Non Credit Bearing
Duration: 2 Days
Time: 8:30am-4:00pm

 Empower Your Team with Structured Growth and Purposeful Progression

Every organisation wants motivated, high-performing employees, but few have a clear, structured approach to helping individuals grow within their roles. Career development  is a critical strategy for retaining talent, maintaining motivation, and driving sustainable success.

This is not a one-time conversation. It’s a strategic, ongoing process that empowers individuals to navigate work, learning, and transitions with purpose. For leaders, this means moving beyond reactive performance discussions to intentional, future-focused development planning.

This comprehensive and practical programme gives you the knowledge and tools to lead people development with confidence. You will learn how to assess skills gaps, document training needs, compile practical development plans, and manage their implementation - all while aligning with organisational goals and compliance frameworks.

Let us show you how it should be done.

WHO SHOULD ATTEND

• Divisional Heads who are responsible for people development
• Managers at any level in smaller organisations

HOW YOU WILL BENEFIT

• Apply key principles of career progression through effective people and skills development strategies
• Contextualise your role in supporting employee growth, from planning to implementation
• Strengthen engagement by aligning development plans with individual aspirations and organisational goals
• Gain practical tools to identify, record, and act on employee development needs
• Improve retention by demonstrating long-term investment in your team’s future

WHAT WILL BE COVERED

The programme is structured into four practical, insight-rich modules designed to guide managers through every step of career development and people planning:

Analyse education, training, and development needs of team members

• Human Resource Development principles and your role as a leader
• Understanding other key HRD roles within the organisation
• Techniques for conducting training needs analysis
• Determining skills gaps and development needs
• Identifying both individual and team-based learning requirements
• Integrating performance appraisal results
• Aligning with the organisational talent management strategy
• Gaining input and consensus from relevant stakeholders

Record the results of the training needs analysis

• Best practices for documenting development needs
• Connecting identified needs to career progression paths
• Linking development goals with broader talent strategies
• Communicating and presenting findings effectively across teams

Compile a people development plan (PDP) for a unit

• Motivating and selecting the appropriate types of learning programmes
• Comparing delivery methods and understanding their impact
• Defining learning objectives and expected outcomes
• Assigning responsibilities for the implementation of the plan
• Exploring the manager's role in talent management and development
• Ensuring legal and organisational compliance (SAQA, NQF, SETA, Employment Equity, BBBEE)
• Promoting lifelong learning as a strategic imperative

Manage the implementation of the people development plan (PDP)

• Monitoring the PDP execution process
• Analysing progress and implementation reports
• Integrating evaluations of learners and other parties into final reviews
• Ensuring learning outcomes are achieved and reflected in team performance