Talent & Success Management Masterclass

Introduction:

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

Targeted Groups:

Managers, Supervisors, and Team Leaders
HR Professionals
Talent Management Specialists
HR Team Leaders
HR Managers
HR Business Partners
Line Managers
Persons who want to get new knowledge to enhance their skills

Conference Objectives:

At the end of this conference the 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 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 principal reason for talent leaving the organization
Focus training and development on running programs 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 non-performers

Targeted Competencies:

Talent management
Strategic thinking
Assessment and development centers
Performance Management
Succession Planning

Conference Content:
Unit 1: The Strategic Decisions Needed for Talent Management:

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? Team exercise
Getting the balance right - stickers, talent development and leavers
The talent cycle from strategy to organizational improvement

Unit 2: 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. The 70-20-10 principal explained
Structure for maximum efficiency
Pay and rewards for talent, average and poor performers

Unit 3: What do Talent Powerhouses Look Like?

Leadership not management gets the best from talent
What company has been voted America’s most popular place to work five years in succession?
An examination of what Google does different - case study
What about more average companies - case study

Unit 4: 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 - use of learning agreements
The key reason for losing talent