{"id":1293,"date":"2025-05-28T13:46:33","date_gmt":"2025-05-28T13:46:33","guid":{"rendered":"https:\/\/ipraxis.asia\/?post_type=mto-course&#038;p=1293"},"modified":"2025-05-28T13:50:59","modified_gmt":"2025-05-28T13:50:59","slug":"strategic-talent-pipeline-integrating-career-pathways-succession-planning-2","status":"publish","type":"mto-course","link":"https:\/\/ipraxis.asia\/?mto-course=strategic-talent-pipeline-integrating-career-pathways-succession-planning-2","title":{"rendered":"Strategic Talent Pipeline : Integrating Career Pathways &#038; Succession Planning"},"content":{"rendered":"<p><a href=\"https:\/\/ipraxis.asia\/brochure\/The_Strategic_Talent_Pipeline_June_2025.pdf\">Download Brochure<\/a><\/p>\n<p>\u00a0<\/p>\n<figure class=\"wp-block-image alignleft is-resized\"><img fetchpriority=\"high\" decoding=\"async\" width=\"300\" height=\"213\" class=\"wp-image-1174\" style=\"width: 283px; height: auto;\" src=\"https:\/\/ipraxis.asia\/wp-content\/uploads\/2024\/07\/HRDC-Logo-300x213.png\" alt=\"\" srcset=\"https:\/\/ipraxis.asia\/wp-content\/uploads\/2024\/07\/HRDC-Logo-300x213.png 300w, https:\/\/ipraxis.asia\/wp-content\/uploads\/2024\/07\/HRDC-Logo.png 474w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/figure>\n<ul>\n<li><strong>Date: 16 &amp; 17 June 2025<\/strong><\/li>\n<li><strong>Time: 9am &#8211; 5:30pm<\/strong><\/li>\n<li><strong>Venue: The Empire Hotel, Subang<\/strong><\/li>\n<\/ul>\n<p><b style=\"color: #993366;\"><i>&#8221; <\/i><\/b><b style=\"color: #993366;\">Cultivate Your Talent Ecosystem to Chart Inspiring Career <\/b><b style=\"color: #993366;\">Paths and Pave the Way for Sustainable Growth <\/b><b style=\"color: #993366;\"><i>&#8220;<\/i><\/b><\/p>\n<blockquote>\n<p><strong>A<\/strong><span style=\"color: #800000;\"><strong>ttend this highly rated programme and learn how to:<\/strong><\/span><\/p>\n<ul>\n<li>Develop a comprehensive understanding of career\u00a0development and succession planning principles<\/li>\n<li>Design and implement e\u001fective career pathways for\u00a0employees at all levels<\/li>\n<li>Identify and nurture high-potential employees for\u00a0future leadership roles<\/li>\n<li>Create a vigorous succession planning framework\u00a0tailored to your organisation&#8217;s needs<\/li>\n<li>Implement strategies to foster a culture of continuous\u00a0learning and development<\/li>\n<li>Utilise various career development tools and\u00a0methodologies effectively<\/li>\n<li>Align individual career aspirations with organisational\u00a0objectives<\/li>\n<li>Develop skills in coaching and mentoring to support\u00a0employee growth<\/li>\n<li>Create and manage Individual Development Plans\u00a0(IDPs) for key positions<\/li>\n<li>Measure and communicate the impact of career\u00a0development and succession planning initiatives<\/li>\n<\/ul>\n<h4><span style=\"color: #800000;\"><strong>Course Fee:<\/strong><\/span><\/h4>\n<h4><strong><span style=\"color: #800000;\">Exclusive 2 + 1 Offer !<\/span><\/strong><\/h4>\n<p><!-- \/wp:post-content --><!-- wp:paragraph --><\/p>\n<h4><span style=\"color: #ff6600;\"><em><strong>Register 3 participants for the price of 2 only !<\/strong><\/em><\/span><\/h4>\n<p>Register a team of three and pay for only two participants. This exclusive offer ensures comprehensive implementation of new safety practices across your organisation.<\/p>\n<h6 style=\"padding-left: 40px;\"><em><b>RM1800.00 nett \/ participant.\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 <\/b><b>RM3600.00 nett \/ group of three participants.