Talent management is an organization’s commitment to recruit, retain and develop the most talented and superior employees available in the job market. It comprises all the work processes and systems that are related to retaining and developing that workforce.
Talent management is a business strategy and must be fully integrated within all of the employee related processes of an organization. Attracting and retaining talented employees, in a talent management system, is the job of every member of the organization, but especially the managers who have reporting staff. The strategy involves the sharing of information about talented employees and their potential career paths across the organization.
This program will example what is involved in talent management, beginning with the mission, values, and vision of the organization.
The course has a two-day configuration:
Workforce Planning; the intentional and strategic projection and planning of access to talent, either internally or externally, with the skills, knowledge, and behaviors essential for the achievement of the firm’s strategic goals.
Recruiting: successfully attracting and hiring key talent for current and future organizational needs through competency based advertising and interviewing efforts. Using Social Media.
Onboarding: acclimatizing new hires and ensuring that they quickly feel welcomed and valued by the organization. Enabling new employees to become productive members of the firm.
Strategic Planning/Goal Alignment: developing and implementing plans to reach an organization’s long term goals and objectives and developing the road map to lead the organization from where it is now to where it would be like in the future.
360 assessments: Case Study
Coaching: developing a helping relationship between manager and employee, using a wide variety of behavioral techniques and methods to improve performance and personal satisfaction of the employee.
Leadership Development: intentional, goal driven activities to enhance the quality of leadership abilities or attitudes within both the individual and the organization.
Professional Development: establish training goals and plans to link the individual to goal attainment, career planning and, possible, succession planning.
Compensation Programs: a way to reward individuals for important work accomplishments, contributions to the goals of the organization and increased skills and competencies in their jobs.
Engagement Case Study
This course is approved for 14 re-certification credit hours toward PHR, SPHR, and GPHR re-certification.
This course is approved for 14 Professional Development Credits (PDCs) toward SHRM-CP & SHRM-SCP re-certification.