Gain practical tools and approaches that ensure business continuity and sustained organizational performance.
Many organizations focus their succession planning efforts solely on leadership roles, neglecting the vital need to prepare for the loss of technical knowledge held by engineers, scientists, IT professionals, and other knowledge workers. With retirements, employee turnover, and rapid technological change, organizations risk losing the critical expertise that underpins their competitive advantage. This program equips participants with models and strategies for effective technical succession planning, emphasizing how to recruit, retain, and develop knowledge workers while ensuring the successful transfer of both tacit and explicit knowledge.
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Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Overview
- Define Succession Planning and Its Traditional Focus on Vertical Promotions.
- Highlight the Special Case of Knowledge Workers (Engineers, Scientists, It Professionals, Actuaries).
- Explain Why Technical Succession Planning Is Needed for Horizontal as Well as Vertical Career Paths.
General Succession Planning and Talent Management
- Overview of Models: Replacement Planning, Strategic Succession Planning, Strategic Talent Management, and Tactical Talent Management.
- Importance of Clarifying Current and Future Work/People's Needs.
- Using Tools Such as Competency Models, Job Descriptions, and Individual Development Plans.
Defining Terms and Explaining the Business Need
- Clarify Key Terms: Succession Planning, Succession Management, Talent Management, Workforce Planning, Technical Succession Planning, Technical Talent Management.
- Business Rationale: Workforce Aging, Retention of Tacit Knowledge, and Competitive Advantage Through Knowledge Transfer.
- Differences Between Managing Knowledge Workers and Other Employees.
Technical Succession Planning Model
- A Model to Guide Technical Succession Planning and Talent Management.
- Approaches to Knowledge Transfer: Job Shadowing, Communities of Practice, Process Documentation, Mentoring, Storytelling, Best Practice Exchanges.
- Address Unique Challenges: Knowledge of Workers' Expectations About Co-Workers, Managers, Assignments, and Technology.
Summary and Q & A
- Review Core Lessons: Value of Technical Succession Planning, Need to Integrate Knowledge Transfer, Importance of Both Tacit and Explicit Knowledge.
- Answer Participant Questions.
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Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on December 9, 2025.
Call 1-866-352-9540 for further credit information.
- ASA 1.0
- This program may qualify for 1.0 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]. Please retain proof of attendance in the event your CE record is audited.
HR Certification Institute 1.0
- This E-Learning program has been pre-approved for 1.0 (General) recertification credit hours toward aPHR®, aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM), and SPHRi(TM) recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
SHRM 1.0
- Lorman Education Services/Noggin Guru Inc. is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
MP3 Download
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
William J. Rothwell, Ph.D., SPHR, SHRM-SCP, RODC, CPTD Fellow
Rothwell & Associates, Inc.
William J. Rothwell, Ph.D., DBA, SPHR, SHRM-SCP, RODC, FLMI, CPTD Fellow
- President of Rothwell & Associates, Inc., Rothwell & Associates, LLC, Rothwell & Asso-ciates Korea, Partner-The Rothwell Partnership,and Distinguished Professor Emeritus
- Practice emphasizes all aspects of human resources
- Conducts regular seminars and workshops on talent management, succession planning, and Organization Development
- Author of 174 books
- Delivered 1,700 professional presentations in 15 nations over 32 years
- Received ATD’s Distinguished Contribution Award, ISPI Thomas F. Gilbert Distinguished Professional Achievement Award, and the Lifetime Achievement Award from the OD Network
- Contact information [email protected] or 814-441-4087
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More Program Information
Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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