Talent Management (London)

Course Contents, Concepts and Issues:

• Defining talent: An organisational perspective
• The importance of talent management to organisational survival
• The organisational level that should be concerned with talent management
• Role identification for talent management
• Psychological contract in talent management

• Defining head hunting
• Sources for head hunting
• Internally driven head hunting
• Internally managed head hunting
• Out sourcing head hunting
• The role of head hunting agencies
• The behaviour of head hunting agencies
• Cost comparison of internal and external sourcing of head hunting
• Valuing human capital

• Talent relationship management
• Talent and executive development
• Approaches to talent management
• Key success factors in talent management
• Employee Retention
• Career management:
• Career theory,
• Career development, management
• Management and succession planning
• Management succession charts
• Psychometric testing
• The psychological contract and the impact on employee retention

• High performance teams as autonomous work teams
• Self directed work teams as self managed teams
• Enhancing the contribution of high performance teams
• Averting Risky Shift in high performance teams
• Providing autonomy to high performance teams
• Delivering assignment at ‘loading level’ in the scheduling sequence
• Providing a support mechanism to high performance teams
• Dealing with decision repercussions of high performance teams
• Taking an internal customer relations stance in managing high performance teams
• Providing appropriate intrinsic and extrinsic incentives to enhance and sustain motivation
• Providing high performance teams with an understanding of team dynamics
• Helping high performance teams to understand their roles
• Provide decision support for high performance teams
• Developing the interpersonal skills of high performance teams
• Enhancing the problem solving capacity of high performance teams
• Providing an understanding of role relationships
• Improving communication and effective oral- visual presentations
• Enhancing competence level of high performance teams
• Developing expertise in meeting management
• Providing members with the expertise to address mutual conflict resolution
• Monitor, unhinderingly, the output of high performance teams
• Relaxing managerial presents, without losing control
• Influencing high performance teams

• Pragmatising equity
• Equity as fairness
• Equity as inequality
• Integrating remuneration system that rewards talent
• Performance Related Pay
• Systemising performance related pay
• Productivity bonuses as performance related pay
• Creating equity in team reward schemes
• Reward performance without disincentivising low achievers
• Consolidating reward structure and pay scales