Talent & Succession Management Masterclass

DAY 1 - The strategic decisions needed for talent management

• Introductions and Masterclass Objectives

• The business case for talent management

• The strategic focus needed to create the environment for talent management

• The new (2008) talent pipeline model

• Does the current Vision and mission statement attract winners or losers? Team exercise

• Getting the balance right - stickers, talent development, and leavers

• The talent cycle from strategy to organizational improvement

• Review of Day 1

DAY 2 - The key mechanisms to make talent thrive

• Systems needed - Pay, rewards and bonus systems - Sysco case study and DVD

• Key features that attract talent, more than money

• The need to start at the top - a top-down approach

• Finding internal talent pools

• Differentiation - an essential element. The 70-20-10 principal explained

• Structure for maximum efficiency

• Pay and rewards for talented, average and poor performers

• Review of Day 2

DAY 3 - What do talent powerhouses look like?

• Leadership, not management gets the best from talent

• DVD Johnsonville Foods - by Tom Peters. Group discussion

• What company has been voted America’s most popular place to work five years in succession? DVD and case study (and it’s not Google)

• An examination of what Google does differently - case study

• So what about more average companies - group work and case studies (Toshiba and Range Rover)

• Review of Day 3

DAY 4 - The practice of getting, developing and benefiting from our talent management process

• Advertising techniques to attract the best

• Appropriate screening processes - testing - personality profiling, assessment centers, and how the traditional interview needs to change its focus. This session will be reinforced with practical examples of what to look for and the tools needed
  Techniques for talent management training and development - use of learning agreements

• The key reason for losing talent - DVD and case studies

• Review of Day 4

DAY 5 - Succession Planning - 3 new approaches

• Why performance appraisal reports are not a good method for selection

• First approach - the talent pool method - case study

• The second approach - the individual selection approach

• Third method - external recruitment and headhunting

• Review of Day 5