Strategic Talent Management

Objectives

At the end of the session, the participants will be able to:

i. Acquire a comprehensive understanding on what talent management is.

ii. Engage in the step by step guide to strategising talent management.

iii. Learn how to motivate and retain good employees.

iv. Understand and apply the psychological contract of people handling.

v. Realise the power of job re-designing.

vi. Gain insight into the better utilization of your human talent.
 

Who Should Attend

This programme will benefit personnel and professionals from the Human Resource or Human Capital fields, all managers/senior managers, general managers, directors, and those who wish to improve their organisation in the areas of strategic human resource.
 

Duration

2 Days

 

Course Description

‘People are our most valuable asset’ is a cliché which no member of any senior management team would disagree with. Yet, the reality for many organisations is their people remain under-valued, under trained, under-appreciated and under-utilised, leading to potential loss of talent.

The market place for talented, skilled people is competitive and can be very expensive to maintain. Taking on new staff can be disruptive to existing employees. Also, it takes time to develop ‘cultural awareness’, product/process/organisation knowledge and experience for new staff members.
 

Course Outline

i. Introduction to Talent Management.

ii. What is “Strategic”?

iii. How to think Strategic and Do Strategic: the ideal employer.

iv. The Alignment: why align?

v. The 7 Steps Approach to Strategising.

vi. Attraction, Recruitment and Retention.

vii. The Issue of “Labour Shortage” – real or perceived?

viii. Why people leave?

ix. How to make people stay AND contribute?

x. Is organisation over-managed and under-led?

xi. Succession Planning.

xii. Peter’s Principle.

xiii. The “Ideal” employees.

xiv. Motivating Employees.

xv. How to pursue win-win: interests of workers and of organisation.

xvi. Job Design or Job Re-Design.

xvii. The Compensation dimension.

xviii. The Management of Change.

xix. Inculcating the healthy attitudinal landscape: the COPS checklist.

xx. Why isn’t everyone looking at the psychological contract?

xxi. The Warning Indicators.