Talent Management Business

What you'll learn
Four secrets to pay transparency
Foundation for effective succession planning
How to start a talent agency
Talent management tips for navigating turbulent times
Top five tips a successful talent management plan
Five key to success in talent management
How to attract the best generation of talent
Four key metrics that every talent management leaders needs to track
Four tips to communicate the return on investment of talent management
Three ways you can build a talent market place to solve internal mobility challenges
Myths about talent management
Six challenges of talent management
Difference between talent management and talent acquisition
Basic principles of talent management
Requirements
No requirement
Description
Talent management is defined as the methodically organized, strategic process of getting the right talent onboard and helping them grow to their optimal capabilities keeping organizational objectives in mind. The talent management process thus involves identifying talent gaps and vacant positions, sourcing for and on boarding the suitable candidates, growing them within the system and developing needed skills, training for expertise with a future-focus and effectively engaging, retaining and motivating them to achieve long term business goals. In this modern world of competition its very important that serious businesses must ensure that they have the right and competent staff who are committed to do the job. Good companies always try to maintain their skillful talents so that they can be on top of the business or the industry sector that they are in. This course want companies to know that there are so many ways that will ensure that the companies use the right talents to gain results and enhance productivity.The right talents needs to be develop, because talent can grow cool, meaning companies must embrace learning and development so that skill gaps can be filed with the right training. The ability of a company to identify limitations in their human resource, this is a great sign that the company is on top of business and are very well informed of the industry trend and analysis. Developing strong performance management system is very important so the company can measure their delivery outcomes in terms of productivity and value for money. When a company fail to make clear the expectations that they need from their employees then it become difficult for the employees to work towards results because there is know expectation from the company. The difference in salaries is very demotivating so companies must adopt equal pay fro equal work done.
Overview
Section 1: Introduction
Lecture 1 Introduction
Lecture 2 What is talent management
Lecture 3 Basic principles of talent management
Lecture 4 Difference between talent management and talent acquisition
Section 2: How To Start A Talent Agency
Lecture 5 Plan your business
Lecture 6 Form a legal entity
Lecture 7 Register for taxes
Lecture 8 Open a business bank account and credit card
Lecture 9 Set up business accounting
Lecture 10 Obtain necessary permits and licenses
Lecture 11 Get business insurance
Lecture 12 Define your brand
Lecture 13 Create your website
Lecture 14 Set up your business phone system
Section 3: Five Keys To Success In Talent Management
Lecture 15 Double down on "re-employment
Lecture 16 Promote self - learning and development
Lecture 17 Utilize worker profiles
Lecture 18 Leverage algorithms
Lecture 19 Emphasize soft skills
Section 4: Top 5 Tips To A Successful Talent Management Plan
Lecture 20 Create clear expectation
Lecture 21 Develop a strong performance management system
Lecture 22 Collect analytics
Lecture 23 Provide training, mentoring and guidance
Lecture 24 Plan for the future
Section 5: How To Attract The Next Generation Of Talent
Lecture 25 Introduction
Lecture 26 Transforming the recruiting process
Lecture 27 How to recruit gens candidate
Lecture 28 Creating the culture to keep your best talent
Section 6: 4 Key Metrics That Every Talent Management Leader Needs To Track
Lecture 29 Employee engagement
Lecture 30 Performance
Lecture 31 Recruiting funnel
Lecture 32 Turnover
Section 7: Secret To Pay Transparency Success
Lecture 33 Adding content to pay equity conversation
Lecture 34 Explain the underlying strategy
Lecture 35 Share information and explain your process
Lecture 36 Train managers to talk about compensation
Lecture 37 Balancing transparency and confidentiality
Section 8: Six Foundation For Effective Succession Planning
Lecture 38 Align succession planning with business goals and values
Lecture 39 Establish a culture of transparency
Lecture 40 Take a comprehensive view of internal talent
Lecture 41 Focus on targeted development
Lecture 42 Establish leadership accountability for the talent pipeline
Lecture 43 Create a mentoring frame work
Section 9: 12 Talent Management (TM) Tips For Navigating Turbulent Times
Lecture 44 Invest in your employer brand
Lecture 45 Start an employee advocacy and ambassadorship program
Lecture 46 Be smart about job advertising
Lecture 47 Choose the right new hires
Lecture 48 Set employees for success with proper on boarding
Lecture 49 Adjust your employee communication strategy
Lecture 50 Continuously invest in employee engagement
Lecture 51 Forget about annual and quater performance reviews
Lecture 52 Ensure employee learning and development
Lecture 53 Don't neglect employee off boarding
Lecture 54 Be more data - driven
Lecture 55 Implement the right software solutions
Section 10: Three Ways You Can Build A Talent Marketing Place To Solve Internal Mobility
Lecture 56 First ting first: get the right tech in place
Lecture 57 Get L&D involved in the process
Lecture 58 Change your mindset on internal recruitment
Section 11: 4 Tips To Communicate The Return On Investment Of Talent
Lecture 59 Link ROI to business outcomes
Lecture 60 Know your stakeholders
Lecture 61 Establish a baseline
Lecture 62 Always provide context
Section 12: Myths About Talent Management
Lecture 63 Great talent will fit all organization
Lecture 64 High engagement solves most issues
Lecture 65 Stakeholders are convinced by logic alone
Lecture 66 Talent is readily available
Lecture 67 Managers have high talent optimization skills
Section 13: Six Challenges Of Talent Management
Lecture 68 Encourage passion
Lecture 69 Embracing new interest
Lecture 70 Offering impressive salaries
Lecture 71 Giving engaging work
Lecture 72 Attracting talent in the first place
Lecture 73 Being open - minded
Section 14: The War For Talent And Its Implication For Global Multinational
Lecture 74 The war for talent and its implication for global multinational
HR managers, HR professionals, talent recruiters, employees, companies, managers, department heads, instructors, directors, CEO, business owners, self employed, business mogul, governments, management consultants, business consultants, business students, everybody etc.


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