Strategic Talent Management

INTEGRATED AND STRATEGIC TALENT MANAGEMENT
• Defining the fundamental concepts
o Talent Management
o Talent Retention
o Succession Planning
o Performance Management
• Identifying Talent Management best practice
• Gap Analysis of current Talent Management practices: Learning Activity
• Strategic Talent Management – principles and practice
• Gap Analysis of current Strategic Talent Management practices: Learning Activity
• Application of Strategic Talent Management process
• Re-positioning the Talent Management function: Becoming a Strategic Business Partner
• Business Executives expectations and priorities
• Application of the Integrated Talent Management
• Gap Analysis of current Talent Management value chain: Learning Activity

SUCCESSION PLANNING
• Gap Analysis of current Succession Planning practices: Learning Activity
• Conceptual model/framework of succession planning
o STRATEGY/ BUSINESS PLAN
o STRATEGIC FOCUS AREAS FINANCE; OPERATIONS; CUSTOMER AND LEARNING, INNOVATION AND GROWTH
o SUCCESSION PLAN
o HRM VALUE CHAIN PROCESSES HR PLANNING; EVP; RECRUITMENT/SELECTION; RETENTION AND REWARD; PMS; LEARNING AND DEVELOPMENT
o INTERNAL BENCH STRENGTH / TALENT PIPELINE
o INFLUENCE OF ENVIRONMENTAL FORCES POLITICAL; ECONOMIC; SOCIO-CULTURAL; TECHNOLOGICAL; ECOLOGICAL AND LEGAL
• Linking succession planning with sustainable organizational development
• Building a strategic business case for succession planning
• The critical success factors for succession planning
• Preparing the state of institutional readiness for succession planning
• The critical and strategic role of executive/senior management

TALENT RETENTION BEST PRACTICE PRINCIPLES
• Outline and apply the succession planning process (roadmap)
o Step 1: identify current critical/key positions and analyze future requirements and competencies (business strategy)
o Step 2: identification and assessment of successors – potential and performance (9-box matrix)
o Step 3: identify talent gaps
o Step 4: develop succession plan and strategies
o Step 5: implement succession plan and developmental strategies
o Step 6: monitor and track progress
o Step 7: review and evaluate the impact/effectiveness of succession plan
• Identifying Talent Retention Best Practice
• Diagnosis of current, industry-wide Talent Retention practices (Gap Analysis)
• Building a strategic business case for Talent Retention
o Viability
o Feasibility
o Sustainability
• Analyzing why employees leave
• Identifying the drivers of Talent Retention
o Motivation
o Job Satisfaction
o Employee Engagement