Personalities at Work
What will I benefit?
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The ability to define talent management and discuss how it links into HR strategy.
- Understand the process for identifying talent and developing a pipeline of talent to serve organizational needs.
- Examine the process of talent management and succession planning.
- Understand the unique challenges that face talent management.
- Understand the role of leadership in fostering talent.
Course Objectives
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At the end of this course, the participants should be able to
- Understand the relationship between strategic HR and strategic talent management
- Learn about the framework of strategic talent management and career development
- Know the benefits of strategic talent management
- Know the critical components of talent management
- Acquire talent and employer branding
- Recognize innovative onboarding and orientation process
Target Audience
CEO’s, Human Resource managers, Line Managers, Talent Management responsible with key emphasis on acquiring best practices in talent and career development initiatives.
Course Outline
5
5
Topics
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Putting people first
- People before numbers
- People's needs from their organizations
- Organizations’ needs from their people
- The war for talent
- Today's top priorities in HR
- HR traditional focus versus talent management focus
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Understanding People and Team Dynamics
- People based strategy
- Team Development Cycle
- The 5 dysfunctions of teams
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Talent Management Essentials
- Talent Management Definition
- Talent Management Cycle
- Differences between TM and L&D
- The importance of job profiles and JD’s in Talent Management
- Assessing Talent Needs
- Introduction to learning theories and practices
- Characteristics of alternate training methods.
- Pros and cons of commercial packages and in-house training
- Career planning, counselling theory and techniques
- Planning, Budgeting, coordinating and monitoring talent programs
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Organizational willingness for talent management
- Promoting a development culture
- Characteristics of a talent driven culture
- Talent management as a change agent
- Roles and responsibilities in a talent culture
- The role of human resources
- The role of line managers
- Role of top management
- Role of employee in development
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Identifying high potentials
- Key positions
- High potentials and high professionals
- Assessing individual talent
- Best practices to manage high potentials
- Developing, and retain high potentials
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Talent Management: tools and methodologies
- Competencies: the foundation for career development
- Competencies framework
- Coaching: an essential managerial function
- Mentoring: a must have system for career development
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Developing internal successors
- The business case for succession planning
- Starting a succession planning program
- Delegation and its importance to succession planning
- Assessing present work requirements and individual job performance
- Assessing future work requirements and individual potential
- Closing the development gap: the Individual Development Plan (IDP)
- Designing the individual development plan
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Talent Management Life Cycle
- Organizational Branding
- Attracting and on-boarding Talents
- Retaining and fostering Talent
- Offboarding high talents
5
5
Target Competencies
- Attracting and on-boarding
- Career Development
- Analysis
- Strategic thinking
- Talent Retention
5
5
Course Methodology
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This training course will be carried out through the use of best practices and the right combination of engaging and purposeful tools such as:
- Practical, relevant case studies
- Group activities and workshops
- Related role plays
- Experiential learning
- Brainstorming
- Stimulating mental activities
- Engaging team competitions
- Suitable training Videos
- Presentations
- Self–assessments
- Learning with Simulations and Games
Talent Management
6600 SAR
5 Days
Course Dates
*Prices do not include value added tax
For more information, do not hesitate to contact us
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