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Description

Career Development Reviews: Preparing, Conducting and Documenting Follow-Up

Turn this discussion into genuine value for both the employee and the organisation rather than a box-ticking exercise

  • 1 day — 7 h
  • In-person or virtual
  • Foundation
  • Up to 6 participants

The career development discussion is often confused with the annual performance appraisal. The conversation focuses on the past year's results rather than on future prospects. The employee has prepared nothing, the manager improvises, and the written record amounts to a few lines that lead to no follow-up.

One day to clearly distinguish this review from other types of discussion and to conduct it with method: preparation by both parties, running the conversation, framing realistic prospects, then producing the written record and organising its follow-up within the company.

Learning objectives

  • Distinguish the career development review from other management discussions
  • Prepare the review and ensure the employee prepares as well
  • Conduct the conversation by giving the employee the floor on future prospects
  • Inform the employee of the development options available
  • Write a usable record of the discussion and ensure it is followed up

What makes this programme different

Participants leave with a preparation template for both the employee and the manager
Difficult reviews are role-played and then debriefed using an observation grid
The process for handling requests arising from reviews is defined with participants

Programme

1Positioning the review

Not to be confused with performance appraisal

  • Purpose of the review and expectations on both sides
  • Differences from the annual performance appraisal
  • Expected frequency and record-keeping
  • Respective roles of the manager and the HR function

2Conducting the review

Getting the employee to talk about their future

  • Advance preparation by both employee and manager
  • Opening and framing the discussion
  • Questioning on aspirations and skills to develop
  • Handling an unrealistic request or an employee with no plan

3Documenting and following up

Avoiding reviews that lead nowhere

  • Writing a precise and verifiable record of the discussion
  • Wording commitments and their deadlines
  • Escalation route for requests to the HR function
  • Collective analysis of reviews to feed the skills development plan

Who is it for

Line managers and HR officers who conduct discussions on employees' career prospects in private-sector organisations.

Prerequisites

No prerequisites

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.