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turning knowledge into competencies

Evaluations & Career Planning   NEW

Beyond the theory for a practical implementation

The concepts of evaluation and career planning are probably the most applauded in HR literature and even on the work floor. Heading to a practical and effective implementation of these concepts is however a serious challenge.
Evaluations and career planning are fundamental techniques for aligning individual aspirations and motivations with organizational tactical and strategic objectives. Major issues for practical implementation are multiple: first of all, the topic to be handled is about personal competencies, behaviour and about personality. The whole process needs to be ran by people having credibility towards and trust in each other. Another major roadblock is the comprehensive definition of the organizational objectives. Last but not least, these interactions need to be embedded in strong processes, while confidentiality is guaranteed. A whole programme …


 Enhance the capabilities to integrate evaluations and career planning in a global HR Policy
 Improve the definition skills of organization-specific success factors as basis for implementation
 Provide methods, techniques and approaches to manage confidentiality, trust, objectivity and coherence in the process and people
 Suggest methods to define competencies as tangible and commonly understood elements
 Enable skills to design and implement a coherent process model to run evaluations and career planning organization-wide
 Provide practical skills and tips for real and practicable improvements


1. The position of evaluations and career planning
2. Defining organization-specific goals with the processes
3. Assessing and managing the cultural fit
4. Best Practices overview
5. Managing the processes
a. Design and workflows
b. Confidentiality
c. Sensitive information and discussions
d. Managing trust and confidence
6. The problem with the future
a. Uncertainty as planning input
b. Risk management
c. Monitoring & Control
7. Practical tips & tricks


• HR Directors, HR Managers and HR Account Managers
• HR coaches and consultants
• Staff dedicated to support the relevant processes in an organization


• A minimum of 3 year HR management experience is highly recommended


 Theory and concepts illustrated by a trainer with sound expertise and experience in managing evaluations and career planning.
 Group discussions with the purpose to match the discussed topics to real life experience.


Not Applicable


 Course Materials
 Attendance Certificate

Design and implementation Flockdesign Ronse