<\/b><\/em><\/h6>\n<h4><span style=\"color: #800000;\"><strong>Good for:<\/strong><\/span><\/h4>\n<ul>\n<li>HR professionals and managers<\/li>\n<li>Talent development specialists<\/li>\n<li>Organisational development practitioners<\/li>\n<li>Middle and senior-level managers<\/li>\n<li>Business owners and entrepreneurs<\/li>\n<li>Learning and development professionals<\/li>\n<li>Career counsellors and coaches<\/li>\n<\/ul>\n<h4 class=\"wp-block-heading\"><span style=\"color: #800000;\"><strong>Introduction:<\/strong><\/span><\/h4>\n<p>A Strategic Talent Pipeline seamlessly integrates career pathways and succession planning to ensure organisations\u00a0 maintain a steady flow of qualified employees ready to fill key positions.<\/p>\n<p>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\u00a0successors for critical roles, particularly leadership positions.<\/p>\n<p>By combining these approaches, organisations create a comprehensive system to develop internal talent, retain\u00a0high performers, and maintain continuity in essential functions. This strategy helps businesses adapt to changing\u00a0needs, reduce recruitment costs, and foster a culture of growth and opportunity, ultimately contributing to long-term organisational success and resilience.<\/p>\n<p><b>The Talent Crisis <\/b><\/p>\n<p>Recent studies highlight the urgent need for effective career development and succession planning:<\/p>\n<ul>\n<li>According to a Deloitte\u2019s Global Human Capital Trends report, 86% of leaders believe developing new\u00a0leaders is &#8220;urgent&#8221; or &#8220;important&#8221;, yet only 13% excel at developing leaders at all levels.<\/li>\n<li>75% of companies reported talent shortages and difficulty hiring in 2022 &#8211; this was the highest percentage in\u00a016 years according to ManpowerGroup&#8217;s Talent Shortage survey.<\/li>\n<\/ul>\n<p>As John C. Maxwell aptly put it, &#8220;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\u00a0continually develops them.&#8221;<\/p>\n<p><b>Key Benefits of Attending <\/b><\/p>\n<ul>\n<li>Adapt to changing organisational needs<\/li>\n<li>Reduce recruitment costs<\/li>\n<li>Foster a culture of growth and opportunity<\/li>\n<li>Contribute to long-term organisational success and resilience<\/li>\n<\/ul>\n<p>At a time where talent is the ultimate competitive advantage, mastering career pathway\u00a0development and succession planning is crucial for organisational success. This course provides you with the pertinent knowledge, strategies, and insights needed to create an\u00a0effective talent pipeline and foster a culture of continuous growth within your organisation.<\/p>\n<p>Join us for this strategic training programme and unlock the full potential of your\u00a0organisation&#8217;s most valuable asset \u2013 its people.<\/p>\n<h4 class=\"wp-block-heading\"><span style=\"color: #800000;\"><strong>Course Director<\/strong><\/span><\/h4>\n<p><!-- \/wp:paragraph --><!-- wp:image {\"id\":1153,\"align\":\"left\",\"className\":\"wp-image-1153\"} --><\/p>\n<figure class=\"wp-block-image alignleft wp-image-1153\"><img decoding=\"async\" width=\"243\" height=\"300\" class=\"wp-image-1153\" src=\"https:\/\/ipraxis.asia\/wp-content\/uploads\/2024\/07\/sheymalatha-243x300.png\" alt=\"\" srcset=\"https:\/\/ipraxis.asia\/wp-content\/uploads\/2024\/07\/sheymalatha-243x300.png 243w, https:\/\/ipraxis.asia\/wp-content\/uploads\/2024\/07\/sheymalatha.png 485w\" sizes=\"(max-width: 243px) 100vw, 243px\" \/>\n<figcaption class=\"wp-element-caption\"><em>SHEYMALATHA BBA (Hons), MBA.<\/em><br \/><em>Senior HR Consultant &amp; Master Trainer<\/em><\/figcaption>\n<\/figure>\n<p><!-- \/wp:image --><!-- wp:paragraph --><\/p>\n<p>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\u00a0from the National University of Malaysia. She later earned an MBA in Strategic Management\u00a0from the University of Georgia, enhancing her holistic approach to HR.<\/p>\n<p>Sheyma has held senior HR positions across various industries, demonstrating versatility and deep expertise. At\u00a0Western Digital, she implemented comprehensive talent development programmes for a global workforce. During\u00a0her time at Integrated Logistics Berhad, she designed succession planning strategies for key leadership roles. At\u00a0ExxonMobil, Sheyma served as a Safety Training Coach, integrating safety culture into talent development initiatives.