Talent Management & Succession Planning Masterclass

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1 Talent Management & Succession Planning Masterclass The Capital 20 West Hotel, Johannesburg, South Africa March 2015 WHAT YOU WILL ACHIEVE: Increase your working knowledge and your ability to manage talent and performance. Learn specifically what you can do to affect and impact the performance of your people. Raise your individual skills in managing talent and performance of your employees. Maximize your ability to get the right people in the right jobs and doing the right things. Align your people effectively with your organizations strategic goals and objectives. Motivate and inspire employees to raise the bar and open up to more of their potential. Increase your ability to identify and solve talent management issues and challenges. Who should attend? Managers and leaders who manage others and who want to increase their ability to manage talent and performance within their organizations. Tel: Website:

2 Introduction: Organizations that capture, harness, and develop their human capital will flourish and succeed over the long term. Your organization s success is determined by the performance of your people. Successful organizations are those that have an all-encompassing approach to talent and performance management who are able to link tools, systems, people and processes together to motivate employees to work at their peak, keep them aligned with the culture and corporate objectives, and build future leaders throughout the enterprise. The focus of this course is to help you develop a greater capacity and a comprehensive approach to managing talent and performance. You will learn the tools, strategies, and best practices to effectively manage your most important resource s, your people. Increasingly, the one true competitive advantage an organization possesses is its ability to manage its pool of talent. This course will help you broaden your knowledge in the wide-sweeping area of talent and performance management. We will focus on what it takes to achieve your goals by getting the right people in the right jobs doing the right things. Key components of the talent and performance management process will be introduced and explored. You will return to work with the knowledge of the entire Talent Management processes, tools, systems, and strategies needed to drive your organization forward as well as developing specific skills to guide and support employee performance. Benefits of the workshop to staff participants: After completion of this workshop, the society staff participants will be able to: Design, tailor and effectively conduct a Talent and Succession Management System for your organization Design and Implement a Leadership Development System to support the Talent and Succession Management System Base discussions about performance and work habits on behavior rather than personalities and attitudes Understand the Parameters of a Well-Designed Succession Planning Programme Be able to identify high potential employees and differentiate between high potential and promotable Know how to conduct a meaningful talent review meeting between leaders of the organisation Develop a six-step process to ensure successful development and execution of a succession plan specific to your organisation s needs

3 DAY 1 ALIGNING TALENT WITH BUSINESS OBJECTIVES Alignment of talent management efforts to your institution s business objectives is one of the key factors in the success of any talent management strategy. The goal of a high performing talent management strategy is to make sure your company has the right people in the right seats at the right time to effectively meet business objectives. Proper alignment is created through: Open communication & support from senior and business unit leaders about business objectives Creating a holistic approach to hiring, retaining, and developing your employees Creating processes and tools to hire the "right" employees for your organization Understanding & building an effective employee culture Aligning incentives & benefits to the company's culture and business objectives Growing and developing your leaders & creating an effective succession strategy TALENT MANAGEMENT POLICIES AND ALIGNING THEM WITH VISION, MISSION OF THE ORGANIZATION How to develop a strategy to determine what the organisation needs to meet the current and future demands of the business plan How to establish processes to measure competence required and available How to create a range of developmental tools and processes to provide tailored approaches depending on the individual needs of employees How to identify ways to obtain and retain those who are critical to the success of the organization How to establish suitable approaches to deal with those who no longer fit organisation requirements How to identify posts that are critical to success and how best to satisfy future requirements How to develop strategies to determine the optimum mix of internal and external recruitment TALENT REVIEW AND PLANNING PROCESSES How to identify and review what talent does to the organisation value How to develop an inventory of possible development actions, including feedback, stretch assignments, and training. Managers are encouraged to follow up with development discussions, and then reconvene to refine development strategies What talent does the organisation already have? Defining high performing talent; roles and responsibilities How to use learning and development intervention to develop and manage talents How to keep track of talent

4 DAY 2 TALENT REVIEW PROCESS: IDENTIFYING TALENT POOL AND HOW TO ALIGN YOUR WORKFORCE PLANNING PROCESS WITH YOUR OVERALL OPERATIONAL STRATEGY How to identify critical workforce segments and forecast the future workforce How to implement attraction and retention initiatives and track appropriate workforce metrics How to communicate and measure the business value of talent and succession management to business leaders effectively Practice preparing for Talent Review meetings, how to explain the 9-Box Chart, how to make Talent Review development recommendations, etc. Practice calibration discussions regarding performance ratings and potential ratings How to plan and facilitate Talent Review Meetings How to review high potential leadership strategy, options, criteria, and assessment tools How to review succession strategy, options, successor identification tools and development How to increase accountability, validity and results from your Talent Review-Succession processes ACQUIRING AND DEVELOPING TALENTS WITHIN THE ORGANIZATION SETUP How to acquire and develop Talents within the organizational setup How to create an organizational talent management development programme How to identify talent derailers and how to keep talent on track How to identify the core talent within the organization Career coaching Identifying mentors and working with them to develop your top talent How to assess potential in growth and in decline How to assess competence from achievements RETAINING, DESIGNING AND IMPLEMENTING AN EFFECTIVE RETENTION PLAN Why carry a retention audit Retention as a strategic issue Approaching Retention Audit Workforce Segmentation - the best practice approach Components of an effective retention strategy Features of an innovative retention plan Conducting a human capital analysis Filling gaps in the organisation s inventory Measuring employee performance and satisfaction How to turn talent loss to your advantage Value of exit interviews and surveys and how to use the exit interview

