Devising Effective Strategies for Recruiting, Assessing, Developing, and Retaining Your Talent Pool
In the years to come, the demand for smart, technologically savvy, and globally astute business people will outstrip the supply. At the same time, an aging population of Baby Boomers and the tendency for Generations X and Y to frequently change jobs make it increasingly difficult to attract and retain skilled leaders and knowledge workers. Not only will organizations need to become better equipped to recruit skilled talent, but they will also be challenged to retain them.
Talent management is a top concern among HR professionals, yet research shows that only five percent of organizations are confident that they have a clear talent management strategy and operational procedures in place. An effective talent management strategy, however, is essential: it enables you to identify the right mix of individuals required to fulfill corporate strategic objectives, plug identified gaps in your workforce plan, and keep the pipeline filled with skilled and motivated workers who are aligned with corporate goals. This new program from Canada’s people management development specialists will give you a roadmap for building an effective talent management strategy that will turn a potential vulnerability into a competitive edge.
a) Establishing a Foundation for Planning
Your first step in crafting a talent management strategy is to plan for your needs and assemble key information. Learn to identify the critical roles required to support strategic objectives and how to conduct a talent review that accurately assesses the performance and potential of current staff.
In this opening module, you also learn how to:
- Use the 9-Box Framework to guide a leadership discussion that will calibrate talent
- Determine how open and transparent to be in communicating assessment of high-potential staff
- Conduct a gap analysis to determine critical areas that are vulnerable
- Explore strategies to fill gaps
b) Making an Honest Assessment of Your Organization's Value
In this section, discuss the importance of an employer brand; what is it made of and how is it perceived internally and by prospective employees?
- Examine your internal value proposition for employees, and see how it stacks up
- Consider the most effective strategies to attract your target market
- Identify best practices for selecting talent that aligns with your strategic needs and organizational culture
c) Developing Your Bench Strength
The first place to look for a solution to your talent shortfall is in your own house. Learn how well your organization is developing its own employees. Explore the best practices in formulating development plans that yield real and effective results.
- Understand the role of 360-degree feedback to inform development plans
- Discuss the use of action learning strategies
- Examine special considerations when creating development plans for high potential employees
d) Engaging and Retaining Employees
How well does your organization perform in employee engagement surveys? Is your turnover rate over the past few years going up or down? Chances are, there is always more your organization can do to engage and retain your most valuable and irreplaceable employees. In this module, we explore the options you need to consider for your talent management strategy.
- Examine the role of career development in generating employee engagement and ensuring retention
- Understand the role that compensation and rewards play in engaging and retaining employees
- Explore the use of "stay interviews" to improve retention
e) Developing an Evaluation Platform
Your talent management strategy cannot be a seatof- the-pants affair. Rigour is the rule, and metrics will show how well the organization is doing and help win ongoing buy-in from senior management. In this module, we identify the essential HR metrics to use in order to monitor your progress and evaluate the success of your talent management strategy.
By the end of the week, you will be better positioned to:
- Understand what is required to align human resource strategy with strategic objectives of your business
- Identify the steps required to conduct an effective talent review of performance and potential
- Examine strategies to fill critical needs identified through a gap analysis
- Identify key requirements to attract and acquire skilled talent
- Explore best practices for developing talent
- Understand the key elements to engage and retain skilled resources
- Examine HR metrics and measures of success for your talent management strategy
- Acquire the skills and knowledge to build an effective talent management strategy for your own organization
- Internal resource and advocate for talent management
- Well-designed and coherent talent management strategy
- Wide-scale alignment of goals and actions
- Receive practical tools and approaches that are easy to take back to the workplace and implement at both the team and organizational levels
Human Resources and Organization Development professionals and internal consultants with a strategic mindset, who have a role in developing a talent management strategy
Diane Locke is a senior partner at a Toronto-based human resource management consultancy. She has more than 20 years of experience in the areas of executive assessment, leadership development and talent management, including both internal and external consulting roles. Diane is the lead facilitator for the Queen’s IRC Talent Management program.
Diane has worked with best in class organizations to design, develop and implement succession planning and talent management processes. She has been actively involved in the use of assessment tools and strategies to identify and develop high potential. She has provided training, coaching, and consulting services to a broad range of organizations in the public and...
