Entrepreneur (FIRE) programme by the Entrepreneurship Development Institute of India.
Over the past two decades, Sheyma has helped thousands of HR professionals and leaders across various industries achieve their learning and development goals. Her training philosophy emphasises that eective training, coaching, and mentoring are key success factors for any organisation. She believes in building a solid workforce as the foundation for sustainable business success. Her practical experience and academic background allow her to bridge theory and practice, providing participants with actionable insights and strategies.
Training Agenda
Day One
Module 1: Foundations of Career Development and Succession Planning
Importance of career development in the 21st-century workplace
Impact on employee engagement and retention
Key elements of an integrated career development system
Aligning individual aspirations with organisational goals
Defining succession planning vs replacement planning
Strategic importance and role in risk management
Assessing organisational readiness for implementation
Module 2: Creating a Development Focused Culture
Characteristics of a strong development culture
Fostering a growth mindset and collaborative learning
Roles and responsibilities in career growth (HR, managers, employees)
Strategies for promoting continuous learning (70-20-10 model)
Implementing internal mobility programmes
Overcoming barriers to eective career development
Module 3: Identifying and Nurturing High Potential Employees
Defining and identifying high-potential vs high-performing employees
