Talent Management and Succession Planning

a two-day, intensive talent management program, emphasizing issues affecting leadership continuity in organizations

About This Program (CPE 5007)

This workshop provides an overview of key issues in talent management, emphasizing issues affecting leadership continuity of supervisors, managers, and executives.

Who Should Attend

This workshop is open to anyone who has interest in talent management and succession planning. That includes HR professionals, small business owners, general managers, and others.

You Can Learn To

• explain the business reasons why talent management and succession planning are so critically important even during tough economic times
• offer predictions on the future of talent management and succession planning in a difficult economy
• consider alternatives to talent management and succession planning—such as tapping retiree workforces, contingent talent, consultants, and others to “get the work done”
• define talent management and succession planning, distinguishing them from such other topics as replacement planning, workforce planning, and human capital management
• review steps in conducting fundamental replacement planning and explain how that differs from talent management and succession planning
• explain the relationship between talent management and succession planning programs and career planning and development programs
• summarize key steps in establishing a talent management program and the related steps in establishing a succession planning program
• examine the importance of clarifying the goals, roles, and accountabilities in talent management and succession planning programs
• define management competencies and describe how to identify and use competencies in a talent management and a succession planning program
• explain the role to be played by performance management in a talent management and a succession planning program
• explore key and creative issues in recruiting specialized talent
• align future management and technical/functional competencies with the organization’s business strategic objectives
• measure promotability (sometimes called potential) in objective ways
• summarize key steps in establishing effective developmental programs
• review best practices in retaining top talent
• evaluate the success of talent management and succession planning programs
• predict future challenges in talent management—and how to meet those challenges

Outline

Day 1

• Session 1: Why Are Talent Management (TM) and Succession Planning (SP) Important Even in Difficult Economic Times? How Are Key Terms Defined? How Does Replacement Planning Differ from TM and SP?
• Session 2: Models to Guide TM and SP and How the Models Are Applied
• Session 3: Competency Modeling for Managers and Leaders

Day 2

• Session 4: Recruiting and Selecting Talented People
• Session 5: Developing Talented People
• Session 6: Retaining Talented People

Cancellation information