Public Schedule Face-to-Face & Online Instructor-Led Training - View dates & book

Instructor-led training -

Managing TalentManaging Talent

Face to face / Online public schedule & onsite training. Restaurant lunch included at STL venues.

From £495 List price £650

People are an organisation's most valuable asset. Failing to retain or recruit the greatest talent, is likely to have a negative impact on a business's sustainability and growth. Conversely, effectively managing the business's diverse talent can have an untold positive impact on a business's productivity and growth. But how do you manage that talent once on board? This course aims to show you how.

Who is this course for?

This course is aimed at experienced HR professionals including Strategic Business Partners, HR Leaders, Managers, and Advisors.

Benefits

During this course you will:

  • develop general understanding of the talent management process
  • examine key strategies to identify and improve your high potential employees
  • consider how to plan an effective succession strategy

Course Syllabus

Talent Management

What is Talent Management?
Identifying talent within your organisation
The difference between talent management and succession planning

The Talent Management Process

Developing a talent management strategy
Talent planning
Performance management
Career management

Succession Planning

What is succession planning?
Talent on demand
Creating Your High Potential Talent Pool
Conducting an Effective Talent Gap Analysis
Getting this talent working together

"What do I get on the day?"

Arguably, the most experienced and highest motivated trainers.

Face-to-face training

lunch

Training is held in our modern, comfortable, air-conditioned suites.

Lunch, breaks and timing

A hot lunch is provided at local restaurants near our venues:

  • Bloomsbury
  • Limehouse

Courses start at 9:30am.

Please aim to be with us for 9:15am.

Browse the sample menus and view joining information (how to get to our venues).

Refreshments

Available throughout the day:

  • Hot beverages
  • Clean, filtered water
  • Biscuits

Online training

online training (virtual)

Regular breaks throughout the day.

Learning tools

in-course handbook

In-course handbook

Contains unit objectives, exercises and space to write notes

24 months access to trainers

Your questions answered on our support forum.

What to expect when training

Training Formats & Services

  • On a public schedule at one of our
    London training venues.
  • On-site at your company office UK wide
  • Near-site, at a location close to you
  • Tailored courses to your requirements
  • Productivity Training Programs
  • Consultancy
  • Bespoke one-to-one
  • Rollout
  • TNA
  • Upgrade
  • Case studies

Public schedule dates

Next date Location Price
Wed 24 DecBloomsbury £495
Fri 2 JanOnline£495
Fri 23 JanBloomsbury £495
Mon 2 FebOnline£495
Mon 23 FebLimehouse £495
Wed 4 MarOnline£495

And 24 more dates...

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Training manual sample

Below are some extracts from our Managing Talent manual.

Managing Talent

Talent Management: Unleashing Potential

What Is Talent Management?

Talent management is the strategic process through which organizations attract, retain, develop, and engage high-performing employees. It encompasses a range of HR practices aimed at optimizing employee performance and driving organizational success. Key components include:

  1. Attracting Talent:
    • Effective recruitment and onboarding processes to bring in skilled individuals.
    • Aligning talent acquisition with business needs and culture.
  2. Developing Talent:
    • Continuous learning and skill development.
    • Leadership programs, coaching, and mentoring.
  3. Engaging Talent:
    • Creating a positive work environment.
    • Recognizing and rewarding achievements.
  4. Retaining Talent:
    • Strategies to reduce turnover and enhance employee satisfaction.

Identifying Talent Within Your Organization

Identifying talent involves recognizing individuals with exceptional skills, potential, and alignment with organizational goals. Here’s how to do it effectively:

  1. Workforce Analysis:
    • Use data analytics to evaluate existing workforce performance.
    • Identify skills gaps and areas for development.
  2. High-Potential Identification:
    • Spot employees who consistently excel and demonstrate leadership potential.
    • Consider performance, adaptability, and growth mindset.
  3. Succession Planning:
    • Anticipate key role transitions and develop successors.
    • Ensure a smooth handover when employees leave or move within the organization.

Talent Management vs. Succession Planning

  • Talent Management:
    • Holistic approach covering recruitment, development, engagement, and retention.
    • Focuses on all employees, not just top leadership.
    • Enhances overall organizational capability.
  • Succession Planning:
    • Specific to critical roles (often leadership positions).
    • Identifies and prepares successors for key positions.
    • Ensures continuity and minimizes disruptions.

 

Developing a Talent Management Strategy

Creating an effective talent management strategy involves several key steps. Let’s explore them:

  1. Identify Strategic Priorities:
  2. Review Your Employee Life Cycle:
  3. Connect Talent Management Practices to Strategic Priorities:
  4. Refine Key HR Processes & Workflows:
  5. Determine Roles and Responsibilities:
  6. Integrate Training and Development:
  7. Consider Inclusiveness in Your Strategy:
  8. Measure Strategy Effectiveness with Metrics:

Talent Planning

Talent planning is about strategically identifying future talent needs and developing plans to meet those needs effectively. Key steps include:

  1. Workforce Analysis:

Performance Management

Performance management is an ongoing process that ensures employees understand their roles, receive feedback, and have the support needed to achieve goals. Key aspects:

  1. Setting Clear Expectations:
    • Define job responsibilities and performance standards.
    • Align individual objectives with team and organizational goals.
  2. Ongoing Feedback:
    • Regularly provide constructive feedback to employees.
    • Encourage growth, self-correction, and skill development.
  3. Evaluation and Appraisal:

Career Management

Career management involves planning your professional development. Steps to create a career management plan:

  1. Evaluate Personal Goals:
    • Consider short-term and long-term aspirations.
    • Set SMART goals (specific, measurable, achievable, relevant, time-bound).
  2. Craft a Strategy:
    • Break down goals into actionable steps.
    • Research your chosen field and understand the path to your desired career.

 

Succession Planning

Succession planning refers to a strategic process that organizations use to identify and prepare individuals to take over key leadership roles when current leaders

 

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