Strategic Talent Management

About This Class

This training program is an advanced level strategic talent management, succession planning, employee engagement and employee retention skills development offering. The programme effectively blends the theory and best practice strategic talent management principles and processes with practical application strategies, tools and techniques.

At the conclusion of this 3-day training program, learners will gain insight to and be capacitated and enabled to apply the best practice strategic talent management, employee engagement, succession planning and employee retention principles and processes to their respective organizations, thereby positioning their companies as an Irresistible Organization; enhancing the strategic HR Value Proposition (SHRVP); their professional credibility and strategic business impact.

Local Fee

R 12,999

International Fee

$ 900

Book my seat

Download Brochure

Day 1

Integrated and strategic talent management

• Defining the fundamental concepts
– Talent Management
– Talent Retention
– Succession Planning
– 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

Day 2

Succession planning

• Gap Analysis of current Succession Planning practices: Learning Activity
• Conceptual model/framework of succession planning

– Strategy/ business plan
– Strategic focus areas
+ Finance; operations; customer and learning, innovation and growth
– Succession plan
– HRM value chain processes
+ Hr planning; EVP; recruitment/selection; retention and reward; PMS; learning and development
– Internal bench strength / talent pipeline
– 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

Day 3

Talent retention best practice principles

• Outline and apply the succession planning process (roadmap)
– Step 1: identify current critical/key positions and analyze future requirements and competencies (business strategy)
– Step 2: identification and assessment of successors – potential and performance (9-box matrix)
– Step 3: identify talent gaps
– Step 4: develop succession plan and strategies
– Step 5: implement succession plan and developmental strategies
– Step 6: monitor and track progress
– 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
– Viability
– Feasibility o Sustainability
• Analyzing why employees leave
• Identifying the drivers of Talent Retention
– Motivation
– Job Satisfaction
– Employee Engagement

Who should attend

This 3-day training programme is specifically designed for:

Middle & Senior HR Officers,
OD Managers
L & D Managers
Training Managers
Accountable for strategic management
Transformational leadership duties

It is also for HR professionals with 2+ years of experience whether currently working as a strategic business partner, within an HR leadership role, or actively aspiring towards one.