Masterclass in Talent and Success Management

Introduction

The Talent and Success Management Masterclass introduces participants to the key aspects of attracting and developing talent within a company.

This comprehensive course on successful talent management covers strategies for distinguishing your organization’s approach, creating an environment where talent thrives, and implementing effective succession planning.

Participants will also be equipped with tools such as the new talent pipeline model and actionable insights to transform their organization into a talent powerhouse.

This dedicated program includes advanced workshops, focused training sessions, and certification courses in mastering the art of talent management.

Objectives:

By the end of this talent management training course, participants should be able to:

• Explain the importance of aligning personnel plans with strategic goals.
• Differentiate between a differentiation strategy and other talent management approaches.
• Determine how organizational structures can practically support talent growth.
• Design compensation processes that incentivize above-average performance.
• Formulate methods to attract high-quality candidates to job positions.
• Apply the “stickers, movers, leavers” model to optimize business performance and organizational efficiency.
• Identify the leading causes of top employee turnover.
• Focus on impactful training programs.
• Develop modern approaches to succession planning that ensure organizational resilience.
• Construct effective measures for managing underperformance.

Training Methodology:

• Interactive lectures and presentations
• Case study analysis
• Group discussions and collaborative workshops
• Assessment and feedback
• Peer learning and networking
• Capstone project or final presentation
• Reflective sessions

Course Outline

Unit 1: The Strategic Decisions Needed for Successful Talent Management

• Building a business case for talent management as an essential issue.
• The importance of strategic focus in establishing a robust framework for personnel planning.
• Utilizing the newly developed talent pipeline model in staff development projects.
• How vision/mission statements attract high-caliber talent to the organization.
• Balancing talent development, retention, and offboarding.
• Understanding the strategic planning process leading to organizational development.

Unit 2: The Key Mechanisms to Make Talent Thrive

• Essential systems for effective talent management, including pay structures, rewards, and bonuses.
• Non-monetary incentives that attract top talent beyond financial rewards.
• Developing leaders through a top-down approach to foster talent growth within organizations.
• Identifying and utilizing internal competency pools.
• The role of differentiation in training programs within talent cycle management.
• Structuring the organization to maximize efficiency and talent utilization.
• Various reward systems tailored to different performance levels in managing human resources.

Unit 3: What Do Talent Powerhouses Look Like?

• The difference between leadership and management in developing competencies.
• What makes companies like Google “attractors” of talented people?
• Comparing average corporations with top performers in their approach to personnel strategies.
• Case studies showcasing successful HR management practices.

Unit 4: The Practice of Getting, Developing, and Benefiting from Talent Management

• Effective advertising strategies for attracting top talent.
• Advanced screening techniques, including personality profiling, assessment centers, and modern interview methods.
• Incorporating implementer agreements in talent development programs.
• Identifying key factors driving employee churn.

Unit 5: Succession Planning - 3 New Approaches

• The limitations of traditional performance appraisals for selection purposes.
• Introducing a more robust method for talent and succession management.
• Personal choice strategy for identifying and grooming potential successors.
• Expanding succession planning to include external recruitment and targeted headhunting.