Talent & Succession Management Masterclass

Introduction:

In order to attain maximum success, business leaders must ensure that their employees are engaged and performing at a high level. The key to motivating a workforce to excel is by aligning talent management with the company's strategy, establishing uniform leadership standards across all departments, and identifying and nurturing specific competencies (such as analytical skills, technical expertise, education, and experience) to foster ongoing development.

Target Audience :

• HR professionals and talent management specialists.
• Business leaders and organizational development practitioners.
• Managers and team leaders involved in workforce planning.
• Executives responsible for strategic talent acquisition and retention.
• Individuals interested in advancing their knowledge of talent and succession management.

Course Objectives:

• Gain a competitive advantage with a holistic talent management program.
• Recognize and develop potential talents within the team.
• Develop a strategic approach to address the link between organizational strategy and Talent Management 
• Understand the advantages and limitations of HR and Talent Planning and its impact on career development. 
• Maximize 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 by position requirements.
• Develop new talent acquisition methods or approaches and measure impact in compliance with organizational strategic directives.

Course  Modules:

INTRODUCTION TO TALENT MANAGEMENT 

• Defining Talent Management 
• Why talent is critical to success? 
• Link talent management to the organizational strategic plan 
• Aligning individual goals with corporate strategy
• The cost of competent talent
• The cost of talent departures 
• A system for talent management

COMPETENCIES: A STARTING POINT 

• The Enabler: Chief Talent Officer’s (CTO) Role
• Analyzing Talent Needs 
• Impact of Talent Management in Team’s Career Development
• Planning for Talent 
• Acquiring
• Attracting Talent 
• Recruiting Talent
• Talent Review 
• Identification and validation criteria
• Assessing proficiency, ability, drivers and personality
• Assessment frameworks
• Assessment and development centers

SHIFTS IN SELECTION AND RECRUITING METHODS 

• Traditional vs Non-Traditional Selection Methods 
• Traditional vs Non-Traditional Recruiting Methods
• Selecting Talent 
• Selection System and Criteria 
• The language of competencies 
• Validity of assessment tools 
• Career development concepts

SHIFTING STRATEGIES FOR RECRUITING 

• Old vs New Recruiting Strategies
• Employing Talent 
• Developing Talent 
• On-boarding new talent
• Preparing new talent
• 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

MANAGING TALENT 

• Managing Talent Performance 
• Performance Management Systems
• Quantitative vs qualitative performance management systems
• Differentiation between performance and potential
• Defining potential
• Value system approach 
• Competency-based approach 
• Integrated approach 
• Rewarding Talent 
• Retaining Talent

GLOBAL TRENDS’ IMPACT ON TALENT ACQUISITION

• The rise of the social enterprise
• The workforce ecosystem 
• Individual value proposition versus employee value proposition
• From careers to experiences and development 
• The end of static jobs as we know them

THE CANDIDATE'S EXPERIENCE

• Candidates’ expectations 
• Attractive job briefs 
• Simplification of the online application process 
• Hurdles: how much is too much? 
• Hiring manager accountabilities 
• Organizational culture overview

THE ASSESSMENT STAGE 

• Defining requirements 
• Role analysis 
• Functional must-haves 
• Strategic requirements 
• Assessment methods
• Validity of assessment methods 
• Assessment simulations 
• Occupational assessment 
• Gamification of assessment tools
• The assessment framework
• Become an interview guru 
• Preparing your questions and interview guides
• Managing the interview
• Quantification of interview results

THE ONBOARDING PHASE

• The administrative process 
• The 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
• Building dashboards