Human Resource Officers, Senior Management Personnel in the State Civil Service


The importance of developing sound and reliable structures of succession and performance management in an organisation cannot be overemphasized. One reason for this is that succession planning in the workplace is not only about determining who will lead the organisation into the future – it’s also about identifying the key positions that are at risk and developing a pipeline of talent which can be drawn from at any time. This of course requires painstaking efforts at keeping and managing sta. data. A major problem faced by most parastatals, agencies, ministries and other public sector organisations is a shortage of skilled workers. Another is the challenge of creating performance, reward and retention strategies, effectively managing performance, creating motivation and engagement agile enough to respond to change and perceived as adequate. Developing sound structure for performance management and succession planning require managers and HR.

Succession planning and performance management helps to focus attention on the distinction between high potential and high performance sta. members which is absolutely crucial given the fact that high performance in a specific task does not necessarily translate into sound management or multi-tasking skills. There is therefore the need to build structures that will ensure that those with the right mix of experience, skill and interest are identified and trained for leadership positions.

This training is therefore designed to address the skills gap of Human Resource (HR) Officers and Senior Management Sta. of the State Civil Service in succession planning and performance management which will in turn enhance their competence in best practices for developing top talent using a systematic process for developing management and leadership in order to make their organisations future proof and maximize opportunities.

At the end of the training, participants will be able to:

  • apply the tools and techniques of succession planning & performance management in the public service
  • use strategies and approaches that will ensure effective communication, motivation, mentoring, coaching and emotional intelligence in performance management & succession planning
  • create and implement a range of reward strategies and systems
  • collect, analyse, report, document and manage staff data for performance management & succession planning
  • apply Integrated Approaches to Public Service Resourcing, Engagement and Talent Development and Retention
  • employ a range of career development strategies
  • cascade organisational goals using the balanced scorecard and other appropriate approaches
  • use the tools & techniques for designing public service succession planning model (PSSPM)
  • analyse the relationship between performance management & succession planning in a bid to align succession risk
  • apply strategies & approaches for managing employee performance issues
  • use tools and techniques to analyse Competency Modelling & Workforce
  • apply methods and approaches to assess leadership in the Public Service
  • develop and use of key performance indicators (KPI); and
  • analyse different case studies.
  • Overview of Succession Planning & Performance Management in the Public Service
  • Effective Communication, Motivation, Mentoring, Coaching and Emotional Intelligence in Performance Management & Succession Planning
  • Creating and Implementing a Range of Reward Strategies and Systems
  • Collecting, Analysing, Reporting, Documenting and Managing Sta. Data for Performance Management & Succession Planning
  • Integrated Approach to Public Service Resourcing, Engagement and Talent Development and Retention
  • Career Development Strategies
  • Cascading Organisational Goals Using the Balanced Scorecard Approach
  • Tools & Techniques for Designing Public Service Succession Planning Model (PSSPM)
  • Performance Management & Succession Planning Nexus & Succession Risk Alignment
  • Strategies & Approaches for Managing Employee Performance Issues
  • Competency Modelling & Workforce Analysis
  • Leadership Assessment in the Public Service
  • Development and Use of Key Performance Indicators (KPI)
  • Case Study Analysis Donor Procurement Policies and Guidelines Donor Policies and Guidelines on Project Finance and Disbursement Management

1st Run: 11th – 15th JUN, 2018 (ONE WEEK) | 11th – 22nd JUN, 2018 (TWO WEEKS)

2nd Run: 13th – 17th AUG, 2018 (ONE WEEK) | 13th – 24th AUG, 2018 (TWO WEEKS)

3rd Run: 21st – 25th SEPT, 2018 (ONE WEEK) | 21st SEPT – 2nd OCT, 2018 (TWO WEEKS)

4th Run: 12th – 16th NOV, 2018 (ONE WEEK) | 12th – 23rd NOV, 2018 (TWO WEEKS)

5th Run: 17th – 21st DEC, 2018 (ONE WEEK)

| IBADAN (ONE WEEK) | 150,000 Naira Per Participant

| IBADAN (TWO WEEKS) | 300,000 Naira Per Participant

| OUTSIDE IBADAN (ONE WEEK) | 200,000 Naira Per Participant

| OUTSIDE IBADAN (TWO WEEKS) | 400,000 Naira Per Participant