Driving Performance through Talent Management

Objectives

• Understand the concept of talent management
• Explain the key principles and practices involved in Recruitment and Selection, Induction, Retention
• Awareness of key people resourcing strategies for improving organizational success
• Conduct interviews effectively using a behavioral model
• Understand the functions of succession planning
• Consider the concept of and know when to use testing, and personality questionnaires and when assessment centers are appropriate

Outline

• Introducing Talent Management
 Introduction and objectives
 Talent management – explored
 Employee Resourcing in Context
 Introducing basics of manpower planning
 Flexibility and introducing the ‘flexible firm’
 Succession planning
 Differentiating succession management & talent management
 Retention methods
• Nationalisation Issues, Motivation & Reward
 Case study on Next Generation Leaders & Talent Management
 Employee Commitment
 Nationalization issues
 Understanding the Psychology of Motivation
 Motivation theory update
 Employee Reward
 Total Reward concepts
 Self assessment – knowledge and interviewing skills

• Interviewing & Selection
 Introducing the recruitment process
 Open/closed and probing questions
 The process of interviewing – the questioning process
 How to sell the company and be a model PR person throughout the interview
 Writing the job advert – advertising best practice
 The techniques of conducting a professional interview
 Preparation and practice
 Role plays & exercises
• The Use of Assessment Centres & Psychological testing
 Language – verbal & non-verbal – understanding ‘body language’
 How to tell when candidates are not telling the truth
 The use of psychometrics and personality testing
 Forer Effect – what it means for you
 Testing types and methods
 Cultural issues in testing
 The anatomy of an Assessment Centre
 Workshop – A mini-assessment centre
• People Resourcing – Key Issues for This Decade
 Induction processes that work – best practice
 Exit interviews – closing the cycle
 The future of recruitment & selection
 Understanding generational differences
 Recruiting & retaining Generation ‘X’ & ‘Y’
 Individual Development
 Development of personal action plans

Who Should Attend ?

Executives involved in the War for Talents and this includes senior and middle line managers, HR executives, training managers as well as all those involved in designing and setting up talent management systems that will allow the organization to create organizational excellence and continuously improve its bottom line