Training Objectives

• By the end of the training program, participants will be able to:
  • Identify the building blocks of talent management and set up a talent management system.
  • Define the linkages between organizational excellence and effective people management.
  • Identify, retain, develop, and promote the best people while coaching, training, and developing top performers.
  • Integrate compensation with talent management to retain top talent and recognize the role of IT in supporting a talent management system.
  • Build the business case for talent management to be part of the company’s strategic policy and understand the value of a differentiation strategy.
  • Use two models to aid in creating the right organizational framework to enable talent to thrive and demonstrate pay and remuneration processes that create high performance.
  • Utilize four techniques to attract talent through advertising and recruitment and employ the "stickers, movers, and leavers model" to shape organizational talent.
  • Identify and address the primary reasons for talent leaving the organization, focusing training and development on programs that make a difference.
  • Apply any of the three new approaches to succession planning to improve efficiency and understand what to do with non-performers.

Training Methodology

This interactive programme will use a variety of current case studies and DVD’s to explain key learning principles. There will also be group work to enable learning takes place in a relaxed and friendly environment.

Training Summary

This masterclass will cover the full range of talent management form strategic design, though recruitment, development and succession planning. There will be ample opportunities for you to ask - and have your questions answered from our senior instructor who has a wide range of international experience in this area.

This training is designed for:

Executives involved in the War for Talents and this includes senior and middle line managers, HR executives, training managers as well as all those involved in designing and setting up talent management systems that will allow the organization to create organizational excellence and continuously improve its bottom line

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Training Outline:

1. A World of Poachers
   • The Battle for Talent
   • The War for Talent
   • The Triumph of the HR Department
2. Proactive Talent Management
   • The Six HR Conditions for Organizational Success
   • What is Proactive Talent Management (PTM)?
   • How Proactive Talent Management Fuels Organizational Excellence
   • Creating a PTM System - Four Steps
   • The Foundations of a Proactive Talent Management System
     • Competencies
     • Performance Management
     • Performance Appraisal and Potential Forecast
3. The Forces Influencing Talent Management
   • High Performance Management Practices
   • Workforce Value Proposition
   • Demographics
   • The Changing Role of the HR Professional
   • Institutional Changes for Dealing with Talent Management Issues
   • The Top Twenty Companies for Building Leaders: How Do They Do It?
4. Talent Planning
   • Identifying High Potentials
   • Key Positions and Key People
   • Common Factors among High Potentials
   • The Performance Potential Grid
   • Qualities of Processes Needed to Spot, Develop, and Retain Excellence
   • Integrating Coaching, Training, and Development with Talent Management
   • Optimizing Investment in People
5. Using Compensation to Implement a Talent Management Plan
   • Integrating Compensation with Talent Management
   • Compensating Superkeepers
   • Linking Competencies to Performance and Pay
   • Using Long-Term Incentives to Retain Top Talent
6. The strategic decisions needed for talent management
   • Introductions and masterclass objectives
   • The business case for talent management
   • The strategic focus needed to create the environment for talent management
   • The new (2008) talent pipeline model
   • Does the current Vision and mission statement attract winners or losers? Team exercise
   • Getting the balance right - stickers, talent development and leavers
   • The talent cycle from strategy to organizational improvement
7. The key mechanisms to make talent thrive
   • Systems needed - Pay, rewards, and bonus systems - Sysco case study and DVD
   • Key features that attract talent, more than money
   • The need to start at the top - top down approach
   • Finding internal talent pools
   • Differentiation - an essential element. The 70-20-10 principal explained
   • Structure for maximum efficiency
   • Pay and rewards for talent, average and poor performers
8. What do talent powerhouses look like?
   • Leadership not management gets the best from talent
   • DVD Johnsonville foods - by Tom Peters. Group discussion
   • What company has been voted America’s most popular place to work five years in succession? DVD and case study (and it’s not Google)
   • An examination of what Google does different - case study
   • So what about more average companies - group work and case study (Toshiba and Range Rover)
9. The practice of getting, developing, and benefiting from our talent management process
   • Advertising techniques to attract the best
   • Appropriate screening processes - testing - personality profiling, assessment centers and how the traditional interview needs to change its focus. This session will be reinforced with practical examples of what to look for and the tools needed
   • Techniques for talent management training and development - use of learning agreements
   • The key reason for losing talent - DVD and case studies
10. Summary and Wrap Up
    • Laying the Ground for a Talent Management System - The Design Phase
    • Handing Over the Reins - The Implementation Phase
    • The Critical Success Factors
11. Succession Planning - 3 new approaches
    • First approach - the talent pool method - case study
    • Second approach - the individual selection approach
    • Third method - external recruitment and head hunting