<\/p>\n<p>Her academic experience includes serving as Head of HR at Manipal International and GlobalNXT Universities,\u00a0 broadening her expertise to include academic talent management and leadership development.<\/p>\n<p>As a highly sought-after corporate trainer, Sheyma has secured several prestigious appointments. She served as an\u00a0HRD Corp Malaysia appointed Mentor for SME Entrepreneurs Training and as a Training Needs Consultant for SMEs.<\/p>\n<p>Additionally, she is a Training Needs Consultant for the Fostering Innovation &amp; Refuelling Entrepreneur (FIRE) programme\u00a0by the Entrepreneurship Development Institute of India.<\/p>\n<p>Over the past two decades, Sheyma has helped thousands of HR professionals and leaders across various industries\u00a0achieve their learning and development goals. Her training philosophy emphasises that e\u001fective training, coaching,\u00a0and mentoring are key success factors for any organisation. She believes in building a solid workforce as the foundation\u00a0for sustainable business success. Her practical experience and academic background allow her to bridge theory\u00a0and practice, providing participants with actionable insights and strategies.<\/p>\n<h4 class=\"wp-block-heading\"><strong><span style=\"color: #800000;\">Training Agenda<\/span><\/strong><\/h4>\n<h5 class=\"wp-block-heading\"><span style=\"color: #000080;\"><strong><em>Day One\u00a0<\/em><\/strong><\/span><\/h5>\n<h4><b>Module 1:\u00a0<\/b><b>Foundations of Career Development\u00a0<\/b><b>and Succession Planning<\/b><\/h4>\n<ul>\n<li>Importance of career development in the 21st-century\u00a0workplace<\/li>\n<li>Impact on employee engagement and retention<\/li>\n<li>Key elements of an integrated career development system<\/li>\n<li>Aligning individual aspirations with organisational goals<\/li>\n<li>Defining succession planning vs replacement planning<\/li>\n<li>Strategic importance and role in risk management<\/li>\n<li>Assessing organisational readiness for implementation<\/li>\n<\/ul>\n<h4><b>Module 2: <\/b><b>Creating a Development Focused Culture<\/b><\/h4>\n<ul>\n<li>Characteristics of a strong development culture<\/li>\n<li>Fostering a growth mindset and collaborative learning<\/li>\n<li>Roles and responsibilities in career growth (HR, managers, employees)<\/li>\n<li>Strategies for promoting continuous learning\u00a0(70-20-10 model)<\/li>\n<li>Implementing internal mobility programmes<\/li>\n<li>Overcoming barriers to e\u001fective career development<\/li>\n<\/ul>\n<h4><b>Module 3: <\/b><b>Identifying and Nurturing High Potential\u00a0<\/b><b>Employees<\/b><\/h4>\n<ul>\n<li>Defining and identifying high-potential vs\u00a0high-performing employees<\/li>\n<li>Assessment techniques: competency frameworks,\u00a0psychometrics, 360-degree feedback<\/li>\n<li>Best practices in managing high-potential employees<\/li>\n<li>Creating accelerated development programmes<\/li>\n<li>Providing stretch assignments and cross-functional\u00a0experiences<\/li>\n<li>Implementing mentoring and sponsorship programmes<\/li>\n<li>Facilitating exposure to senior leadership<\/li>\n<\/ul>\n<h4><b>Module 4: <\/b><b>Career Development Tools and <\/b><b>Methodologies<\/b><\/h4>\n<ul>\n<li>Developing and implementing competency frameworks<\/li>\n<li>Using competencies for career mapping and gap analysis<\/li>\n<li>Effective coaching and mentoring programmes<\/li>\n<li>Career counselling services and their benefits<\/li>\n<li>Implementing career workshops and clinics<\/li>\n<li>Utilising technology : career management software<\/li>\n<\/ul>\n<h4><b>Module 5:\u00a0<\/b><b>Designing Career Pathways<\/b><\/h4>\n<ul>\n<li>Mapping out career trajectories