Unit 1: Introduction to Talent Management

1. What is Talent Management?

• Talent Management Defined.

• Key components: Acquisition, onboarding, development, retention, and succession.

  1. 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

• 1. Main Challenges in Talent Management:
• Skill gaps,
• Employee disengagement,
• Lack of strategy alignment.

Unit 2: Aligning Talent Strategy with Business Goals

1. 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.

• 1. 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

1. Recruitment Channels and Tools:

• Job boards, professional networks, and AI-powered recruitment tools.
• Metrics: Time-to-hire and quality-of-hire, …

• 1. Employer Branding:
• Building an employer value proposition (EVP).
• Leveraging social media and employee testimonials.

1. 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

1. 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.

• 1. Retention Strategies:
• Recognition programs and career growth opportunities.
• Employee engagement surveys and action plans.

Unit 5: Learning and Development (L&D)

1. Identifying Training Needs:

• Techniques: Competency gap analysis and focus groups.
• The changing nature of workplace learning

• 1. Designing Programs:
• Methods: Blended learning, microlearning, and gamification.

Unit 6: Performance Management Systems

1. Components of a Performance System:

• PM as a system
• Goal setting, monitoring, and feedback
• Resource allocation
• Coaching and empowering

• 1. SMART Goals and Appraisal Methods:
• Aligning employee goals with departmental KPIs.

Unit 7: Succession Planning

1. Steps to Succession Planning:

• Identifying key roles and potential successors.
• Training and mentoring programs.

Unit 8: Leveraging Technology for Talent Management

1. Technology Overview:

• ATS for recruitment, LMS for training, and analytics for decisions.

1. Emerging Trends:

• AI in talent acquisition, predictive analytics, and employee experience platforms.

Unit 9: Measuring Talent Management Success

1. Key Metrics:

• Retention rates, employee satisfaction scores, and time-to-fill, …
• 1. Creating Dashboards:
• Tools for real-time reporting

• Talent management,
• Recruiting
• Coaching
• Succession planning
• Onboarding
• Training Needs Analysis
• HR Development

This training course will be carried out through the use of best practices and the right combination of engaging and purposeful tools such as:

• Practical, relevant case studies
• Group activities and workshops
• Related role plays
• Experiential learning
• Brainstorming
• Stimulating mental activities
• Engaging team competitions
• Suitable training Videos
• Presentations
• Self–assessments
• Learning with Simulations and Games

HR professionals whose responsibilities include attracting, hiring, developing, and/or retaining the needed pool of talented employees