Measure the effect of talent management strategy on retention, performance and engagement.
Building Corporate Talent Management Strategies
A senior-level treatment of talent management strategy, focused on what changes outcomes.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on talent management strategy is abundant; insight about it is not. Most disputes about this part of people management and development begin as a conversation that was handled badly. Cases are chosen to expose the trade-offs in the practice within people management and development rather than to illustrate ideal conditions. Organisations that document talent management strategy properly resolve disputes about it far more quickly. The level assumes working familiarity with the workforce but no prior formal training in this strand of people management and development. The programme takes participants through the people management and development capability end to end, from framing the problem to closing it out. What blocks progress on talent management strategy is usually unclear ownership rather than unclear intent. Participants gain a realistic view of what the practice within people management and development costs and what it returns. The closing exercise tests whether the participant's plan for this part of people management and development survives a hostile question.
Expected Learning Outcomes
Plan the handover of talent management strategy so that capability is not lost when key staff move on.
Reduce avoidable variation in how talent management strategy is carried out across teams.
Review talent management strategy annually against what actually happened, not what was intended.
Diagnose whether a problem in talent management strategy is one of design, resourcing or discipline.
Design the communication that makes talent management strategy understood rather than merely announced.
Structure records relating to talent management strategy so they satisfy legal and privacy obligations.
Who Should Attend
Human resources managers and business partners responsible for talent management strategy.
Internal communications staff explaining talent management strategy to the workforce.
Project and programme managers whose delivery depends on talent management strategy.
Public sector personnel officers applying talent management strategy within regulation.
Anyone whose accountability for talent management strategy exceeds their current formal training in it.
Employee relations specialists handling cases arising from talent management strategy.
Course Modules
Talent management strategy: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1The exception to talent management strategy that sets the precedent
- Estimate the cost of talent management strategy and the cost of leaving it unchanged.
- Prepare the summary of talent management strategy that senior management will read.
- Identify the data the organisation already holds that bears on talent management strategy.
- Check that records of talent management strategy answer the questions likely to be asked.
Session 2The conversation about talent management strategy managers most often avoid
- Build the competence framework that supports talent management strategy.
- Agree the smallest change to talent management strategy that would be visibly useful.
- Arrange the handover of talent management strategy so capability survives staff changes.
- Set out the decisions in talent management strategy that require sign-off and by whom.
Talent management strategy: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Explaining talent management strategy so people believe it
- Review talent management strategy for unintended equity effects across groups.
- Check that talent management strategy complies with current labour regulation in every location.
- Anticipate the objections talent management strategy will raise and prepare the answers.
- Measure the effect of talent management strategy on retention and performance, not activity.
Session 2What your existing data already says about talent management strategy
- Confirm that contractual obligations around talent management strategy are understood.
- Plan succession for roles most exposed to talent management strategy.
- Confirm records relating to talent management strategy meet retention and privacy rules.
- Record the rationale for each significant choice made about talent management strategy.
Talent management strategy: communication and employee understanding
2 sessions · 8 pointsSession 1What to measure in talent management strategy and what to ignore
- Reduce the variation in how talent management strategy is carried out between teams.
- Rehearse the briefing on talent management strategy that would follow an incident.
- Build the appeals route for talent management strategy and publish it.
- Map the handovers in talent management strategy between functions and secure them.
Session 2The cost of talent management strategy and how to present it
- Write down the assumptions underpinning the approach to talent management strategy.
- Benchmark the organisation's talent management strategy against comparable operations.
- Test the policy on talent management strategy against three real cases from the past year.
- Agree what will be standardised in talent management strategy and what will not.
Talent management strategy: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1The hard cases in talent management strategy and how to reason about them
- Pilot changes to talent management strategy in one area before wider rollout.
- Train line managers on talent management strategy rather than handling every case centrally.
- Script the difficult conversation talent management strategy requires and rehearse it.
- Define who decides on talent management strategy and who may only recommend.
Session 2Writing a policy on talent management strategy a line manager can actually use
- Set the consistency check that catches uneven application of talent management strategy.
- Design the communication for talent management strategy around the questions people will actually ask.
- Decide what will be stopped to create capacity for talent management strategy.
- Compare intended and actual outcomes of talent management strategy honestly.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.