The practice of talent management is more important in today’s economy than it has ever been.Leaders are asked to do more with fewer resources. Seventy-five million Millennials are entering the workforce and they are changing jobs more frequently than previous generations. Organizations are experiencing for the first time in history four generations in the workforce and leaders are not prepared or trained to motivate, train, and develop an incredibly diverse workforce.   In the new millennium the only unique asset that many companies have to maintain a competitive edge is their people. In the global market place and every industry around the world the difference between success and failure is talent plain and simple.   Research data clearly supports that there is a direct relationship between executing superior talent practices and improved financial performance.This is a critical time for HR professionals to be open to change. The opportunities to make a difference and truly impact their organizations have never been greater.

Align your Human Capital Plan  with your Business Plan

·Getting leadership on board

·Building a business case for inclusion in the organizations strategic policy

·Workforce planning ·Building a road map for implementation

Plan

·Assessing organizational talent readiness and execution capability

·Identifying talent gaps ·Identifying mission critical positions

·Developing processes for succession planning and talent pipelines

·Developing your recruitment strategies and practices  

Talent Acquisition

·Selection tools and criteria ·Strengthening talent pools

 ·Mastering your recruitment strategies and practices

·Proactive recruiting practices  

Engage

·Building a strong employment brand ·Recognition and Reward Programs

·Utilizing data to analyze engagement

·Leveraging the Engagement value chain  

Develop

·The differences between training and development

·Using development to drive business objectives

·Building an effective development plan

·Career ladders and lattices

·Retain

·Holding leaders accountable for talent management

·Managing HIPO's and TOPO's

·Performance Management Best Practices

·Building pay-per-performance culture

· Reap benefits of strategic business driven HR practices

· Cut costs by connecting career pathing to your core business plan

· Boost retention & Lower turnaround rates of your workforce by appreciating your key talent

· Identify high-potential (HIPO) employees & top performers and recognize their crucial role for your work environment 

·Deploy a more strategic approach to talent management through motivating, developing employees

·Help your organization be prepared to take advantage of new opportunities when the economy rebounds  

·Take advantage of linking core talent management practices to performance and profitability

· Learn how investment in talent management distinguishes high performers from average performers