Read the full bio for Diane Locke
*The roster of speakers is subject to change.
Sep 28-29, 2020 - Kingston
Queen's University IRC is proud to present this program at the Industrial Relations Centre, located in Executive House on the 3rd floor of 275 Ontario St. in Kingston. This beautiful waterfront location is the new home of the IRC and is a premium training facility. Located steps from Kingston’s historic City Hall and Confederation Basin, there are numerous restaurants, shops, and hotels in the immediate vicinity.
February 24-25, 2021 - Toronto
The program venue has not been finalized. Queen's IRC programs are usually held at a hotel. Please check back at a later date or contact Queen's IRC at 1-888-858-7838 for additional information.
How do I register for a program?
You can register online, call us toll-free at 1-888-858-7838, or email us at email@example.com. Once you register, we will send you a confirmation by email. Information about the program location, check-in time, and the agenda will follow.
How do I pay for the program?
If you are registering online, you may pay by Visa or MasterCard. You may also choose to be invoiced first, and pay by cheque (payable to Queen's University) or credit card. You may also wish to call us with your credit card number to make the payment.
If your organization is tax exempt, we will require a copy of your tax exemption certificate.
Do you offer discounts?
Yes. We offer an Early-Bird discount. If you register 60 days before the start of a program, you will save $300 on the tuition of four- and five-day programs, and $150 on two- and three-day programs.
If you register three people from the same organization in the same program at the same time, you will receive a 10% discount on program fees. If you register five or more people in the same program at the same time, you will receive a 20% discount.
If you know you will be pursuing a Queen's Certificate and would like to remit tuition in one payment before your first program, we offer a special fee with a considerable saving. Contact us at firstname.lastname@example.org for more information.
Please note that only one discount may be applied.
What is included in the registration fee?
Program fees include tuition, workbook materials, lunches, and some dinners. You are responsible for transportation, accommodation, and some meals.
Once I enroll in a program, may I cancel without penalty?
Substitutions are permitted with no penalty 8 days or more from the program start date.
Substitutions 7 days or less before the program start date will be subject to a $500 charge.
Transfers and cancellations are permitted with no penalty up to 15 days prior to the program start date.
Transfers and cancellations 14 days or less from the program start date will be subject to a 100% charge of the program fee.
Where does the program take place?
Our programs typically take place at a hotel. This information can be found in the tab above, called Venue and Accommodations.
I would like to make my travel plans. What are the start and end times for the program?
Talent Management starts at 8:30 a.m. on the first day. (Registration runs from 8:00 - 8:30 a.m.)
The program finishes at approximately 4:00 p.m. on the last day.
If I am working towards a Queen's IRC Certificate, which course should I take first?
You may take the programs in any order that reflects your learning needs at the time. Our certificates feature a core program or programs that introduce you to what we consider the core competencies of the field. The remaining programs offer a deeper exploration of each area. For this reason, we find that participants in the certificate stream benefit most by taking the foundational program first.
My level of expertise is above the foundational program for the certificate I am working on. Do I still need to take that program to earn a certificate?
Queen's IRC offers participants maximum flexibility to customize their individual training needs. Upon request, participants with advanced expertise may skip the foundational program, and choose another program from our entire program lineup, for credit towards a certificate. Participants must earn 12 credits to earn a certificate.
How long do I have to complete a certificate?
We attach no timeline for achieving your certificate. Once you have earned a credit, you have earned the credit. We do recommend, however, that participants complete their certificate within one to six years. Most people earn their certificates within three years.
What if I want to take one of your programs but do not want to pursue a certificate?
That's fine. All of our programs may be taken individually, and you can mix and match the courses in labour relations, human resources and organization development, depending on your learning needs. At the conclusion of each program, you are given a certificate of completion.
I have taken a custom program with the IRC. Will this count towards a certificate?
Yes. Participants who take an IRC custom program may also use their training days as credits towards a certificate.
If I have other questions, who may I speak with personally?
For a program registration query, please feel free to call us at 1-888-858-7838 or 613-533-6628. To reach the Director and staff members, consult our online directory. To reach one of our facilitators, please contact Stephanie Noel at 613-533-6000 ext. 77088 or email@example.com.