Course Outline
- How do companies define talent?
- Rationale behind talent management
- The differentiation approach
- The inclusive approach
- Current challenges of talent management systems
- Holistic and integrated talent management approach
- Guiding principles of talent management system
- Strategy alignment
- Implications on talent management system
- Analysis of internal organizational environment
- Strategy maps
- Strategic objectives
- Selection criteria
- The language of competencies
- Validity of assessment tools
- Career development concepts
- Internal consistency
- Reliability of performance management system
- Compensation differentiation
- Cultural fit and the importance of diversity
- Talent management system first pillar: performance management scheme
- Quantitative vs qualitative performance management systems
- Differentiation between performance and potential
- Defining potential
- Value system approach
- Competency-based approach
- Integrated approach
- Talent management system second pillar: talent review
- Identification and validation criteria
- Assessing proficiency, ability, drivers and personality
- Assessment frameworks
- Assessment and development centers
- Talent management system third pillar: The talent management program
- Stages of career development (HRCI resources)
- Integrated development and training approach
- Stakeholders; the role of talents, management and HR
- Tracking progress
- Coaching talents
- Succession planning charts
- Organizational readiness and the way ahead
- Assessing the readiness level of your organization
- Implications on HR department and processes
- Talent acquisition branding and value proposition
- On-boarding process
- Retention strategies
- Learning and Development
- Creating a talent management strategy