Succession Planning And Talent Management For The Public Sector

August 13, 201510:38 am1476 views
Succession Planning And Talent Management For The Public Sector
Succession Planning And Talent Management For The Public Sector


13th – 14th August 2015


Singapore Marriott Tang Plaza Hotel


Please click here.

Learning Objectives

  • Link succession plans to HR plans and organizational strategy in order to garner top management support
  • Describe different approaches in how to start on a succession plan in government—and what to call it
  • Review the essential components of a succession system and plan for adding or revising components
  • Prepare a project plan to implement a succession system
  • Select governing values and competencies to be developed
  • Examine the essential components of a performance management system as part of a succession effort
  • Determine the assessment methods, clarify tracking methods and IDPs for high potentials

The Trainer


Identified as one of the three most recognizable names in the field of human resources by a market study in the U.S. He is also Professor of Human Resource Development at the University Park campus of the Pennsylvania State University, heading the #1-ranked graduate program in HRD in the US. He has worked in the Performance, OD and HR field since 1979 and has authored, co-authored, edited and co-edited over 300 books, book chapters, articles and many best sellers.

Among his most recent publications are:

  • Workplace Learning & Performance Roles: The Manager and The Change Leader
  • Beyond Training and Development: The Groundbreaking Classic on Human Performance Enhancement.
  • Career Planning and Succession Management: Developing Your Organization’s Talent – for Today and Tomorrow
  • Effective Succession Planning -3rd edition
  • The Strategic Development of Talent

As a consultant he has worked with over 50 multinational corporations and consulted on Succession Planning and Management with a wide array of organizations in business, government and non-profit settings both in the US and internationally.

These companies include: Ford Motor Company, US Postal Service, Bank Negara Malaysia, Motorola University, Citigroup, Airport Transport Authority of Bangkok, Sri Lanka Telecom, Information Ministry of Republic of China, DST Group, Sony, Excelcomindo, Anglo Platinum etc.


He was the National Thought Leader for a Linkage-DDI sponsored study of 18 multinational corporations in 2001 that examined corporate best practices in succession planning and management. His bestselling book “Effective succession planning: Ensuring leadership continuity and building talent from within” is regarded by some as the “corporate bible” on succession management practices.

He is also author of such related books as “Building inhouse leadership and management development programs”. He was previously Assistant Vice President and Management Development Director for The Franklin Life Insurance Co., a wholly-owned subsidiary of a Fortune 48 corporation.

Before that, he was Training Director for the Illinois Office of the Auditor General. He has been very active in the American Society of Training and Development (ASTD). He was Chair of the Publishing Review Committee for several years, has served as Chapter President for two ASTD local Chapters, has served on the ASTD National Awards Committee, the ASTD dissertation awards committee, and the ASTD research article of the year Committee.


Why Attend?

Many government HR practitioners are faced with the need to coordinate the start up of a comprehensive succession system. However, they often wonder where to start and what to do. This 2-day masterclass will provide a detailed approach to guide that start up. While that approach may need to be modified and aligned with each organization’s culture, it provides enough details for you to prepare and implement a project plan to implement the succession system.

Who Should Attend?

This Program is for Anyone with the Responsibilities for Recruiting, Developing and Retaining Staff and that Includes Managers, Senior Managers, Vice Presidents, Directors, General Managers, Chief Department Heads and Chief Executives of:

  • Human Resources
  • Recruitment
  • Talent Management
  • Staffing
  • Succession Planning
  • Retention
  • Employee Relations
  • HR Policy
  • Executive & Career
  • HR Planning & Development
  • Training
  • Organizational & Development
  • Strategic Planning
  • Competency Modeling
  • Employment Performance Development

Program Outline

Registration begins at 08:30. Course sessions will start promptly at 09:00 and end at 17:30. There will be two short breaks at appropriate times for refreshments and lunch break will be from 12:30 to 13:30.

Day 1 Program Information

•Workshop description
•Key issues of the workshop
•Participant introductions and key issues
•Debrief of key participant issues
•The structure of the masterclass

Module 1 – Defining Succession Planning and Management

•Reasons governmental agencies sponsor succession planning and management programs
•Emerging trends in government—and unique government challenges in succession planning
•Assessing eligibility for promo on and the impact of new governmental mandates on succession

Activity: Rate your organization on succession planning and management against the U.S. government scorecard for human capital management.

•The lifecycle of succession planning and management programs
•Replacement charting
•How to link succession planning and management to HR plans and organizational strategy

Case Study: Succession planning in the U.S. Postal Service

•Debrief of the case study

Module 2 – Implementing a Succession Planning and Management System

•Avoiding common mistakes in a succession planning and management program
•The STAR model for management succession planning (see Rothwell, W. [2010]. Effective succession planning: Ensuring leadership continuity and building talent from within. 4th ed. New York: AMACOM; and Rothwell, W., Alexander, J., & Bernhard, M. [Eds.] [2008]. Cases in government succession planning. Amherst, MA:HRD Press.)

Activity: Using the Models

•Debrief of the models

Module 3 – Knowledge Transfer

•The technical succession planning model for transferring the knowledge of experienced government workers

Case Study: The Pennsylvania Department of Transportation-Knowledge Transfer

•Debrief of the case study

Activity on making the commitment: Gaining top management support

Final Day 1: Discussion & Conclusion on what have been achieved
End of Day 1


Day 2 Program Information
Module 4 – Competency Modeling

•Assessing present work requirements
•Using job/position descriptions and competency modeling

An Activity on Competency Modeling

•Debrief of the activity

Case Study: Competency modeling in Louisiana State Government-Adapting the U.S. Federal government leadership competency model

•Debrief of the case study

Module 5 – Performance Measurement & Management

•Using rapid results assessment

An Activity on Rapid Results Assessment

An Activity on Accessing Present Work Requirements

•Evaluating current performance

An Activity on Evaluating Current Performance

•A sample performance appraisal form
•Using rapid results assessment

Case Study: The city of San Jose California

•Debrief of the case study
•Determining future work requirements

An Activity on Determining Future Work Requirements

•Assessing potential

An Activity on Accessing Potential

•Potential assessment form

Case Study: Assessing potential in the Hong Kong Railway System

Module 6 – Evaluating the Succession Planning & Management System

•Closing developmental gaps

An Activity on Closing Developmental Gaps

•Individual develop plan

Case Study: Leadership Development in the U.S. Army

•Debrief of the case study
•Evaluating the program

An Activity on Evaluating the Succession Planning and Management System

Module 7 – Action Planning

•Elements of a proposal
•Preparing a Take-home action plan
•Presenting the take-home action plan
•Debrief of action plan

Model 8 – Conclusion

•Review of the purpose and objectives
•Final questions and answers

End of Day 2 and End of Course

Please click here to register for the event.

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