Developing talent is a contract between the organisation and the individual. Employees have needs in terms of development and career progression and organisations need to manage their people resources in line with business objectives. Strong talent management is good for business. Several recent surveys have shown companies with superior talent management practices generate up to 26% more revenue per employee than their counterparts.
Successful talent management requires a coordinated top down approach. With growth a priority, CEOs need to have confidence the talent programmes developed and delivered will be successful. A survey carried out by Right Management discovered that, while many UK companies have formal programmes in place to develop leaders and people with specialist skills and knowledge, only 49% of senior managers questioned believed that these individuals are being developed in such a way that they will support their organisation to achieve its business objectives.
Aims of the Course
This course looks at what organisations must do to develop talent that delivers results. If you want to know what the critical components are that attract, retain and develop high potential individuals that meets the needs of your employees and the organisation itself, then this course is for you.
Session 1 – am. Deciding future talent needs
Deciding tomorrow’s talent needs
Given the speed in which markets are evolving and company needs are changing it’s not about the talent that got the company where it is today; it’s the talent that is needed for tomorrow. It is imperative that the skills required to be successful in the years ahead are carefully considered, assessed and analysed. By how?
Retraining and re-skilling current resources
Retraining and re-skilling current resources also have a role to play. One group, sometimes overlooked, is a company’s first real tier of management. These managers are the sergeants in the organisation and play the most important role of all in achieving the company’s revenue and cost targets. They work at the ‘coalface’ – the point of execution, making decisions, overseeing activities and performing tasks any professionally qualified manager higher up the organisation would recognise. Yet all too often, they are poorly trained, inadequately rewarded and have only a subordinate role in management decision-making. By investing time and effort improving the skills and calibre of these people at this level, companies reap the benefits in terms of improved productivity.
Session 2 – pm. Making a success of your talent strategy
Many organisations have expressed their commitment to developing a sturdy pipeline of talent, yet, many are failing to make this happen in reality and generate the results desired. Well-managed talent development programmes act as a critical lever of improved performance and growth. Here we look at the essential steps to take that can immediately boost levels of staff motivation, engagement and increase staff retention.
Who Should Attend
This course is designed for all managers and leaders and HR professionals who wish to develop or understand twenty first century approaches to developing talent and organisational career development options.
Small classes, less than 5 participants, allow maximum personal attention and interaction using exercises and contract case studies.
In their ‘off-the-shelf’ form, this is 1-day course. However, the course duration and content can be tailored to suit specific requirements.