At the end of this course, the participants should be able to
• Understand the relationship between strategic HR and strategic talent management
• Learn about the framework of strategic talent management and career development
• Know the benefits of strategic talent management
• Know the critical components of talent management
• Acquire talent and employer branding
• Recognize innovative onboarding and orientation process

Putting people first
• People before numbers
• People's needs from their organizations
• Organizations’ needs from their people
• The war for talent
• Today's top priorities in HR
• HR traditional focus versus talent management focus

Understanding People and Team Dynamics

• People based strategy
• Team Development Cycle
• The 5 dysfunctions of teams

Talent Management Essentials
• Talent Management Definition
• Talent Management Cycle
• Differences between TM and L&D
• The importance of job profiles and JD’s in Talent Management
• Assessing Talent Needs
• Introduction to learning theories and practices
• Characteristics of alternate training methods.
• Pros and cons of commercial packages and in-house training
• Career planning, counselling theory and techniques
• Planning, Budgeting, coordinating and monitoring talent programs

Organizational willingness for talent management
• Promoting a development culture
• Characteristics of a talent driven culture
• Talent management as a change agent
• Roles and responsibilities in a talent culture
• The role of human resources
• The role of line managers
• Role of top management
• Role of employee in development

Identifying high potentials
• Key positions
• High potentials and high professionals
• Assessing individual talent
• Best practices to manage high potentials
• Developing, and retain high potentials

Talent Management: tools and methodologies
• Competencies: the foundation for career development
• Competencies framework
• Coaching: an essential managerial function
• Mentoring: a must have system for career development

Developing internal successors
• The business case for succession planning
• Starting a succession planning program
• Delegation and its importance to succession planning
• 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

Talent Management Life Cycle
• Organizational Branding
• Attracting and on-boarding Talents
• Retaining and fostering Talent
• Offboarding high talents

• Attracting and on-boarding
• Career Development
• Analysis
• Strategic thinking
• Talent Retention

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

CEO’s, Human Resource managers, Line Managers, Talent Management responsible with key emphasis on acquiring best practices in talent and career development initiatives.