Succession Planning in the Public Sector
3 days|Delivered on request
Succession Planning in the Public Sector takes the discipline and works it through the constraints of this operating context, including workforce planning, onboarding design and the compliance obligations that come with it. The sector framing is necessary because workforce planning has moved from an administrative task to a board level concern, and generic training rarely survives contact with the local rules. Delegates leave able to work confidently with grievance handling, psychometric assessment and talent acquisition in their own organisation.
What delegates leave able to do
- Review grievance handling and say plainly whether it is working, measured against the Skills Development Act
- Spot where psychometric assessment is failing before it becomes a finding
- Improve talent acquisition within their own organisation
- Bring performance management into line with current good practice
What the course covers
- Workforce planning
- Onboarding design
- Grievance handling
- Psychometric assessment
- Talent acquisition
- Performance management
- Remuneration and benefits
Who should attend
- employee relations practitioners
- HR business partners
- line managers with people responsibility
- HR managers
