professional development courses


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Effective Talent Pipelines and Succession Planning

Failing to plan is planning to fail. The recent economic crisis must surely confirm this adage and little is more important to survival than having the right people, in the right job, at the right time. However, it’s all too easy to fall victim to a vicious circle where the lack of talent prevents corporate growth, this creates short-term financial and performance issues, which in turn force executives to focus even more on the short-term, instead of strategic issues. What is required to break this vicious circle is a cost efficient, flexible and effective process for talent and succession planning. Pipeline models are becoming increasingly popular and place a completely new perspective on talent management and succession planning. The concept recognises that different levels of the organisation make distinctly different contributions. Many competency models give the impression that senior jobs are merely bigger and more highly paid versions of junior jobs. In reality these individuals are doing different things. For example, an executive’s job in a competitive world is to develop successful strategies that survive. Middle managers should be focusing on enhancing current performance and team leaders, on allocating tasks and managing people in day-to-day interactions. Because people do different things, they need different sets of knowledge and skills. Pipeline models focus on the businesses core tasks and what people should be doing to achieve them. This represents a fundamental change. for example, a poor performer might be someone who has good skills, but is simply prioritising the wrong tasks. Because the pipeline principal focuses on doing the most important tasks, it is owned by business leaders, not Hr and is simpler, easier and cheaper to generate and update.

Turning 'Theory' into 'Practice'?

This programme will combine an overview of the ingredients required to implement a successful Talent Pipelines and Succession Planning strategy and enhance the skills required to implement this approach.

Who should attend?

• Senior Business Strategists, CEOs/Chief Talent Management Officers • Senior HR/Business leaders, looking to successfully champion /lead the implementation of a successful Talent Pipeline / Succession Planning regime • Executives, Business Unit Managers • Human Resource generalists and Employee Training and Development professionals

Key areas to be covered in the programme and documentation

Develop a Talent Pipeline Strategy
• Understanding a talent pipeline strategy
• Internal and external talent and succession pipelines can achieve extensive savings on recruitment costs – a real ROI
• Building the business case for inclusion in the organisation’s strategic policy
• Winning top management support
• Global and cross cultural implications for talent and succession planning
• Building a road map for implementation

Succession Planning
• Developing processes for succession planning and talent pipelines
• Where to focus on succession planning
• Compile organisation replacement models and tracking activities
• Develop processes for monitoring and maintaining replacement charts and talent pool membership
• What are the necessary metrics requirements for succession planning? e.g. demographics, candidate readiness, proficiency

Analysis
• What should executives, managers and team leaders be doing? – identifying critical tasks
• What should their priorities be and where should they be giving their time?
• Identifying critical and key technical positions
• Identify key capabilities needed to execute core tasks
• Identify ‘emerging Talent’ – the people who will fill the ‘critical positions’
• Identifying your culture to ensure a good cultural fit – ‘What keeps people here?’ and ‘Why are they leaving?’
• Locate gaps between current and desired states

Selection
• The role of psychometric instruments and 360° feedback
• Why performance appraisal reports are not a good method for selection
• The most successful method for identifying talent
• Assessment centres
• Creating talent pools
• Career Plans
• Unintentional bias can creep into any process – how is it affecting yours?
• Re-selection & de-selection

Development
• Recent global research of 4,700 executives identified improving leadership development as second most important future people challenge – only second to the global sourcing of talent
• Even talented people need development
• Emotional intelligence is by far the greatest predictor of talent – learn of new and revolutionary ways to develop emotional intelligence
• Mentoring & coaching
• Cross functional and multi-cultural experience
• Leadership development, functional and technical capabilities

Evaluate
• Developing metrics
• Measure the effectiveness of the talent pipeline and succession planning
• Monitoring diversity
• Build your talent and succession scorecard

Benefits to you

• Learn how to develop a new generation of leaders who will drive your business performance
• Understand Talent pipelines and succession planning and how to effectively implement them in your company for maximum returns
• Utilise tools to win the war for talent
• Gain an insight of the employee development and planning requirements necessary to effectively monitor and build the talent pool in your organisation
• Practice talent pipeline and succession planning skills and gain confidence in using processes that can be carried back to the workplace

Companies already benefiting include:

Duration of Course

2 Day Course

Course details

This course is currently only available as an in-house option. For more information, and a quote, contact our team on +44 (0)20 3002 3057, or by email at ProfessionalTraining@iihc.org

Looking to train larger teams in this subject?

dzingim@marcusevansuk.comTailored in-house/in-company training courses and bespoke strategy workshops designed and delivered on-site throughout Europe according to your specific requirements.

All management, personal development and project management public courses featured in our Course Directory are also delivered on an In-Company basis.

Click Here for information on how this course can be delivered for you as an In-Company Training Solution

 


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Further information

UK Enquiries: +44 (0) 203 002 3057
or dzingim@marcusevansuk.com

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or training@marcusevanscz.com

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dzingim@marcusevansuk.com - Marketing Manager EMEA - Professional Training


UK Enquiries: +44 (0)20 7647 2383 : salesenquiries@marcusevansuk.com
European Enquiries: +420 (0)2 5570 7246 : training@marcusevanscz.com

Testimonials

"This course will allow my company to develop its existing strategies to a much greater and hopefully profitable level."

Managing Director, Tarmac