Introduction

Talent management is narrowly defined as recruiting, aligning, retaining and enabling the best within an organisation. Talent is, simply, all about organisations having individuals who make a significantly profitable long-term contribution.

This course will give you an understanding and overview of the thinking behind and application of talent management programs.

This course is split into six parts:

1. Part One: the history and purpose of talent management
2. Part Two: the talent process in organisational strategy
3. Part Three: setting up a talent program
4. Part Four: finding talent
5. Part Five: the key skill: retaining and engaging talent
6. Part Six: assessment, metrics, and proving the ROI
7. Part Seven: what might the future of talent management hold?
8. Part Eight: summary and conclusion and a talent checklist

1. Part One: The history and purpose of talent management: What is it? Does it matter? Has it now been shown to be an effective identifier for HR?

2. Part Two: The talent process in organisational strategy: talent management’s success is only partly determined by talent, as significantly there must be strategic alignment and buy-in at the most senior level. This part of the course looks at the overall strategic goals and the big picture aims of talent management.

3. Part Three: Setting up a talent program: What are the goals? What are the costs? What are the risks vs. rewards? What is the expected ROI? We will look at both standard and non-standard models within talent management from alignment, building a talent pipeline, and gap identification; through to tools such a self-election & two-step promotion, onto succession planning and offboarding and more; and asks what works and why.

4. Part Four: Finding Talent. So you’re ready: how do you define the talent you want? Where and how are you going to find that find talent? How can the recruitment process help talent? What is talent looking for?

5. Part Five: The Key Skill: aligning, retaining, and engaging talent. The core of any talent process is retention and engagement: having found your star and invested in early promotion and it’s all looking good; now others start sniffing round - how do you keep the talent without losing perspective? What incentives and motivators can the organisation offer that won’t break the budget but will keep talent? What career paths and models are in place for talent and what do you expect from talent? In a fully mobile world should talent be retained? Can talent management and succession planning ever become two halves of the same process?

6. Part Six: Assessment, metrics, and proving the ROI. Good performance management, clear internal processes, and excellence in the interface between the IT data and its applied use is essential for talent management - here we look at the systems and OD interface and ask how the mix of both human and IT resources can significantly improve the talent process.

7. Part Seven: What might the future of talent management hold? As more and more organisations recognize the value of a good talent and performance process we ask what the future holds and what other models may add value to current talent models.

8. Part Eight: Summary and Conclusion; and a Talent Checklist.

We hope you enjoy this course and that it helps your thinking around talent - we wish you a great learning 2010!

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Amazing….

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