Talent and Succession Management Master class
Talent and Succession Management Master class
OBJECTIVES
- 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 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 model” to direct organizational shape for talent
- Know and be able to take action on the principle reason for talent leaving the organization
- Focus training and development on running program 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
WHO SHOULD ATTEND?
- HR Managers, 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
COURSE OUTLINE
The strategic decisions needed for talent management
- Introductions and master class objectives
- The business case for talent management
- The strategic focus needed to create the environment for talent management
- Does the current Vision and mission statement attract winners or losers?
- Getting the balance right – stickers, talent development and leavers
- The talent cycle from strategy to organizational improvement
The key mechanisms to make talent thrive
- Systems needed – Pay, rewards and bonus systems – Sysco case study
- 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
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. 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
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