Talent Management Masterclass

Introduction:

In the Talent Management Masterclass Program, participants will explore the essential components of not only defining professionalism within an organization but also building it from within.

This comprehensive program offers strategies to make your organization’s talent management system distinct, ensuring that talents thrive and that effective succession planning is implemented.

Participants will acquire practical tools such as the talent pipeline model and learn actionable measures to transform their organization into a talent hub.

Through in-depth workshops, constructive training sessions, participants will gain the skills needed to manage talents effectively. The program is grounded in HR knowledge management and provides practical tips and steps for professional talent management. This segment is designed to empower talent program managers and talent development managers to become change agents in the field of talent management within their organizations.

Objectives:

By the end of this Talent Management Masterclass course, participants will be able to:

• Explain how and why an organization should link talent management to its overall business strategy.
• Appreciate the need for a differentiation strategy in talent management.
• Propose and implement organizational blueprints that facilitate talent growth.
• Create remuneration practices that reward high performance.
• Encourage recruitment efforts that attract top candidates.
• Utilize organizational structures like "stickers, movers, and leavers" while mitigating their drawbacks.
• Address the underlying causes of high talent turnover.
• Prioritize effective training and development programs.
• Apply modern methods of succession planning for organizational sustainability.
• Identify strategies for managing non-performers.

Training Methodology:

• Workshop
• Case study
• Group discussion
• Simulation
• Problem-based learning
• Presentation
• Group work
• Individual tasks
• Interactive module
• Evaluation and feedback

Course Outline:

Unit 1: Preconditions of Successful Talent Management

• Clarifying why talent management should be central within a firm.
• Strategic orientation towards developing a talent management system.
• Applying the new talent pipeline model in talent management programs.
• The role of the organization’s vision and objectives in attracting top talents.
• Achieving the optimal situation: developing, retaining, and outplacing talents.
• Evaluating the strategic cycle from talent acquisition to strategy implementation and organizational development.

Unit 2: The Key Mechanisms to Make Talent Thrive

• Pay structures, rewards, and bonuses as essential systems for effective people management.
• Understanding other factors that attract top professionals in addition to competitive pay.
• Building a strategic top-down approach to enhance skills at strategic levels.
• Utilizing in-house resources for organizational requirements.
• Differentiating talent management training programs in aims and methods.
• Designing the organization for optimal productivity and utilization of human resources.
• Rewards systems in talent management focused on different performance levels.

Unit 3: What Do Talent Powerhouses Look Like?

• Understanding the roles of management and leadership in talent growth.
• Analyzing why companies like Google attract so many applicants.
• Identifying what average firms do differently in managing talent.
• Reviewing case studies on best practices in talent management.

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

• Effective advertising methods to attract top candidates.
• Recruitment processes including psychometric testing, assessment centers, and interview structuring.
• Implementing talent management policies and high-level educational training techniques, such as learning agreements.
• Addressing and overcoming the main reasons for talent loss.

Unit 5: Succession Planning - 3 New Approaches

• Identifying what is missing in traditional performance appraisal reports for paired people.
• Restructuring talent and succession management practices with the scouting method.
• Individual selection methods for identifying potential successors and developing them within cost structures.
• Extending the succession concept to recruitment and pursuing specific candidates.