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Creating a Top-Notch Talent Management Program
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Trainers will help workplace leaders and human resources specialists learn the value of Creating a Top Notch Talent Management Program in this important two-day training course. Leaders will learn why having the right people in place at the right time is a key component of growth, success, and stability for an organization. This training courseware will train them to have the right people ready, and to create a program that helps people to grow and thrive in their organization. Participants will learn what is required to manage high potential employees, how to apply multifaceted aspects of talent management in their organizations, to recognize and foster talent, and to explain the principles of competency-based management.
How to Use This Guide
Session One: Course Overview
Session Two: Understanding Talent Management
What is Talent Management?
A Focused Effort to Manage Talent
Session Three: Understanding Performance Management
The Differences Between Performance Management and Talent Management
The Shared Management Model
Session Four: Understanding Succession Planning
Replacing vs. Succeeding
Understanding Succession Planning Terms
Identifying Critical People
Identifying Resources
Risk Assessment
Session Five: Creating a Talent Management Plan
Overview
Developing Your Vision
Session Six: About Competency-Based Programs
Understanding Competencies
Goleman’s Emotional Intelligence Model
Session Seven: Identifying Talent
Key Talent Groups
Case Study: Smith Plumbing Inc.
Fast-Track Programs
Session Eight: Bring on Bench Strength
Getting the Right Person for the Job
Three Pillars
Session Nine: Conducting Talent Assessments to Create a Talent Profile
A Three-Phase Process
Sample Form
Compiling the Results
Session Ten: Keeping People Interested
Understanding Abilities and Aspirations
Case Study: Jim’s Job
Keeping Superstars from Falling
Session Eleven: Talent Review Meetings
Structuring the Talent Review Meeting
Case Study
Following Up
Session Twelve: Show Me the Money!
Building Incentives into the Plan
About Competency-Based Pay and Pay-For-Performance
Session Thirteen: Communicating with High Potentials
Session Fourteen: Development Strategies
Goals with SPIRIT
360° Feedback
Coaching and Mentoring
Creative Development Ideas
Session Fifteen: Reality Check!
Session Sixteen: Fostering Engagement
Session Seventeen: Evaluating the Plan
Why is Evaluation Necessary?
Sample Evaluation
Recommended Reading List
Post-Course Assessment
Pre- and Post-Assessment Answer Keys
Personal Action Plan
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