Course Overview

This training programme will enable the delegates to analyze the working model and will provide hands on practice to understand Human capital strategy, Human resources strategy and strategic talent management that are interconnected if an organization needs to recognize its maximum potential.

Who Should Attend?

Personnel who can attend this course are:
  • HR advisers
  • HR professionals
  • Talent managers
  • CEOs

Program Outline

Talent management Introduction and the programme objectives Human Resource Planning (HRP): Introduction An Overview: Alignment to corporate strategy Line management: Engagement Talent: Definition Why is there a global talent shortage? - The reason Understanding Competitive advantage through talent management Talent problems: Dealing with Organizational difficulties Challenges presented and the organizational change Approach to Talent: Inclusive and exclusive Talent development: The HR plan Practical exercise: Getting in shape with the right strategy An exercise: What needs to change Attracting good people: Talent pipeline (Step One) Description: Good people are so much more effective Programs based on human resource A Case study The Overview of Front filling the talent pipe line Future ability: The determination Talent recruitment methods: A  new look Overview: Becoming “the employer of choice” Practical exercise Psychometric testing: The usage Occupational testing: The need An overview: How personality profiles help in development and recruitment The Development Centers and the use assessment Assessment Center: Designing Recruitment Interviewing : Highly effective ways Selection methods and the need to upgrade interviewing Practical exercises: Supporting DVD Understanding the Past behavior as the best predictor of future behavior Behavioral interviewing techniques: competency based Description: Who should interview for talent? Candidates meet requirements: The determination phase Description: Cutting through the “gloss” The Different interview types for talent Final selection making Setting the scene for a new career: Induction for new talent The succession plans and developing talent Development funding: The strategic use Description: How much development is needed? External and internal resources: Talent development Development: The holistic approach Identification of work based competency development opportunities Defining coaching as a powerful development tool Mentors: Effective Approach Simulations and the assessment on the job Succession planning for greater efficiency: Prioritization Description: The Need for talent development at all organizational levels ROI and Investment for talent development Talent pipe line: Pay and rewards  

Program Objectives

By the end of the course, participants will be able to: To execute the verified strategies, processes and tools to help manage performance and talent To enhance and grow the performance of employees by setting the purposeful goals, diagnosing prospective problems, providing an effective feedback and designing a plan of action to fix the issues and problems To understand ways of focusing on staff performance more efficiently and effectively through stages of the performance management process To critically manage performance and talent in your organization

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