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Succession Planning and Talent / Performance Management

An HRCI Pre-Approved Training Course

Succession Planning and Talent / Performance Management

HRCI NASBA
Classroom Schedule
Date Venue Fees
09 - 20 Feb 2026 Dubai $ 11,900
07 - 18 Sep 2026 Dubai $ 11,900
18 - 29 Jan 2027 Dubai $ 11,900

Modules

This training course is split into the following modules:

Module I - Innovations in Workforce Planning & Organizational Development

Module II - Performance Management

Course Outline

Module I: Innovations in Workforce Planning & Organizational Development

Day 1

From Strategy to Organisational Design and Working Ratios

  •  Introductions and Our Program Objectives
  • The Key Difference between Manpower Planning and New Workforce Planning
  • The Importance of a Strategic Approach in Workforce Planning
  • The Use of the Organisational Maturity Tool - How to predict change?
  • The Critical Inputs of Workforce Planning
  • How Organisations are Designed
  • The Current Types of Organizational Design
  • Innovations in Reporting Ratios – What the future holds including the impact of Artificial Intelligence (AI)? The post COVID scenario on the future of work
Day 2

Our Role in Organisational Productivity

  • Collecting The Information
  • Understanding The Ingredients – Competency and How to Measure It?
  • Understanding and Measurement of Performance Information
  • Reliability – What is it? How to Measure and Improve It?
  • Measurement of Reliability – New Tools – Great Results
  • The Value of Time and People - Essential Calculations and Information
Day 3

Trends Correlations and Useful New Formulas

  • What are Trends?
  • Correlations
  • Trend Information For Growth
  • Trend Information For Contraction, with the introduction of A.I. and home working
  • Formulas That Work – How to Calculate Accurate Turn Over and Cohort Analysis
Day 4

Downsizing, Rightsizing & Workflow Management in the new world of employment

  • What is the Difference between Downsizing and Rightsizing?
  • Techniques For Rightsizing
  • Downsizing The Organisation
  • Calculating the Value of Rightsizing
  • Using Workflow Management to Improve Efficiency
  • How much can you improve productivity by?
  • Making The Financial Case – What is the added value here?
Day 5

The Workforce Planning Dashboard – Business Process Mapping, Succession and Emergency Planning, A New Look at Pay and Rewards

  • Understand The Value of Workforce Planning Dashboard
  • Importance of Staff Satisfaction
  • Why do we need Business Process Mapping?
  • What it has to offer?
  • How to Draw Business Process Maps & Calculate The Value of Improvement
  • Emergency Planning –For People
  • A New Approach to Critical Succession Planning - Transform Your Succession Planning Approach Using The New Approaches and Identify What’s Best For Your Organisation
  • Techniques to Fit People into The Right Job –Latest Psychological Approaches
  • Innovations in Pay and Rewards Using a Hopper System and Other New Approaches such as self - financing bonus systems

Module II: Performance Management

Day 6

Introduction to Performance Management

  • The Context and Business Case for Performance Management
  • Strategic and Integrated Performance Management
  • The Importance of Establishing a Culture of High Performance
  • The Principles and Building Blocks of Effective Performance Management
  • The Role of HR and Leaders within Performance Management
  • Motivational Theories, Models and their Role in Performance Management
  • The Psychological Contract in Practice
Day 7

Performance Management: Setting Performance Objectives

  • What are the performance objectives?
  • Key Elements of Performance Objectives – SMART
  • The Importance of Agreeing to Objectives
  • Quantitative and Qualitative Objectives
  • Developing SMARTMaC Objectives
  • Setting Objectives
  • Achieving Holistic Organization Integration – Vertical, Horizontal and Functional
Day 8

Performance Management: Key Performance Indicators (KPIs)

  • What are KPIs?
  • Significance of Performance Objectives and KPIs 
  • Developing the Best KPIs for Your Organization
  • Designing KPIs that Matter
  • The Value of the Balanced Scorecard (BSC)
  • The Purpose of Employee Appraisal
  • Managing Challenges with the Employee Appraisal
Day 9

Performance Management: Managing Performance

  • Monitoring Employee Performance with Ongoing Review
  • Addressing the Performance Gap – Proven Approaches to Solving Performance Problems
  • Managing a Performance Problem
  • Improving Attendance at Work – Resolving Absences and Sick Absences
  • Agreeing with the Performance Appraisal Rating
  • Performance Appraisal and the Link to Rewards and Recognition
  • Benchmarked Performance Appraisal Methods
Day 10

Impact of Positive and Constructive Feedback and Coaching

  • Optimal Feedback Models to Provide Constructive and Developmental Feedback
  • Impact of Giving and Receiving Useful Feedback
  • Coaching for Effective Performance
  • Continuing Professional Development: Personal Development Planning (PDP)
  • Review, Summary and Final Evaluation
Certificates
  • On successful completion of this training course, GLOMACS Certificate will be awarded to the delegates. Continuing Professional Education credits (CPE): In accordance with the standards of the National Registry of CPE Sponsors, one CPE credit is granted per 50 minutes of attendance.
  • The certificate will also have an HR Certification Institute (HRCI) reference and the learning hours awarded shall be used toward HRCI recertification credit(s).
Providers and Associations

Endorsed Education Provider

HRCI
NASBA

In Association With

Options & Brochure
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Frequently Asked Question

No. Saudi GLOMACS delivers courses in Saudi Arabia and internationally, including delivery across Europe and Asia. This allows organisations and professionals to access training both locally and abroad.

No. While governance and leadership are part of the portfolio, Saudi GLOMACS delivers training across the entire business and professional lifecycle, including administrative, technical, legal, regulatory, and sector-specific training.

Yes. Saudi GLOMACS designs and delivers bespoke in-house training tailored to organisational objectives, sector requirements, and workforce needs. Training can be delivered in Saudi Arabia or internationally, depending on requirements.

Courses delivered in Saudi Arabia are adapted to reflect local regulatory frameworks, organisational structures, sector conditions, and professional expectations. This ensures training is relevant, practical, and aligned with Saudi workplace realities.

GLOMACS has been delivering professional training for over thirty years, with courses delivered across Europe, the Middle East, Asia, and other international markets.

Saudi GLOMACS combines three decades of global training experience with a clear focus on Saudi market relevance. This allows it to deliver training that is both internationally credible and locally applicable, across a broader range of disciplines than niche or single-focus providers.

Saudi GLOMACS is a Saudi-based professional training provider delivering courses tailored to the Saudi market and applicable internationally. It operates within the global GLOMACS framework and draws on more than three decades of international training experience.

Saudi GLOMACS offers professional training across a wide range of disciplines, including administration, leadership and management, governance and regulation, law, oil and gas, energy, engineering, finance, digital technologies, and sector-specific specialisations.

Training supports professionals across all career stages, from operational roles to specialist and senior responsibilities.

Participants include professionals from public sector, semi-government, and private sector organisations, across a wide range of roles and industries. Attendees range from administrative and operational professionals to technical specialists, managers, and senior decision-makers.

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