At the end of this course, the participants should be able to:
- Understand the strategic role of talent management in organizational success.
- Develop and implement effective talent acquisition and retention strategies.
- Build and execute onboarding, learning and development programs tailored to organizational needs.
- Manage performance systems that are aligned with business objectives.
- Apply succession planning principles to ensure leadership continuity.
- Utilize technology and analytics to optimize talent management processes.
Unit 1: Introduction to Talent Management
- What is Talent Management?
- Talent Management Defined.
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Key components: Acquisition, onboarding, development, retention, and succession.
- Why Talent Management is Critical:
- Improve Talent retention and decrease recruitment cost
- Boost employee productivity
- Improve employee loyalty and belonging
- Gain and maintain a competitive edge
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- Main Challenges in Talent Management:
- Skill gaps,
- Employee disengagement,
- Lack of strategy alignment.
Unit 2: Aligning Talent Strategy with Business Goals
- Conducting a Talent Audit:
- Identifying current and future talent needs.
- Utilizing general internal and external assessments to identify strengths, weakness, projected future needs, gaps
- Analyzing retention statistics to identify potential challenges
- Methods: Surveys, workforce analytics, and competency assessments.
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- Linking Strategy to Business Goals:
- Align talent management strategies with strategic hr goals
- Ensure top management support of talent management strategies
- Tools: SWOT analysis and workforce planning models.
Unit 3: Recruitment Strategies and Employer Branding
- Recruitment Channels and Tools:
- Job boards, professional networks, and AI-powered recruitment tools.
- Metrics: Time-to-hire and quality-of-hire, …
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- Employer Branding:
- Building an employer value proposition (EVP).
- Leveraging social media and employee testimonials.
- Inclusive Recruitment Practices:
- Clarify standards and measures that track and enhance diversity
- Promote practices that ensure diversity and eliminate bias.
Unit 4: Onboarding and Talent Retention
- Onboarding Phases:
- Designing a 90-day onboarding plan for new hires
- Pre-boarding: Ensuring readiness (e.g., IT setup, welcome kits).
- Orientation: First-day agenda and intro to organizational culture.
- Integration: Continuous support and check-ins.
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- Retention Strategies:
- Recognition programs and career growth opportunities.
- Employee engagement surveys and action plans.
Unit 5: Learning and Development (L&D)
- Identifying Training Needs:
- Techniques: Competency gap analysis and focus groups.
- The changing nature of workplace learning
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- Designing Programs:
- Methods: Blended learning, microlearning, and gamification.
Unit 6: Performance Management Systems
- Components of a Performance System:
- PM as a system
- Goal setting, monitoring, and feedback
- Resource allocation
- Coaching and empowering
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- SMART Goals and Appraisal Methods:
- Aligning employee goals with departmental KPIs.
Unit 7: Succession Planning
- Steps to Succession Planning:
- Identifying key roles and potential successors.
- Training and mentoring programs.
Unit 8: Leveraging Technology for Talent Management
- Technology Overview:
- ATS for recruitment, LMS for training, and analytics for decisions.
- Emerging Trends:
- AI in talent acquisition, predictive analytics, and employee experience platforms.
Unit 9: Measuring Talent Management Success
- Key Metrics:
- Retention rates, employee satisfaction scores, and time-to-fill, …
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- Creating Dashboards:
- Tools for real-time reporting
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