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Notre offre > Formations > Talent Management

Durée

2 days

Public

Managers and members of HR departments responsible for recruitment.

Objectif

  • Define ‘talent’ and differentiate talent management from succession planning
  • Differentiate the gurus and high performers from the high potential people in your business
  • Develop a framework for identifying and developing talent in your team
  • Build a talent network which includes high quality external candidates
  • Create development strategies which will build the strength of the talent pool
  • Conduct talent reviews in your organisation and facilitate talent conversations with key stakeholders
  • Manage career conversations with your team and help them understand their development path within the organisation
  • Create an action plan that will help improve your talent management and succession planning approach

Programme

What’s it all about ? 

  • How do you define talent for your organisation?
  • The difference between talent management and succession planning

Talent reviews : 

  • Holding a talent review – key things to consider
  • A talent review framework – a practical example of a talent review in action
  • The difference between high potential and high performance
  • Internal identification of talent – key roles and paths and creating the right climate

Building your external network : 

  • How to identify the right organisations and individuals for your network
  • What you need today may be very different from tomorrow – ensuring your talent and succession plans support the long term business objectives
  • External recruitment and selection to attract the talent you require now and in future

Development and succession :

  • How to create the right development opportunities for individual and the organisation
  • The importance of the conversation
    • there’s no point having a talent pipeline and keeping it secret
    • your team should know where they are on the talent pipeline
    • we’ll help you develop strategies to manage the conversations and expectations

Tools examples :

  • Human Side
  • DISC

Méthodes pédagogiques

A session which looks at key tools, techniques and principles to build the talent pipeline in your organisation.

Ces formations pourraient vous intéresser

Durée

2 days

Public

Managers and members of HR departments responsible for recruitment.

Objectif

  • Define ‘talent’ and differentiate talent management from succession planning
  • Differentiate the gurus and high performers from the high potential people in your business
  • Develop a framework for identifying and developing talent in your team
  • Build a talent network which includes high quality external candidates
  • Create development strategies which will build the strength of the talent pool
  • Conduct talent reviews in your organisation and facilitate talent conversations with key stakeholders
  • Manage career conversations with your team and help them understand their development path within the organisation
  • Create an action plan that will help improve your talent management and succession planning approach

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