This course will provide an insight into how to measure and anticipate the return on investment in a succession planning initiative. It will provide a step by step "how to design" a program and link it with the business strategy, utilizing a needs analysis for both internal and external recruitment.
Metrics Efficiencies & Effectiveness
Professionals will learn how to analyse the departments efficiencies and the resultant impacts that drive achievement of strategies. They will be able to link evidence based data to business strategy and performance and learn how to analyse managerial analytics and put them into context in supporting the business goals.
Succession planning has a bias towards satisfying organisation requirements. There is an assumption that failing to satisfy the majority of requirements from internally developed personnel is unlikely to provide the optimally effective organisation. Succession planning is concerned with:
- Identifying posts that are critical to success and how best to satisfy future requirements
- Developing strategies to determine the optimum mix of internal and external recruitment.
This course is designed to develop a strategic mindset and incorporate routine strategic thinking into your decision making. The course includes scenario thinking as an approach for dealing with economic uncertainty and the importance of creating a number of plausible strategies to unfold within uncertain futures.
Primarily this course will be most useful to managerial functions involved in development and measurement of succession planning strategy and operational initiatives. However, it is also advantageous for managerial roles or functions that want to improve the understanding in the importance of having a succession planning strategy both internal and external. Participants will be provided tools and metrics to demonstrate outcomes to the business of the initiative.
Metrics and Succession Planning and Talent Development
- Understand the importance and potential uses of business metrics and the role Human Capital Analytics play in evaluating an organisation’s performance
- Develop the Managerial Workforce Analytics Model
- Determine what should be measured and how to benchmark it to evaluate whether strategies are helping the company deliver on goals
- Put data into context data and determine which analytic technique to utilize and their impact on the business
- Succession planning and the insights metrics give to the value of a great talent development program.
Talent Management – Acquisition and Succession Planning
A highly productive workforce is critical to an organisation’s success. This very compact course provides professionals with the basic and core understanding of the concepts and information to be able to understand a talent acquisition strategy that will ultimately attract qualiﬁed employees who have the key skills necessary to support the organisation in achieving its goals.
An effective talent acquisition strategy supports the organisation’s ability to attract and retain high-performing employees. This includes the creation of effective sourcing and recruitment approaches, determining how employment branding attracts and retains candidates, and understanding the connection between organizational and talent acquisition strategies.
This course touches upon the elements of Talent Acquisition and interviewing skills but focuses on Succession planning.
Talent management is the process by which an organisation identifies, manages and develops its people now and for the future. It is concerned with:
- Developing a strategy to determine what the organisation needs to meet the current and future demands of the business plan
- Establishing processes to measure competence – required and available
- Creating a range of developmental tools and processes to provide tailored approaches depending on the individual needs of employees
- Identifying ways to obtain and retain those who are critical to success
- Establishing suitable approaches to deal with those who no longer fit organisation requirements
- Practice interview skills
Understanding the organisation and The Succession Planning Relationship Objective: Relate the strategic planning process and the strategic plan to succession planning
- What is succession planning
- Trends in succession planning
- Becoming an employer of choice
- Resourcing strategies
- Dealing with those who hoard talent
- What a development plan looks like
- Development activities
- Creating your own talent management development program
- Talent derailers and how to keep talent on track
- Tough choices for tough times – identifying the core talent
- Tough choices for tough times – giving difficult messages
- Giving feedback (having constructive career conversations with people in the talent pool)
- Career coaching
- Identifying mentors and working with them to develop your top talent
- Talent self-development
- Managing talent
- Problems and concerns that must be addressed
- Rigour in performance management
- Outsourcing an activity to existing staff – moving into self-employment.
- Template for developing a business plan for an outsourced business
- Talent management for high flyers
- Retaining talent
- Managing retrenchment in general and specifically of your key talent
- Building engagement in low-morale situations
- Evaluating your success
- Training line managers as talent managers in coaching and interviewing skills
Strategy Design focusing on talent and succession planning
To develop the practical document used to capture all the resources, time lines and outcomes to have a successful succession planning role out.
Strategic design of succession planning for companies wanting to realise the fuller potential of their department and for aspiring managers wanting to explore their own practice and to increase the value they personally add to their organisation:
- Succession planning strategy, where to start?
- From `Here' to `There'
- The role of managers in developing an 'employee brand'. Alignment with business strategy
- Managers as the leader in change programs
- Brief look at Evidence-based Metric and Effectiveness and impact
- Strategic initiatives and 'preventative' action
- Personal qualities and attributes that make you strategic
- Relevance of being 'strategic'
Knowing the organisation and understanding the context:
- Getting to know the 'key players'
- Making a compelling argument
- Structuring the dept. function for success - how to make your Department 'fit for purpose'
There are no scheduled dates for this course. Fill out the form to check future dates or deliver the course in-house