Dual Career Management for HR Leaders

Dual Career Management

24-25 February

9 AM PT / 12 PM ET

1 PM PT / 4 PM ET

Course Overview

In an era where AI automates tasks, human talent becomes an organization’s most strategic asset. This course is for forward-thinking HR leaders and managers who are ready to move beyond traditional, linear career paths and design a future-proof workforce. You will not only learn to manage but to actively build and sustain a dual-career progression framework—a system that empowers employees to grow both vertically and horizontally, unlocking their full potential and creating a more agile, resilient, and engaged team. By developing a comprehensive policy, a talent framework, and the skills to guide others, you will become the architect of a career ecosystem that transforms employee loyalty into a competitive advantage.

Upon successful completion of this course, you will be able to:

Designand implement a comprehensive dual career path progression framework program.
Developa formal dual career path policy and procedure that aligns with organizational goals.
Builda robust Talent Framework that supports diverse career trajectories.
Orientemployees on how to successfully navigate and leverage their career paths.
Createand promote company-sponsored career paths tailored to various roles.
Trackand monitor employee progress in the implementation of the dual career path program.
Developtraining and talent development resources for managers and HR professionals.
Establisha system for the continuous monitoring and evaluation of employees’ career pathing.

Course Outcomes

Course Content

Strategic Design of the Dual Career Framework

Define the purpose and strategic value of a dual career path model.
Develop a dual career path progression framework program for your organization.
Examine the process of designing a comprehensive dual career path policy and procedure.
Build a foundational Talent Framework that identifies and categorizes key skills and competencies.
Analyze how to align the career pathing program with organizational values, code of conduct, and business objectives.
Review best practices for integrating the framework with existing HR systems and processes.

Design a communication strategy to orient employees on successful career pathing.
Develop an internal marketing plan to promote the dual career path program.
Formulate a plan for training managers on their role in guiding employee career paths.
Identify and create company-sponsored career paths for various job families.
Practice conducting workshops and information sessions to engage employees.
Develop resources (e.g., guides, FAQs, checklists) for employees to understand the program.
Examine how to address common employee questions and concerns about career progression.

Implementation and Employee Orientation

Sustaining and Evaluating the Program

Design a system to track and monitor employee progress and engagement with the program.
Evaluate the effectiveness of the career pathing program using key performance indicators (KPIs).
Develop and deliver ongoing training and talent development resources for managers and HR professionals.
Identify and address potential barriers or friction points in the implementation of the program.
Conduct regular feedback sessions and surveys to gather insights from employees and managers.
Formulate a process for continuous improvement and updating the dual career framework.
Examine methods for showcasing program success and demonstrating the return on investment.