Strategic Talent Management

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Strategic Talent Management course will provide a comprehensive look beyond the war for talent and examine the working model and hands-on practice for participants to understand how HR Strategy, Human Capital Strategy, and Strategic Talent Management are interrelated and must be integrated if an organization is to realize its maximum potential.

START:
August 1, 2016
DURATION:
3 DAYS
ID:
JKM/STM/146
CREDIT:
18 PDUs
PRICE
150,000.00

Address

PLOT 33 OLORUNMBE STREET,WEMABOD ESTATE,IKEJA,LAGOS   View map

Strategic Talent Management Overview

Strategic Talent Management course will provide a comprehensive look beyond the war for talent and examine the working model and hands-on practice for participants to understand how HR Strategy, Human Capital Strategy, and Strategic Talent Management are interrelated and must be integrated if an organization is to realize its maximum potential.

Strategic Talent Management Course Objectives

WHAT YOU WILL ACHIEVE

Increase your working knowledge and your ability to manage talent and performance.
Learn specifically what you can do to affect and impact the performance of your people.
Raise your individual skills in managing talent and performance of your employees.
Maximize your ability to get the right people in the right jobs and doing the right things.
Align your people effectively with your organization’s strategic goals and objectives.
Motivate and inspire employees to raise the bar and open up to more of their potential.
Increase your ability to identify and solve talent management issues and challenges.

WHAT YOU WILL LEARN

To strategically manage the talent and performance in your organization.
To implement proven strategies, tools, and processes to help manage talent and performance.
To discover how to focus people more effectively on their performance by examining each phase of the performance management process.
To develop employees’ performance by setting meaningful goals, providing effective feedback, diagnosing potential problems and building a plan of action to correct the problems.

THE BENEFITS OF STRATEGIC TALENT MANAGEMENT TO ORGANISATION

· The program highlights how to engage people to deliver organizational goals
· The course helps to Identify essential skills to be developed in all employees, and minimize training costs by focusing on key development areas
· The course helps to identify and develop high potential individuals
· The training will aid managing performance effectively
· The course improves communication across disciplines
· Easier ways of assessing best talent to join the organization will be learnt
· The course initiates finding talent externally
· The class enhances Managing talent through change
· The class describes how to employ proven talent selection, career planning and development, people orientation and retention tools after strategizing with the top management
· The program is designed to make the organization become an attractive employer

THE BENEFITS OF STRATEGIC TALENT MANAGEMENT TO INDIVIDUALS

· You will understand the strategies of effective succession planning for key positions and how to rightly position yourself.
· The course will allow you understand how to identify talented employees in what suitable positions their talent will be best used
· The course improves reorganization plans
· Best practice in talent management will be taught.
· The class emphasizes the possibilities and ways of finding key talents and identifying high-potential employees
· The class helps to find balance between retention of employees at their positions and providing development opportunities

Course Outline

Managing Talent
Programme objectives and
introductions
Introduction to Human Resource
Planning (HRP) and where Talent
fits
A l i g n m e n t t o c o r p o r a t e
strategy
Engaging line management
Definition of “Talent”
Why is there a global talent
shortage
Competitive advantage through
talent management
Organisational difficulties with
talent problems
Organizational Change and
challenges presented
Inclusive or exclusive approach to
talent
The HR plan to develop talent
Getting in shape with the right
strategy – practical exercise
What needs to change – exercise
Attracting good people – step one in the
talent pipe line
Good people are so much more
effective
Human Resource Programs
Human Resource Programs
Case study
Front filling the talent pipe line
Determining future ability
A new look at talent recruitment
methods
Becoming “the employer of
choice”
Practice – exercise
The use Psychometric
The need for occupational
testing
How personality profiles help in
recruitment and development
The Use Assessment and
Development Centers
Designing an Assessment
Center
H i g h l y E f f e c t i v e R e c r u i t m e n t
Interviewing
T h e n e e d t o u p g r a d e
i n t e r v i e w i n g a n d o t h e r
selection methods
Supporting DVD – practical
exercises
Past behavior as the best
predictor of future behavior
Competency based behavioral
interviewing techniques
Who should interview for talent
D e t e r m i n i n g w h e t h e r
candidates meet requirements
Cutting through the “gloss”
Different types of interview for
talent
Making the final selection
Induction for new talent –
setting the scene for a new
career
Developing talent and succession plans
T h e s t r a t e g i c u s e o f
development funding
How much development is
needed
Developing talent – external and
internal resources
The holistic approach to
development
I d e n t i f y i n g w o r k b a s e d
competency development
opportunities
C o a c h i n g a s a p o w e r f u l
development tool
The effective use of mentors
Assessment on the job and

simulations
Prioritizing succession planning
for greater efficiency
Need for talent development at
all organizational levels
Investment and ROI for talent
development
Pay and rewards for the talent
pipe line –

Who Should Attend?

HR professionals,hr advisers,talent managers,CEOs