Description

Talent management in HR aims to ensure the sustainability of the effectiveness of employees in the company by allowing them to find themselves in the situation where they perform best. You will learn the different approaches to objectively assess potential and how to orchestrate their development and retention.

Who is this training for ?

For whom ?

HRD, RRH, Employment, Mobility, Careers managers, GPEC managers, managers.

Prerequisites

Knowledge of the basics of HRM.

Training objectives

Identify the issues and new practices around the development of talents and potential Provide a method and tools to objectify your decisions Prepare the next generation and ensure the growth and sustainability of the company

Training program

• Identify the strategic issues of the function
  • - Know how to anticipate strategic changes.
  • - Orient HR management towards strategic skills management.
  • - Position the HR function as a business partner.
• Distinguish the concepts associated with the notions of evaluation and potential
  • - Distinguish the concepts of resources, people and key skills, performance and potential.
  • - Know the different current practices in terms of identifying potential and talents.
  • - Practical work Sharing experience and debate on the advantages and disadvantages of different practices.
• Know how to identify strategic resources
  • - Build benchmarks and adapt them based on skills.
  • - Create a grid for identifying potential, high potential and talent.
• Organize the process: transversal management and communication
  • - Choose the internal communication and mobilization strategy.
  • - Involve managers in the HR development process.
  • - Practical work From strategic elements of a company, participants will identify the key resources.
• Lead the process: conduct the potential review
  • - Prepare the animation: who leads, what documents?
  • - Learn how to conduct a potential review.
  • - Identify the specific interview methods.
• Develop high potentials and attract talent
  • - Know the specificities of these profiles.
  • - Distinguish potential from high potential and talent.
  • - Build individualized career paths.
  • - Propose managerial follow-up and training plan.
  • - Capitalize and transfer knowledge.
  • - Practical work Participants will determine the stages, tools, actors, methods and calendar of a review of potential.
• Retain potential and talents
  • - Give visibility and perspective.
  • - Choose appropriate remuneration systems.
  • - Identify the motivations of young people at work.
  • - Promote diversity, non-discrimination, intergenerational management.
  • - Practical work Based on a given profile, participants will design ideal career paths.