Course Objectives
Certified Talent Management Professional
Course Methodology
The majority of the course time will be allocated to workshops. Participants will have the chance to analyze cases, explore and try tools, design competency and assessment frameworks as well as lay the foundation for a talent strategy to be implemented by their company. Participants can bring along their tools and work on analyzing and amending those tools during the course.
Course Objectives
By the end of the course, participants will be able to:
Design an integrated talent management system in accordance with company strategy
Develop competency frameworks to serve as the basis for talent review, acquisition, and development
Use valid tools and techniques to assess the potential of talents
Train, develop, and coach talents using a wide range of impactful development methods
Assess organizational readiness and develop a pragmatic road-map to establish an integrated talent management system
Target Audience
This course targets those in supervisory and managerial positions including HR, and talent management specialists with at least three years corporate experience. More specifically, this course is ideal for HR team leaders, HR managers, and HR business partners as well as line managers.
Target Competencies
The competencies targeted in this course are;
Talent management
Strategic thinking
Assessment and development centers
Performance Management
Succession Planning
Course Outline
How do companies define talent?
Rationale behind talent management
The differentiation approach
The inclusive approach
Current challenges of talent management systems
Holistic and integrated talent management approach
Guiding principles of talent management systems
Strategy alignment
Implications on talent management systems
Analysis of internal organizational environments
Strategy maps
Strategic objectives
Selection criteria
The language of competencies
Validity of assessment tools
Career development concepts
Internal consistency
Reliability of performance management systems
Compensation differentiation
Cultural fit and the importance of diversity
Talent management system's first pillar: performance management scheme
Quantitative vs qualitative performance management systems
Differentiation between performance and potential
Defining potential
Value system approach
Competency based approach
Integrated approach
Talent management system's second pillar: talent review
Identification and validation criteria
Assessing proficiency, ability, drivers, and personality
Assessment frameworks
Assessment and development centers
Talent management system's third pillar: The talent management program
Stages of career development (HRCI resources)
Integrated development and training approach
Stakeholders: the role of talents, management, and HR
Tracking progress
Coaching talents
Succession planning charts
Organizational readiness and the way ahead
Assessing the readiness level of your organization
Implications on HR department and processes
Talent acquisition branding and value proposition
On-boarding process
Retention strategies
Learning and Development
Creating a talent management strategy