Talent Management & Knowledge Retention Programme in Bangkok

Benefits of attending this comprehensive course will include:

* Understand the talent in your organisation, maintain their trust and keep them motivated in unstable periods
* Enhance performance, productivity and loyalty through an engaged workforce
* Develop an effective and up to date talent management strategy
* Discover the importance of the role of succession planning and why it is as critical now
* Leverage people and technology to achieve breakthroughs in your organisational performance
* Retain key talent to sustain growth and success in the marketplace
* Master the effectiveness of knowledge transfer and its role in talent management
* Benchmark your organisations’ processes against industry best practices to understand where you fit

Why should you attend?

Regardless of whether there is an economic downturn or not, managing the talent management process correctly is important. By reviewing rewards and compensation, ensuring that the right people are in place for succession planning, that top talent is retained, that the process is streamlined, accessible and easy to manage; businesses will have peace of mind that they have a strategy to ensure business success through both good and bad economic times.
Transfer of knowledge from one person to another or to the broader organisational knowledge base is a challenging aspect of the knowledge management process. This is because knowledge transfer does not occur spontaneously or naturally. Knowledge management is a broad concept that has been defined as "a conscious strategy of getting the right knowledge to the right people at the right time" and as a way of putting knowledge into action to improve organisational performance.

Key areas to be covered in the programme and documentation:-

Day 1

Ensuring business success in the current economic climate through effective talent management

Confronting the challenges of the global economic downturn, changing population demographics, the ageing workforce and the implications of generational differences are all critical success factors.
* Implications of the economic downturn on executive management
* Managing downsizing and redundancies proactively and effectively
* Retaining skilled professionals and high potential people to ensure long term sustainability
* Recognising the significance of changing workforce demographics to determine where the talent is
* Aligning workforce diversity, generational differences with talent management for enhanced business outcomes

Group exercise: Presentation to board of directors on staff retention and motivation following corporate restructure and downsizing.

Linking your talent strategy implicitly with your overall strategic planning to enhance bottom lines

Participating in the identification and alignment of organisational objectives, strategies, competencies and human capital creates strong leadership teams and positive business outcomes.
* Delving into the corporate planning process and where talent management fits in
* Integrating corporate planning and human capital as part of your organisation's broader strategic management and planning process
* Developing effective competencies to drive talent and performance
* Setting clear strategic objectives to achieve the right workforce for future success
* Devising effective strategies for staff retention and development
* Creating an organisational HR scorecard for advanced monitoring and process improvement

Case Study: Developing the corporate plan - How a large diverse organisation prepared their corporate business plan and developed an integrated implementation strategy. The role played by HR will be addressed.

Leveraging on organisation structure planning to ensure that you have the right human capital in the right jobs at the right time and in the right way
Appropriate organisation structures enhance the utilisation of human capital capabilities and facilitate planned recruitment based on considered workforce plans and identified talent gaps.
* Organisation structures, roles and esponsibilities to determine the numbers and skills of needed workers
* Implementing a human capital management system in conjunction with business process management to increase productivity
* Identifying the critical talent gap and taking action to attract and retain the numbers and types of workers your organisation needs
* Staffing structures and planned recruitment to maintain or improve a diversified human capital
* Deciding between outsourcing or retaining this function in-house

Case Study: Conducting the organisational review - How a multi-unit business enterprise developed an organisation wide workforce planning process and made it a grand success Engaging your employees to augment retention, productivity and core business values

An organisation's ability to retain, engage and optimise the value and contribution of high performing and high potential people is extremely crucial in times of uncertainty.
* Utilising the HR pipeline
* Job design and individual capabilities
* Empowering your employees through delegation and accountability
* Maximising the value of your talent through systematic hiring, transfer and promotion
* Promoting leadership qualities and boosting performance by actively engaging your staff
* Paying attention to workplace culture and communication to drive employee motivation
* Enabling frontline management and executive support to shepherd the talent

Group Exercise: Benchmark your organisation's performance management, talent retention and leadership succession planning systems against the best in the industry.

Harnessing knowledge management and organisational learning to increase your organisation's capacity to think creatively and act innovatively
* Building and retaining knowledge assets to prepare for the impending brain drain
* Embedding knowledge sharing in everyday practice for greater competitive advantage
* Developing a framework for knowledge management and organisational learning
* Capitalising on hidden staff talent through regular enterprise knowledge management audits
* Evaluating current knowledge practices and culture to identify potential knowledge gaps and needs
* Conducting enterprise learning audit to create an effective learning organisation

Case Study: Building the learning organisation - How a major financial institution transformed to become an effective learning organisation.

Building an effective Human Capital Framework

Guidelines for using business excellence and human capital models and frameworks to optimise performance, develop human capital capability and retain critical talent

Group Exercise: Benchmark your organisation's human capital capability and development against best practice human capital enterprises

Day 2

Developing a corporate talent management strategy to suit your business needs whilst creating a result orientated workforce
* Ensuring that your corporate and talent strategies are closely aligned by clearly defining policies and objectives
* Growing talent internally - factors to be considered
* Defining roles and responsibilities in building a high performance workplace
* Fostering HR and line management relationships to drive improved performance
* Implementing and communicating your goals to encourage a learning organisation

Case study: Introducing integrated employee communication programmes - How a company with a highly diversified workforce introduced a successful employee communication programme

Attracting and retaining outstanding talent by focusing on the talent management loop
* Assessing the role of branding and brand recognition in talent management
* Gauging the impact of corporate culture on talent attraction and retention
* Utilising job design to improve workplace performance and worker well bring
* Enhancing executive support for talent management - approaches

Positioning career development as a retention and succession planning tool to increase your ROI in human capital
* Realising better retention rates by aligning career direction with company goals
* Conducting the human capital audits to provide insights relating to workforce planning and organisational goals
* Management inventories and replacement charts
* Achieving synergies through timely succession planning and capability development

Case study: Succession planning in action - How a multi-divisional highly diversified manufacturing and marketing company introduced a practical succession planning programme

Measuring and aligning employees competencies to your strategic business goals by stressing on performance management and individual development
* Assessing progress towards achieving predetermined goals through performance reviews
* Establishing roles and responsibilities to guide employees in reaching KPIs
* Identifying and fast-tracking high potential people to develop them for senior roles

Case Study: Transforming the annual performance review - How an international public sector organisation transformed their annual performance review programme from a form filling exercise to an objective based performance improvement and talent development and management initiative.

Bridging the managerial leadership gap through effective talent management
* Managing the transition from professional to manager
* Setting intensive processes to expand and develop your pool of leadership talent to ascertain competency and managerial effectiveness
* Analysing the critical role of managers in talent development and retention
* Coaching your high potential people for greater growth and success

Case Study: Fast track to the future - How a major national retail enterprise developed and introduced an effective talent management programme that resulted in a high rate of promotion and retention of high potential people.

Who should attend?

Senior HR and business leaders who would like to build a clear business case for either a talent management strategy or implementing their organisation's talent management programme. HR, Talent Management, Resourcing and Development professionals who would like an overview of talent management strategy and strategic planning and the process of defining and implementing such a programme.

Duration of Course: 2 Days
Price of Course: USD 2,195




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