Improve Skills by Manpower Succession & Retention Masterclass

Overview Objectives Audience Methodology Contents Certificate FAQ's

Course Overview

Manpower & succession planning and retention of talent has grown in importance over the years to be seen as having a direct correlation in the longer-term ability of International Business to compete globally. As a key business requirement, organizations must have clear processes in order to devise and deliver the Manpower & Succession strategy. Having a clear strategy will enable the business to make informed decisions to achieve a balanced approach, how to assess the requirements, when to develop current staff or, actively recruit external candidates into the organization to satisfy future demands.

The Manpower Succession & Retention Masterclass will consider how to maximize the use of resources in order to develop the right people at the right time for the future. Participants on this training course will be able to ensure business continuity by planning succession into key organisational positions and preparing people appropriately to step-up to leadership roles; identify talented employees and provide structured career development opportunities to enable them to take on higher level and broader responsibilities; attract and retain the top talent needed to meet organisation’s current and future objectives.

Important Features

Understand how to measure, predict and therefore manage future organisational trends
Consider the balance between developing individual’s contribution and future business requirements
Appreciate the relationship between operational and human resource management
Adopt the most appropriate approach to deliver your businesses manpower planning and succession process
Develop process management skills in order to maximize the effective use of resources
Experience, and be in a position to implement new dynamic manpower planning processes

Learning Objectives

Consider a number of strategic models for the successful delivery of manpower succession planning
Master and be able to use methods to explore predictive trends and data
Be able to use data to construct potential outcomes and calculate monetary implications
Re-energise interviewing techniques, appraisal processes and manpower planning systems
Create a methodology to present business information effectively
Be aware of both organizational and individual measurement tools and the links between the two
Develop individual business techniques in order to manage the manpower planning process
Understand how and when to retain your talent
Examine a number of clearly worked examples from the world of international business for your reference and use back at work
Plan and implement action plans for yourself and individuals/managers involved in the manpower planning process

Target Audience

Manpower succession planning managers/consultants/supervisors
HR personnel who’s key accountability is manpower planning
Succession/Emergency Planners
Managers who are interested in succession planning and improving resource management
Individuals who have recently experienced the challenges of manpower planning and/or creating the business strategy
Facilitators who operate across the business planning functions

Training Methodology

Using interactive techniques, taking into account individuals experience – group discussions, analysis by the participants and case studies with timely inputs from the Senior Consultant
Time to explore options, testing benefits/potential pitfalls and various programmes of action depending on the situation or requirements
Sharing of a number of global frameworks, methodologies, assessment of theories, group presentations and discussions
The aim of this programme is to produce practical outcomes at all times – accordingly, delegates will be encouraged to form into small groups to look at specific topics in depth as the programme develops
Delegates will experience a relaxed, friendly and supportive environment, evidence suggests that delegates learn best and remember more by creating such environments
There will also be the opportunity to discuss individual circumstances on a one to one basis with the senior Consultant if required

Pre & Post course assessments will be used to measure the effectiveness of this training.

Course Contents

Module 1 -Introduction to Manpower Succession Planning Strategies

Key Topics

Introductions, programme, objectives, and ways of working
HR models and how to support potential future organizational requirements and structure
The growing business importance of HR manpower succession planning
The pace of change, shaping organizations, work requirements – the effects on today’s organization
Trends – expanding, reducing and right-sizing; what’s appropriate – use of decision-making tools and worked examples
The four main areas of manpower planning – Strategic focus, Data/analysis, manpower planning and people development including case studies

Module 2 -Manpower Succession Planning, strategic focus from first principals

Key Topics

The new HR strategic map explained
How to create and deploy a strategic template – exercise and case study
Measuring organizational health including maturity, a trigger for manpower succession planning activities – case study and exercise
Converting vision and strategy into workable plans, the collection, and analysis of business challenges to trigger appropriate action – including exercise
Processes for delivering on time and creation of budgets

Module 3 -Retention Strategies and Approaches

Key Topics

Use understanding when to retain top talent
Measuring and recording talent
Creating talent management programmes
Reward strategies to retain top talent
Developing a range of career paths for specialists and non-specialists
Individual performance measurement, exactly how and why competencies are structured the way they are
Managing expectations and individual’s needs by using objective data from current performance
Measuring and forecasting individuals future performance using behavioural techniques

Module 4 -Manpower supply and succession - Business Planning and Assessment tools and techniques

Key Topics

Selecting the “right” principal for manpower supply
Consider three approaches to satisfy short and longer-term succession planning requirements
The use of pre-selection techniques for key posts – the role of psychometric testing, emotional intelligence and assessment centers, agreements and individual visual development maps
Business reviews – why manpower planning should a regular topic for discussion, and where it has an impact – case – study

Module 5 - Executing the manpower succession planning and retention processes, and ensuring connection with business requirements to maximize returns

Key Topics

The use of management tools and techniques to achieve maximum effect
Why performance appraisals used in isolation do not work when selecting individuals into development or talent pools
Reacting to requirements and situations, talent pools, individual selection and head hunting
Working within the agreement by the individual and the business in order to achieve the business goals
How the whole manpower succession planning and retention processes should ‘fit’ together
Final review and presentation of certificates

Classroom Session

Cairo

02 - 06 Nov 2026

$5,600

Dubai

28 Dec 2026 - 01 Jan 2027

$5,600

Abuja

08 - 12 Feb 2027

$5,600

Accra

19 - 23 Apr 2027

$5,600

Dubai

24 - 28 May 2027

$5,600

New York

05 - 09 Jul 2027

$6,950

Lagos

09 - 13 Aug 2027

$5,600

Dubai

04 - 08 Oct 2027

$5,600

Cairo

01 - 05 Nov 2027

$5,600

Dubai

06 - 10 Dec 2027

$5,600

More Schedules

Online Session

Duration: 2 Hrs X 8 Days

Starting Date

02-Nov-2026

$3,000

Starting Date

23-Feb-2027

$3,500

Starting Date

24-Aug-2027

$3,500

Starting Date

09-Nov-2027

$3,500

More Schedules

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Certificate

Upon successful completion of this training, participants will receive a PROMISE Certificate of Completion.

Certificate

Upon successful completion of this training, participants will receive a PROMISE Certificate of Completion.

This Program has been approved for 25.00 HR (General) recertification credit hours toward aPHR , aPHRi , PHR®, PHRca®, SPHR®, GPHR®, PHRi and SPHRi recertification through HR Certification Institute® (HRCI®)

testimonials

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An exceptional learning experience. This stands out as one of the most comprehensive and well-structured courses I have encountered in my career.