TRAINING COURSES

Talent & Succession Management Masterclass

Start Date: 17 Sep 2017
End Date: 21 Sep 2017
Duration: 5
Fees:
Country: Istanboul / Turkey
Category: Training & Human Resources
Details:

INTRODUCTION

Two quotations that will show you the value of this programme:

"Good people produce 40% more than average peopleĒ (Chartered Institute of Personnel and Development 2008)
"A good employee is 50 times better than an average employee.Ē Steve Jobs CEO and owner of Apple

That is the real reason for talent management and ensuring talent is attracted to your organisation and that you provide the right environment, including pay structures, for talent to thrive and fully contribute to your organisation. This new and exciting programme 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. Delegates will be able to use the new (2008) talent pipeline model, and receive a copy for their use in the workplace.

If youíre still not convinced - one final quotation from Jim Collins author of "Good to GreatĒ "People are not your most important asset. The right people areĒ

WHO SHOULD ATTEND?

         HR personnel, Operations personnel, manpower planners, any one responsible for recruitment, training or succession planning

         Also anyone who needs to find out more on attracting retaining and developing the best people

PRE-REQUISITE

Delegates attending should bring with them their current organisation's Vision and Mission statements.

PROGRAMME OBJECTIVES

         Build the business case for talent management to be part of the companyís strategic policy

         Understand and be able to explain the value of a differentiation strategy

         Use two models to aid in creating the right organisational 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 modelĒ to direct organisational shape for talent

         Know and be able to take action on the principle reason for talent leaving the organisation

         Focus training and development on running programmes 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

TRAINING METHODOLOGY

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

Each delegate will get an A3 coloured talent pipeline process map.

PROGRAMME 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.  

PROGRAMME OUTLINE

DAY 1 - 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 organisational improvement

         Review of Day 1

DAY 2 - 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

         Review of Day 2

DAY 3 - 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 Americaís most popular place to work five years in succession? DVD and case study (and itís 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)

         Review of Day 3

DAY 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 centres 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

         Review of Day 4

DAY 5 - 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 head hunting

         Review of Day 5

 
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