Talent and Succession Management

Introduction

That is the real reason for talent management and ensuring talent is attracted to your organization and that you provide the right environment for talent to thrive and fully contribute to your organization. This new and exciting course will cover all the areas needed to help you set up a talent powerhouse from strategy to succession planning and all the steps necessary to make it happen. Delegates will be able to use the new talent pipeline model and receive a copy for their use in the workplace.

Objectives

By the end of this course participants will be able to:

• Build the business case for talent management to be part of the company’s strategic policy
• Understand and be able to explain the value of a differentiation strategy
• Use two models to aid in creating the right organizational framework to enable talent to thrive
• Be able to demonstrate pay and remuneration processes that really work to create high performance
• Use four techniques that will turn advertising and recruitment into a magnet for talent
• Use the -stickers, movers and leavers model- to direct organizational shape for talent
• Know and be able to take action on the principle reason for talent leaving the organization
• Focus training and development on running Courses that make a difference
• Apply any of the three new approaches to succession planning to improve efficiency
• Know and be able to explain what to do with-performers

Target Audience

• HR personnel, Operations personnel, manpower planners, anyone responsible for recruitment, training or succession planning
• Also, anyone who needs to find out more on attracting retaining and developing the best people

Human Resources & Training Outline

The course covers the following topics:

The strategic decisions needed for talent management

• About the Courses and Outcomes
• The business case for talent management
• The strategic focus needed to create the environment for talent management
• The new talent pipeline model
• Does the current Vision and mission statement attract winners or losers?
• Getting the balance right - stickers, talent development and leavers
• The talent cycle from strategy to organisational improvement

The key mechanisms to make talent thrive

• Systems needed - Pay, rewards and bonus systems
• Key features that attract talent, more than money
• The need to start at the top - a top-down approach
• Finding internal talent pools
• Differentiation - an essential element

What do talent powerhouses look like?

• Leadership, not management gets the best from talent

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.
• Techniques for talent management training and development
• The key reason for losing talent

Succession Planning - 3 new approaches

• Why performance appraisal reports are not a good method for selection
• First approach - the talent pool method - case study
• Second approach - the individual selection approach
• Third method - external recruitment and headhunting