- Focusing on talents
- Putting people before numbers
- People’s wants from their organizations
- Organizations’ wants
- The war for talent
- Today’s top priorities in HR
- Disengagement and the downward performance spiral
- People-based strategy
- HR activities: traditional focus versus career development focus
- The basics of talent management and succession planning and management
- Careers today: the importance of development
- Definition of career development
- The career development process and links with HR
- Essential elements in an integrated career development system
- Definition of succession planning
- Main aims and reasons for establishing a succession planning and management system
- Distinguishing succession planning from replacement planning
- Organizational readiness for change
- Promoting a development culture
- Characteristics of a development culture
- Career development as a change agent
- Roles and responsibilities in a development culture
- Role of human resources
- Role of line managers
- Role of top management
- Role of developers
- Identifying high potentials/talents
- Key positions for high-flyers/talents
- High potentials and high professionals
- Assessing the individual potential
- Best practices to improve the management of high potentials
- Qualities of processes to spot, develop, and retain high potential
- Talents development: tools and methodologies
- Competencies: the foundation for talents development
- Competencies framework
- Coaching: an essential managerial function
- Mentoring: a must-have system for talents development
- Career counseling services
- Developing internal successors
- Making the business case for succession planning and management
- Starting the systematic succession planning and management program
- Refining the program
- 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