within the organisation<\/li>\n<li>Creating visual career maps and lattices<\/li>\n<li>Aligning individual aspirations with organisational\u00a0needs through career conversations<\/li>\n<li>Creating flexible career paths: dual tracks (technical\u00a0and managerial)<\/li>\n<li>Facilitating lateral moves and career transitions<\/li>\n<li>Accommodating non-linear career progression<\/li>\n<li>Implementing transparent career progression frameworks<\/li>\n<\/ul>\n<h5 class=\"wp-block-heading\"><span style=\"color: #000080;\"><strong><em>Day Two\u00a0<\/em><\/strong><\/span><\/h5>\n<h4><b>Module 6:\u00a0<\/b><b>Succession Planning in Practice<\/b><\/h4>\n<ul>\n<li>Building a business case for succession planning<\/li>\n<li>Quantifying costs and demonstrating ROI<\/li>\n<li>Assessing current and future work requirements<\/li>\n<li>Conducting job analysis for critical roles<\/li>\n<li>Anticipating future skill requirements<\/li>\n<li>Identifying critical positions and potential successors<\/li>\n<li>Creating and managing talent pools<\/li>\n<li>Implementing talent review and calibration processes<\/li>\n<\/ul>\n<h4><b>Module 7:\u00a0<\/b><b>Developing Internal Successors<\/b><\/h4>\n<ul>\n<li>Strategies for closing skill gaps<\/li>\n<li>Conducting skills gap analysis<\/li>\n<li>Designing targeted learning interventions<\/li>\n<li>Leveraging internal subject matter experts<\/li>\n<li>Creating and implementing Individual Development\u00a0Plans (IDPs)<\/li>\n<li>Measuring the effectiveness of development initiatives<\/li>\n<li>Preparing successors for leadership transitions<\/li>\n<li>Implementing shadowing and job-sharing programmes<\/li>\n<\/ul>\n<h4><b>Module 8:\u00a0<\/b><b>Sustaining and Evolving Your Programme<\/b><\/h4>\n<ul>\n<li>Continuous improvement of career development and\u00a0succession planning processes<\/li>\n<li>Leveraging data and HR analytics for informed\u00a0decision-making<\/li>\n<li>Using data visualisation tools to communicate talent insights<\/li>\n<li>Adapting to changing organisational needs and\u00a0market conditions<\/li>\n<li>Addressing the impact of technological disruption on\u00a0career paths<\/li>\n<li>Measuring and communicating the impact of your initiatives<\/li>\n<li>Developing a balanced scorecard for talent management<\/li>\n<li>Presenting talent insights to senior leadership and the board<\/li>\n<\/ul>\n<h4><b>Module 9:\u00a0<\/b><b>Summary &amp; Conclusion<\/b><\/h4>\n<ul>\n<li>Course Wrap-Up<\/li>\n<li>Q &amp; A<\/li>\n<li>End of Programme<\/li>\n<\/ul>\n<p>\u00a0<\/p>\n<\/blockquote>","protected":false},"excerpt":{"rendered":"<p>Download Brochure \u00a0 Date: 16 &amp; 17 June 2025 Time: 9am &#8211; 5:30pm Venue: The Empire Hotel, Subang &#8221; Cultivate Your Talent Ecosystem to Chart Inspiring Career Paths and Pave the Way for Sustainable Growth &#8220; Attend this highly rated programme and learn how to: Develop a comprehensive understanding of career\u00a0development and succession planning principles [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1223,"template":"","meta":[],"class_list":["post-1293","mto-course","type-mto-course","status-publish","has-post-thumbnail","hentry","course_cat-talent-management"],"_links":{"self":[{"href":"https:\/\/ipraxis.asia\/index.php?rest_route=\/wp\/v2\/mto-course\/1293","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ipraxis.asia\/index.php?rest_route=\/wp\/v2\/mto-course"}],"about":[{"href":"https:\/\/ipraxis.asia\/index.php?rest_route=\/wp\/v2\/types\/mto-course"}],"author":[{"embeddable":true,"href":"https:\/\/ipraxis.asia\/index.php?rest_route=\/wp\/v2\/users\/1"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/ipraxis.asia\/index.php?rest_route=\/wp\/v2\/media\/1223"}],"wp:attachment":[{"href":"https:\/\/ipraxis.asia\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1293"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}