People don't leave jobs — they leave roles that stopped growing with them. This Training Course by the Arab British Fellowship Training Academy looks at career path planning and job design as two sides of the same retention problem: if a role isn't designed well and doesn't lead anywhere, even the best hire eventually walks.

Participants learn to analyse jobs properly, map realistic career ladders, connect workforce planning to business strategy, and build succession pipelines — all wrapped in the governance and fairness policies that make progression credible to employees.

Who Should Attend?

• HR professionals responsible for workforce and career planning.
• Line managers seeking clearer team structures and role definitions.
• Organizational development consultants.
• Senior leaders involved in strategic human capital decisions.

By the end of the course, participants will be able to:

• Explain how career path planning and job design work together to improve retention.
• Conduct a proper job analysis and turn it into a clear role definition.
• Build vertical and lateral career progression maps that employees can actually follow.
• Connect workforce planning to business strategy and future talent needs.
• Design succession pipelines that keep leadership positions covered.
• Set governance policies that keep career progression fair and transparent.

Module 1: Why Career Paths and Job Design Decide Who Stays

• What career path planning is, and why weak job design drives good people out.
• Core elements of job structure: tasks, responsibilities, and outcomes.
• Aligning job roles with organisational strategy and culture from day one.

Module 2: Understanding the Work Before Designing the Role

• Techniques for conducting a detailed, accurate job analysis.
• Turning analysis into clear role definitions that reduce overlap and ambiguity.
• Assessing how organisational structure shapes job functions and interdependencies.

Module 3: Mapping the Journey — Career Progression Models

• Building vertical and lateral career progression frameworks.
• Tools for visualising and communicating career paths to employees.
• Enriching and expanding roles meaningfully, without overloading people.

Module 4: Aligning Workforce Planning with Business Strategy

• Forecasting future talent requirements from business plans.
• Mapping competencies to organisational goals.
• Creating career pathways that support strategic growth.

Module 5: Performance, Succession and Talent Pipelines

• Linking performance metrics and feedback systems to career planning.
• Identifying high-potential talent for key roles.
• Building readiness through structured development plans and continuity planning.

Module 6: Governance — Making Career Progression Fair and Transparent

• Setting policies for equitable career progression.
• Building governance structures that support job design decisions.
• Maintaining transparency and fairness across advancement pathways.