5 DAY 3 ESTABLISHING A TALENT MANAGEMENT PROGRAM AND THE RELATED STEPS IN ESTABLISHING A SUCCESSION PLANNING PROGRAM Execute forecasting for Talent Driven Succession Planning Drive a competency based HR mould at your organisation that helps to select, recruit and develop talent including succession planning Delve into best practices of identifying, grooming and retaining talent How to create a company culture that increases employee motivation and retention How to terminate talents without the organization getting hurt How to create a talent culture succession programme in your organisation Implementing a Comprehensive Talent Driven Succession Planning Programme SUCCESSION PLANNING: AN OVERVIEW OF ITS IMPORTANCE, FUNCTION AND METHODOLOGY Develop your ability to bring engagement and support succession planning to your organisation Gain a better understanding of identifying potential and the processes to effectively support succession planning and talent management Identify appropriate development interventions for your organisation s succession planning initiative Develop your skills and knowledge to manage individual s expectations and aspirations of the succession pool IMPLEMENTING A SUCCESSION MANAGEMENT STRATEGY How to identify which positions are most critical to include in a succession plan Teamwork for identifying those performers within an organization who are most likely and able to fill those roles Understanding the goals and aspirations of employees, and any development plans they are currently working on or positions to which they aspire How to articulate Roles for Succession Management by determining the key leaders in the company who will drive the succession management plan forward each step of the way How to identify Key and Critical Positions that focuses on both professional and management roles (best-practice companies need to have succession programs for all company leaders, whether senior engineers, line managers or executives) How to assess High Potentials How to conduct talent Calibration Defining Action Plans Learn how other organisations have successfully implemented succession planning that made a difference

6 DAY 4 BEST PRACTICES IN TALENT REVIEW, SUCCESSION PLANNING AND MANAGEMENT How to document Competence and Create and Sustain Rewards for Developing People Develop clear job descriptions so you know the skills, abilities, and experience needed from a new employee How to select appropriate employees who have superior potential and fit your organization s culture, with an appropriate selection process How to negotiate requirements and accomplishment-based performance standards, outcomes, and measures within a performance development planning system How to provide effective employee on boarding and ongoing training and development opportunities that reflect both the employee s and the organization s needs How to provide on-going coaching, mentoring, and feedback so the employee feels valued and important How to conduct quarterly performance development planning discussions that focus on the employee s interests for career development How to design effective compensation and recognition systems that reward people for their contributions How to provide promotional and career development opportunities for employees within a system that includes career paths, succession planning, and on-the-job training opportunities How to identify Key and Critical Positions that focuses on both professional and management roles (best-practice companies need to have succession programs for all company leaders, whether senior engineers, line managers or executives) How to assess High Potentials How to conduct talent Calibration Defining Action Plans DAILY PROGRAMME 0800h Arrival and Registration 0830h Start of Programme 1000h Refreshments Break 1030h Start of Mid-Morning Session 1300h Lunch Break 1400h Start of Afternoon Session 1500h Afternoon Break 1515h Afternoon Session 1630h End of day

7 Talent Management & Succession Planning Masterclass The Capital 20 West Hotel, Johannesburg, South Africa March 2015 REGISTRATION FORM Delegate Information Mr/Mrs/Ms/Dr/Prof... Mr/Mrs/Ms/Dr/Prof... Position Position Telephone.....Telephone Mr/Mrs/Ms/Dr/Prof..Mr/Mrs/Ms/Dr/Prof.... Position Position.... Telephone......Telephone Organisation Authorised by... Position... Signature... VAT Number... Postal Address... Physical Address... Option 1: USD 3,195 per delegate (includes 5 nights bed & breakfast, airport shuttle, training material, lunch and limited refreshments) Option 2: USD 2,200 per delegate (includes training material, lunch and limited refreshments) Payments: Electronic Transfer: Daniel Richcorns Pty, Acc. No , First National Bank Clearwater Mall Branch, Code: , Swift Code: FIRNZAJJ This program can be exclusively presented for your organisation at the location of your choice anywhere in the world. For further information quotation please contact us at If you are interested in sponsoring this event, please contact us to discuss the various sponsorship opportunities that are available. You may reach us at TERMS & CONDITIONS Payment Terms: Admission to the event is dependent on the completion of full payment which must be completed 5 working days upon the return of a signed registration form. Delegate Cancellations: Cancellations must be received by in writing to the attention of the Customer Service Manager. Cancellations received in writing more than 15 working days prior to the event being held will attract a 50% cancellation fee. Should cancellations be received between 15 working days and the date of the event, the conference fee is payable and non-refundable. Any cancellation received less than 15 working days before the event start-date do not entitle the delegate to a refund or credit note and the full fee must be paid. Non-payment and non attendance does not constitute cancellation. No shows will be charged the full registration fee. Cash alternatives will not be offered, however, substitutes at no extra charge are welcome. Non attendance without notification is treated as cancellation with no entitlement to any refund or credit. Event Changes: For reasons beyond our control, the timing, content and speakers of an event may be altered. In the event that our event is postponed or cancelled, delegate payments will be credited to any future Daniel Richcorns event (such credit is available for a year). No cash refunds are available for cancellations or postponements. Indemnity: Should for any reason outside the control of Daniel Richcorns, the speakers or venue change, or the event be cancelled due to extreme weather conditions, an act of terrorism, industrial action, Daniel Richcorns shall endeavour to reschedule but the client hereby indemnifies and holds Daniel Richcorns harmless from any costs, damages, and expenses including attorney fees, which are incurred by the client. Tel: Website:

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