Succession Planning & Talent Development Certification Program Zurich 2025
4-5 June 2025 Zurich, Switzerland
About the Event
Due to popular demand, we are adding a LIVE Version Of The Succession Planning & Talent Development Certification Program in Zurich!
Succession planning is an objective, intentional, and systematic effort. By identifying and developing current and future leaders, you can ensure leadership continuity and execute your organization's strategic priorities. In other words, it helps current leaders and HR stakeholders answer these two critical questions: Who should lead? And when?
Building a strong leadership pipeline requires talent that is nurtured and developed at all levels in alignment with an organization's business strategy. This is the best way to ensure individual readiness and support future growth.
HCI's Succession Planning & Talent Development certification program is designed to help you align your organization's succession planning and talent development efforts with your business strategy using a practical but compelling framework to guide your team's efforts.
What You'll Learn:
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Purpose: Define succession planning objectives that solve current challenges and align with organizational strategies
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Level: Understand the needs of your talent segments and target organizational levels intentionally
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Assess: Identify leaders objectively with data and analytics and evaluate the performance of succession planning objectives
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Nurture: Develop continuously to ensure retention and readiness for current and future roles
Only
158days
13hours
10min
UNTIL THE EVENT
Facts & Figures
Type Of Certification:
This certification has been approved for 13 Business recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute.
SHRM has pre-approved this certification for 13 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.
Certified By: HCI -Human Capital Market
Testimonials:
"The content was robust and detailed, with an excellent balance of theory and practical insights. The facilitator was extremely knowledgeable, using her wealth of experience to make the course valuable. I highly recommend it!"
ScottishPower
"The facilitator was not only knowledgeable but also adept at drawing on relevant experiences from the cohort. The mix of theory, practical examples, and class dynamics made the course exceptional."
Shell
"Thank you for hosting us over the last two days. It was very enjoyable, and I appreciate the engaging and insightful sessions.”
Mott MacDonald
"The course was intellectually challenging and relevant to my current job. The facilitator balanced theory with practical exercises beautifully and encouraged an open and collaborative environment."
European Parliament
"The material was highly relevant and enriched with examples. The facilitator's storytelling and interactive style made it an engaging and insightful experience."
Deloitte
Speakers
Agenda
Getting Started
Welcome
Objectives and course agenda
Introductions
Set the Stage
Align human capital strategy with business strategy
What is succession?
Purpose of succession planning
Burning platform for succession planning
Challenges to succession planning
HCI's Succession Planning Framework
Purpose
Why build a succession plan?
Alignment with organizational strategy
The current state of leadership
Set succession and development objectives
Level
Determine which roles to plan for
Historic approach to succession planning and development and where those created risks
How strategy drives selection of succession roles
Role segmentation
Assess
The business case for assessment
Determine and validate criteria for a role
Sources of information used in succession planning
How to assess
Dimensions of assessment
Integrate D&I into the assessment process
Assess through talent review
Talent review meetings
The role of talent pools
Manage vacancies in your succession plan
Track talent inventory data
Assess/measure performance of your succession planning efforts
The use of technology
Nurture
Trends in development
6 B's and organizational development
The impact of organizational culture
Increase successor readiness
Key stakeholders in the development process
Competency models/leadership capability frameworks
Career pathing
Early identification of potential future talent
Integration with talent management
Manage change
Bring Succession Planning to Life
Talent readiness is everyone's job
Move stakeholders from compliance to commitment
Roles and responsibilities of leaders
Action plans
The unique partnership with talent acquisition
Metrics for succession planning and talent development
Sustainment
Best practices
Gallery walk
Action planning for the future
Our partners
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