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I truly enjoyed Doris Sims' training program on Talent Management. Though I've been facilitating talent management discussions for 4+ years, I found this program extremely informative. It provided me with additional tools and ideas to enhance my current process. It also helped me confirm that the processes and tools I am currently using are on target. Thanks, Doris! |
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Marie Thompson
Senior Learning Consultant
Boston Financial
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Great program!
Ms. Sims really understands succession planning. |
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Rorry Phillips, SPHR
Practice Leader-
Human Capital Services
HumCap
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| Runs September 09 -
23, 2008 |
| Register now, space
is limited! |
Live & Online
Talent Management and Succession Planning are "hot" topics today, but what does it all really mean from a practical standpoint? Discuss the concepts of talent identification and succession management, as well as the business implications, readiness factors, decision points, and metrics organizations should consider when implementing or updating these programs. You will obtain tools, advice, and practical solutions for your own succession planning and high potential strategies.
Certificate Program: Talent Management and Succession Planning
Pre-Workshop and/or Interim Assignments:
These five online sessions are interactive and require approximately 30-60 minutes of pre and or post work for each session, for a total of approximately 3-5 hours of assignment work for the entire certificate program.
Session 1: What Does It All Mean? Understanding Talent Management Concept
| Prework: |
Submit 2-3 questions or concerns your leaders have about talent and succession planning processes to the instructor. |
| Outline: |
- Agreeing on what it all means, i.e. high potential vs. high performer, talent assessment vs. performance reviews, successor vs. high potential vs. talent pools, etc.
- Understanding the overall talent management process, and the various and possible components of a talent strategy in the organization.
- Reviewing talent management philosophies and strategies in general, and as well as the importance of aligning talent management to the business needs of the organization.
- Discussing potential Drivers and Challenges (Readiness Factors) for talent management in an organization.
- Reviewing common questions about talent management that business leaders pose, and ideas for responses and communication methods that can be used to educate leaders about talent management.
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| Postwork: |
Complete a Force Field analysis (template to be provided) identifying the Drivers, Challenges, and Contingency Plans for implementing or improving your organization’s talent management strategy. |
Session 2: Succession Planning and Talent Identification Processes
| Outline: |
- Performance management versus talent assessment: exploring similarities and differences.
- A review of the pre-planning talent assessment and succession planning process that takes place prior to the Talent Review meeting.
- Discussion of succession planning strategy and decision points.
- Succession Planning processes – strategic decision points.
- Discussion of ideas and tools for data capture: spreadsheets and systems. Determining when to “move talent management online”. Advantages and disadvantages of talent data capture tools.
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| Postwork: |
Document succession planning goals and strategic decisions for your own organization. |
Session 3: High Potentials: What Are They, and How Do I Find Them?
| Prework: |
Complete a brief survey regarding your current high potential strategy and philosophy in your organization. |
| Outline: |
- A discussion of High Potential definitions and identification criteria.
- A review of talent assessment methods that can be used for career development for leaders at all levels in the organization.
- Discuss the tools and methodology used to review and identify High Potential leadership in the organization.
- Discussion of the question – “High Potential Identification: Is it an Art or a Science?”
- Explore with your peers the controversial decision whether to notify High Potentials that they have been selected for a development program.
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Session 4: Review Meetings – Preparing and Facilitating the Process
| Outline: |
- Discussion of the purpose, content, and facilitation process of a Talent Review meeting.
- Discuss the importance of collaboration with multiple HR partners before, during, and after the Talent Review meeting.
- Learn facilitation tips and ideas for leading Talent Review meetings, to discuss the strengths, development needs, vacancy risk, etc. of your leadership talent.
- Review ideas for maximizing the effectiveness of a Talent Review meeting through preparation, such as ground rules for the meeting, timing the meeting effectively, and clarifying the roles of each participant.
- Discuss “Commonly Asked Questions” about Talent Review meetings – how to time the length of the meeting, how to record notes during the meeting, what type of questioning techniques can facilitators use during the meeting, etc.
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| Postwork: |
Create a Talent Review meeting Agenda and Ground Rules for your own organization. |
Session 5: After the Talent Review – Follow Up and Measurement
| Outline: |
- Discussion of the roles of each HR partner and business leaders in the talent management process following the Talent Review meeting.
- Review the information each population “needs to know” following the talent meeting.
- Understanding the purpose and content of a Post-Talent Review meeting, and presentation of talent results and recommendations to executives.
- Ideas for accountability to assist with development follow-through during the year.
- Review of multiple talent management metrics that can be used to show the ROI and value of the program.
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| Postwork: |
Identify at least 5 metrics for your own organization’s talent management and succession planning program, and how / when you will obtain the data for these metrics. (Template to be provided.) |
- Develop a clear and consistent understanding of talent management and succession planning terms and concepts
- Understand how talent management and performance management are the same, and how they are different as an organizational strategy
- Be prepared to address questions and concerns that business leaders will pose to you as the Talent Management leader in your organization
- Learn the multiple “readiness factors” for an organization as they begin to either implement or enhance their current talent management and succession planning program and processes
- Identify your own company’s Drivers and Potential Challenges for implementing or enhancing a talent management and succession planning strategy
- Identify high potential identification criteria options for your own organization
- Identify succession planning goals and decision points for your own organization
- Understand the advantages and disadvantages of each choice regarding the “high potential notification” decision
- Understand the purpose, structure, and potential content for a Talent Review meeting
- Learn the advantages and disadvantages of the various “talent data gathering and storage” tools and system options
- Create a customized Talent Review meeting agenda and outline for your own organization
- Create a Metrics Plan to measure the success and the ROI of your talent management strategy
- Benchmark your talent management ideas and strategy with others who are participating in the virtual workshop
There are no formal prerequisites for this course. This session is recommended for internal talent leaders, training managers, department-of-one, organizational development professionals, and performance consultants. Some knowledge of organizational development and leadership development is helpful, but not required.
This workshop is designed for HR and OD/Training professionals who are responsible for the planning, implementation, and measurement of a talent management strategy, which may include high potential identification and development, succession planning, internal talent assessment and talent review meetings, and leadership development.
| Day 1: Tuesday, Sep. 09, 2008 (2 hours) |
11:00 am - 1:00 pm EST |
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| Day 2: Thursday, Sep. 11, 2008 (2 hours) |
11:00 am - 1:00 pm EST |
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| Day 3: Tuesday, Sep. 16, 2008 (2 hours) |
11:00 am - 1:00 pm EST |
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| Day 4: Thursday, Sep. 18, 2008 (2 hours) |
11:00 am - 1:00 pm EST |
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| Day 5: Tuesday, Sep. 23, 2008 (2 hours) |
11:00 am - 1:00 pm EST |
Each session (September
09-23, 2008) will be 2 hours long and start at 11:00am Eastern Time. There will be opportunities to ask questions during the sessions
as well as through the Training
Live & Online community discussion forum. All sessions times are
listed in Eastern
Time (EST, New York time).
For
times in other time zones, visit this link.
Live sessions will be recorded for those who wish to go back and review
or who must miss a live session.
Register for this certificate
program now to reserve a virtual seat. See below.
Fee:
Train as a Team and Save!
For questions on group discounts, call 888.222.9749
x81, or contact
us for details.
Register Now:
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