Why Attend
With the rise of the importance of integrated talent management systems, it is crucial that organizations design an effective and holistic talent management system; a system that is based on company’s strategic directive and integrated with other HR functions and processes. Hence the rationale of this course. It was designed to enable HR professional understand what talent management systems are, shed the light on associated tools and design their own.
Course Methodology
The majority of the course time will be allocated to workshop. Participants will have the chance to analyze cases, explore and try tools design competency and assessment frameworks as well as lay the foundation for a talent strategy to be implemented by their company. Participants can being along their tools and work on analyzing and amending those during the course.
Course Objectives
By the end of the course, participants will be able to:
- Design an integrated talent management system in accordance with company strategy
- Develop competency frameworks to serve as the basis for talent review, acquisition and development.
- Use effective and valid tools and techniques to assess the potential of talents
- Train, develop and coach talents using a wide range of impactful development methods
- Assess organizational readiness and develop a pragmatic road-map to establish an integrated talent management system
Target Audience
This course is targeted at those who are in supervisory and managerial positions including HR and talent management specialists with at least three years corporate experience. More specifically, this course is ideal for HR team leaders, HR managers and HR business partners as well as line managers.
Target Competencies
- Talent management
- Strategic thinking
- Assessment and development centers
- Performance Management
- Succession Planning
Course Outline
- How do companies define talent?
- Rationale behind talent management
- The differentiation approach
- The inclusive approach
- Current challenges of talent management systems
- Holistic and integrated talent management approach
- Guiding principles of talent management system
- Strategy alignment
- Implications on talent management system
- Analysis of internal organizational environment
- Strategy maps
- Strategic objectives
- Selection criteria
- The language of competencies
- Validity of assessment tools
- Career development concepts
- Internal consistency
- Reliability of performance management system
- Compensation differentiation
- Cultural fit and the importance of diversity
- Talent management system first pillar: performance management scheme
- Quantitative vs qualitative performance management systems
- Differentiation between performance and potential
- Defining potential
- Value system approach
- Competency based approach
- Integrated approach
- Talent management system second pillar: talent review
- Identification and validation criteria
- Assessing proficiency, ability, drivers and personality
- Assessment frameworks
- Assessment and development centers
- Talent management system third pillar: The talent management program
- 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
- Organizational readiness and the way ahead
- Assessing the readiness level of your organization
- Implications on HR department and processes
- Talent acquisition branding and value proposition
- On-boarding process
- Retention strategies
- Learning and Development
- Creating a talent management strategy
