Course Methodology
The majority of the course time will be allocated to workshops. Participants will analyze cases, explore and try tools, design competency and assessment frameworks, and lay the foundation for their company's talent strategy. Participants can bring along their tools and work on analyzing and amending those tools during the course.
Course Objectives
By the end of the course, participants will be able to:
- Analyze the rationale underlying different talent management systems and their efficacy across diverse organizational contexts
- Design an integrated talent management system according to company strategy
- Develop competency frameworks to serve as the basis for talent review, acquisition, and development
- Use valid tools and techniques to assess the potential of talents
- Train, develop, and coach talents using a 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 targets those in supervisory and managerial positions, including HR and talent management specialists with at least three years of corporate experience. More specifically, it is ideal for HR team leaders, HR managers, HR business partners, and line managers.
Target Competencies
The competencies targeted in this course are;
- Talent management
- Strategic thinking
- Assessment and development centers
- Performance management
- Succession planning
- Learning and development
How Companies Define Talent
- The 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 Systems
- Strategy alignment
- Implications on Talent Management Systems
- Analysis of internal organizational environments
- Strategy maps
- Selection criteria
- The language of competencies
- Validity of assessment tools
- Career development concepts
- Internal consistency
- Reliability of performance management systems
- Compensation differentiation
- Cultural fit and the importance of diversity
Talent Management System's First Pillar: Performance Management Systems
- Quantitative versus qualitative performance management systems
- Differentiation between performance and potential
- Defining potential
- Value system approach
- Competency-based approach
- Integrated approach
Talent Management System's Second Pillar: Talent Review
- Identification and validation criteria
- Assessing proficiency, ability, drivers, and personality
- Assessment frameworks
- Assessment and development centers
- Assessment and development center activities
Talent Management System's Third Pillar: The Talent Management Program
- Stages of career development
- 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
- Learning and Development
- Creating a talent management strategy
