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Course Code: HRM 137
1846 Course Visits
The Talent Management Workshop
Course Sector:
HR Strategy and Training
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Introduction
Training course introducion / brief
The key to inciting a workforce to greatness is to align your talent management with the company strategy, and identify specific competencies (analytical, technical, education, experience) to cultivate for continuing growth. For any human resource sector or department, acquiring and developing the right talent can be a very challenging task.
This training Program is designed to provide participants with the strategic approach to talent management and acquisition that drives success to organizations. Participants will be able to gain understanding of the link between organizational strategy and talent management.
Course Objectives
At the end of the training course, participants will be able to
- Recognize and develop potential talents within the team.
- Develop a strategic approach to address the link between organisational strategy and Talent Management.
- Understand the advantages and limitations of HR and Talent Planning, and impact on career development.
- Maximise employee potential and capabilities through effective engagement, collaboration and retention.
- Gain a comprehensive understanding of how to develop an efficient and effective acquisition process.
- Identify the impact of current global trends on talent acquisition strategies and practices.
- Enhance the organization’s talent assessment strategies in accordance with position requirements.
- Understand how to discover high potential talents in the team or organization.
- Illustrate practices for implementing talent management and development plan.
- Identify and utilize techniques for Coaching & Mentoring.
- Discover the career derailers of high potentials and how to decrease these derailments.
Course Audience
Who is this course for, and can benefit the most
.
Course Outline
The course aims and learning outcomes
INTRODUCTION TO TALENT MANAGEMENT
- Define Talent.
- Understanding the types of talent.
- Defining Talent Management.
- Why talent is critical in success?
- The workforce ecosystem.
- Link of talent management to organizational strategic plan.
- Aligning individual goals with corporate strategy.
- The cost of competent talent.
- The cost of talent departures.
- A system for talent Management.
- Ownership of Talent Management.
- Components of Talent Management.
- Individual value proposition versus employee value proposition.
COMPETENCIES: A STARTING POINT
- The Enabler: Chief Talent Officer’s (CTO) Role.
- Analysing Talent Needs.
- Impact of Talent Management in Team’s Career Development.
- Planning for Talent.
- Acquiring.
- Attracting Talent.
- Recruiting Talent.
SELECTION AND RECRUITING METHODS
- High Potential vs. High Performers.
- How Do I Identify a Talent and a High Potential Employee?
- Traditional vs. Non-Traditional Selection Methods.
- Traditional vs Non-Traditional Recruiting Methods
- Selecting Talent (and high potential employees).
- Understanding Candidates’ expectations.
- Selection System and Criteria:
- The language of competencies
- Validity of assessment tools
- Career development concepts
- Hiring manager accountabilities.
Retaining Top Talents: The Big Challenge
- What is a career derailer?
- Examples of Derailment.
- Steps for Managers to Decrease Risks for Derailment.
- Mismatch between Leadership development Learning & what High Potential Leaders Desire.
- Career Development:
- Stages of career development (HRCI resources).
- Integrated development and training approach.
- Stakeholders; the role of talents, management and HR.
- Tracking progress.
- Coaching talents.
- Succession planning charts.
Talent Management Best Practices and Strategies
- Career-Path Mapping.
- Maximizing performance appraisals for talented employees.
- Project-Based Experiential Learning.
- Highly Specialized Development.
- Unlimited Access to Self-Paced Learning Tools.
- Rich Performance Feedback.
- Performance Assessment as a guideline for development.
- Regular Exposure to Top Executives.
- Networking Opportunities.
- Motivating Talented Employees.
- Rewarding Talent.
- Coaching and Mentoring.
- Setting criteria for talents and high potential employees.
- Developing Your Talent Management Plan.
- Setting your organization/department goals.
- Implementing the talent development plan.
THE ASSESSMENT STAGE
- Defining requirements.
- Assessment methods.
- The assessment framework.
- Become an interview guru.
THE ONBOARDING PHASE:
- The administrative process
- They four layers of onboarding for successful integration
- Compliance
- Clarification
- Culture and connection
- The psychological contract
- A linear approach
- A holistic approach
- Onboarding effectiveness
MEASURING EFFECTIVENESS
- Organizational strategy versus acquisition strategy.
- KPIs that matter.
- Financial
- Customer KPIs
- Process KPIs
- Performance Management Systems.
- Quantitative vs qualitative performance management systems.
- Differentiation between performance and potential.
- Defining potential.
Providers and Associations
Providing the best training services and benefits to our valued clients
Boost certificate of completion
BOOST's Professional Attendance Certificate “BPAC” is always given to the delegates after completing the training course, and depends on their attendance of the program at a rate of no less than 80%, besides their active participation and engagement during the program sessions.
ENDORSED EDUCATION PROVIDER
Flexible deadlines
Customized dates accordance to your schedule
Shareable Certificate
Earn certificate upon completion
COURSE METHODOLOGY
Our Training programs are implemented by combining the participants' academic knowledge and practical practice (30% theoretical / 70% practical activities).
At The end of the training program, Participants are involved in practical workshop to show their skills in applying what they were trained for. A detailed report is submitted to each participant and the training department in the organization on the results of the participant's performance and the return on training. Our programs focus on exercises, case studies, and individual and group presentations.
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