HR Domains (Career GPS): Learning and Talent Development; Employee Relations; Organization Design and Development; Leadership Development and Organizational Culture; HR Leadership
Talent Management leverages the capability and potential of employees to achieve organizational goals. Unfortunately, many Talent Management (TM) systems miss the strategic implications of implementation, or place the accountability for TM on HR without providing the authority, or marginalize the necessary role of line management.
Get the right perspective on talent management: strategy describes future structure; structure determines roles; roles must be filled with the right resources; right resources are identified and grown by your talent management process. As an HR professional in service to the line, you must know, understand and promote the connection between strategy and TM.
The connection is locked-in by recognizing that the accountability for talent management lies with the organization’s managers-once-removed (MoRs). From director level to the board, managers two levels above a role have the breadth of view to identify and mentor potential talent for both lateral and vertical movement. HR’s role is to support MoRs by providing process tools.
Learn how your department can help the line prepare for the future of your organization.
By the end of the workshop, participants will:
- Clearly understand the real role of HR in talent management
- Be able to apply the Balanced Model of Human Capability for talent management assessment
- Know the importance of organizational levelling and role complexity to talent strategy
- Understand the specific roles of managers and managers-once-removed in talent management
- Understand the processes to accelerate organization-wide talent management
- HR managers tasked to implement a talent management system
- HR managers who are not getting hoped-for traction with current talent management systems
- The workshop is particularly beneficial to primary HR managers in small- to medium-sized organizations.
- Content is directed at HR policy developers and decision makers
- Pre-session work, classroom instruction, homework, follow-up webinar
- Maximum class size of 12
- Pre-session work
- Prior to the workshop, attendees are asked to complete a worksheet identifying current talent management practices in the organization
- Instructor led and highly interactive
- Instruction, triads, class discussion, pairs discussion, exercises
- Action-learning will be used to explore, plan and practice the skills participants learn
- Using their organizations as a case study, participants, in discussion with the facilitator and their peers in the workshop, will develop a talent management framework
- At the conclusion of the workshop, participants will be assigned homework to be completed and submitted within 2 weeks
- Follow-up Webinar
- Two weeks following the workshop, and hour long webinar will be held for follow-up and Q&A
- Includes the program deck in notes pages, exercises, worksheets
- The talent management process, outlined and illustrated as a step-by-step aide memoire, is provided in a laminated card format
HRPA Forrest Workshops
Tony Welsh, VP Consulting and Design, Forrest & Company Limited
Tony Welsh, Vice-President, Consulting & Design, brings over 25 years of a wide variety of training, design and organizational development experience to Forrest & Company Limited. As Forrest specializes in customized solutions, Tony is invaluable to our organization with his genius of precisely matching the requirements of a client to the specifics of a program.
Tony led the design of Forrest’s Leadership Suite™ and Effective Thinking Suite™ program offerings. He recently completed ViewFinder2™, an improved and expanded version of Forrest’s multi-rater tool that assesses strengths and opportunities for development. Tony is an expert process facilitator and has delivered many of the Forrest programs. He is certified in Effective Intelligence™.
Tony recently retired from the Canadian Army Reserve at the rank of Lieutenant Colonel. Among other accomplishments during his years of service, he commanded Canada’s oldest airborne infantry regiment, the Queen’s Own Rifles of Canada.
Forrest & Company Limited is an organizational transformation firm. Since 1987, Forrest’s team of skilled consultants, facilitators, coaches, and designers have helped build the capabilities and effectiveness of more than 30,000 leaders and their organizations worldwide.
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