Agree the first three actions on retirement transition planning that will be taken on returning to work.
Planning for Professional Retirement and a Smooth Transition
Develop the judgement and the documentation needed to run retirement transition planning properly.
📍 Tripoli🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Most disputes about retirement transition planning begin as a conversation that was handled badly. A process for the people management and development discipline that managers quietly work around has already failed. Content is organised around the decisions practitioners actually face in this strand of people management and development, not around theory headings. Exercises escalate in difficulty, ending with the ambiguous situations that make retirement transition planning hard in practice. Participants finish able to explain the wider people management and development agenda to a non-specialist audience without losing precision. It is designed for mixed groups, so that this strand of people management and development is examined from more than one functional angle. Teams frequently over-invest in documenting retirement transition planning and under-invest in testing it. Benchmarking exercises repeatedly place the practice within people management and development among the areas with the widest performance spread. The final module sets out how progress on the wider people management and development agenda will be evidenced six months later.
Expected Learning Outcomes
Build the evidence base on retirement transition planning from data the organisation already collects.
Assess the cost of retirement transition planning and the cost of leaving it as it is.
Review retirement transition planning annually against what actually happened, not what was intended.
Design a practical operating method for retirement transition planning that fits the organisation's size and maturity.
Plan succession and continuity for the roles most exposed to retirement transition planning.
Handle the trade-offs in retirement transition planning between speed, cost and assurance explicitly rather than implicitly.
Who Should Attend
Business partners who must understand retirement transition planning well enough to challenge it.
Line managers who apply retirement transition planning in practice.
Experienced practitioners formalising an approach to retirement transition planning that has grown up informally.
Human resources managers and business partners responsible for retirement transition planning.
Internal communications staff explaining retirement transition planning to the workforce.
Recruitment and resourcing staff affected by retirement transition planning.
Course Modules
Retirement transition planning: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1Applying retirement transition planning consistently to the person you like least
- Anticipate the objections retirement transition planning will raise and prepare the answers.
- Train line managers on retirement transition planning rather than handling every case centrally.
- Distinguish symptoms from causes when retirement transition planning underperforms.
- Establish who is informed, consulted and accountable in retirement transition planning.
Session 2Costing retirement transition planning honestly, including the cost of inaction
- Agree the smallest change to retirement transition planning that would be visibly useful.
- Build the appeals route for retirement transition planning and publish it.
- Design the communication for retirement transition planning around the questions people will actually ask.
- Identify single points of dependency in retirement transition planning and reduce them.
Retirement transition planning: fairness, equity and consistency
2 sessions · 8 pointsSession 1Piloting a change to retirement transition planning before committing
- Map the handovers in retirement transition planning between functions and secure them.
- Estimate the resource retirement transition planning requires to run as designed.
- Arrange the handover of retirement transition planning so capability survives staff changes.
- Ask employees what retirement transition planning feels like from their side.
Session 2Explaining retirement transition planning so people believe it
- Record the rationale for each significant choice made about retirement transition planning.
- Review retirement transition planning for unintended equity effects across groups.
- State the purpose of retirement transition planning in one sentence a new manager would understand.
- Identify the data the organisation already holds that bears on retirement transition planning.
Retirement transition planning: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Who answers for retirement transition planning, and to whom
- Define who decides on retirement transition planning and who may only recommend.
- Set the consistency check that catches uneven application of retirement transition planning.
- Name a single owner for each element of retirement transition planning.
- Test the policy on retirement transition planning against three real cases from the past year.
Session 2Keeping records on retirement transition planning that are lawful and useful
- Establish the boundary of retirement transition planning and record what sits outside it.
- Check that retirement transition planning still works when volumes rise unexpectedly.
- Benchmark the organisation's retirement transition planning against comparable operations.
- Compare intended and actual outcomes of retirement transition planning honestly.
Retirement transition planning: policy design and legal footing
2 sessions · 8 pointsSession 1Getting other functions to support retirement transition planning
- Assign responsibility for keeping documentation of retirement transition planning current.
- Pilot changes to retirement transition planning in one area before wider rollout.
- Test the procedure for retirement transition planning against a realistic scenario.
- Set the annual review point for retirement transition planning and who attends.
Session 2Keeping retirement transition planning alive after the initial push
- Document the reasoning for every exception granted under retirement transition planning.
- Agree what will be standardised in retirement transition planning and what will not.
- Estimate the cost of retirement transition planning and the cost of leaving it unchanged.
- Plan succession for roles most exposed to retirement transition planning.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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