In this course, participants gain understanding of how talent management systems can create better organizations, better talent and better career. They gain knowledge of what talent management is, how organizations benefit from talent management, characteristics of a high impact integrated talent management system and industry practices in talent management. The course highlights the benefits and costly consequences of not focusing on TM practices.

In this course, participants build capability to:

• conduct a TM system effectiveness audit
• identify opportunities for integrating TM practices to meet a business need
• assist in the recruitment of evidence based TM professionals
• identify gaps in TM practices compared to industry benchmarks

This course gives participants access to various tools and worksheets, including:

1. TM System Effectiveness Audit
2. Industry Specific TM Practices

In this course, participants will understand the benefits of using a job analysis for system integration, compliance, efficiency, and strategic alignment. Participants will gain knowledge of the role of job analysis in a Talent Management system, the steps involved in conducting a job analysis, how to use various job analysis tools and methods, and how to write job descriptions. They will also learn about competency modeling and the steps in creating a competency model.​

In this course, participants will build the capability to:

• explain the benefits of conducting a job analysis
• explain the difference between a job analysis and a competency model
• select between a job analysis or a competency model, to address a specific need
• select the job analysis method and tools for a specific need
• conduct the steps involved in a job analysis
• conduct a job analysis interview
• conduct the steps required to create a competency model

This course gives participants access to tools and worksheets, including:

1. A Template and Guideline for Competency Model Development
2. Checklist and Guidelines Conducting a Job Analysis Interview
3. A Job Description Template
4. A Sample Job Description
5. A Guide to Classifying Abilities and Job Behaviors
6. Guidelines for Selecting Job Analysis Tools
7. List of Leadership Competencies for a Competitive Business Climate

In this course, participants will learn the principles of attracting high-potential and high performing candidates through integrated Talent Management (TM) practices. The course will demonstrate the importance of strategic talent acquisition programs in organizations and present the evidence on effective recruitment practices. Participants will gain knowledge about the steps involved in the talent acquisition process and the role of talent acquisition in a TM system. They will also learn about talent acquisition programs through case studies, understand the importance of employer branding and gain exposure to different talent acquisition methods.​

In this course, participants will build the capability to:

• outline the key processes required to build a talent acquisition system
• draft a talent acquisition strategy by engaging stakeholders
• develop material for the talent acquisition process
• write a realistic job preview
• support the development of an employer brand
• conduct activities to promote the employer brand
• select the most appropriate talent acquisition method
• assist in using social media for talent acquisition
• evaluate the efficacy of the talent acquisition methodology

In this course, participants gain knowledge about the goals of high impact hiring systems and the tools and methods used in the hiring processes. The course also builds an understanding of effective selection processes through case studies and examples. It also builds skills in monitoring and evaluating the quality of a hiring process.​

In this course, participants build the capability to:

• gather requirements of the target job
• write a realistic job preview
• support the design of a multiple-hurdle candidate screening process
• support the administration of an employee selection system
• assist in the selection of assessments for screening job candidates
• monitor and evaluate the effectiveness of the employee selection system

This course gives participants access to tools and worksheets, including:

1. Example of a Competency by Selection Method Matrix
2. Fleishman’s Ability Taxonomy
3. A Cheat Sheet for Selecting the Best Assessment Tool
4. A Checklist for Designing a Hiring System
5. A Guide for Using a Job Analysis Task list to Define the Selection Criteria
6. Example of a KSA by Assessment Method Matrix
7. Guidelines for Selecting Assessments for Hiring

In this course, participants will learn the evidence on effective onboarding practices and design considerations when building an onboarding program. They will gain understanding of the importance of employee socialization, the difference between orientation and onboarding, as well as key issues in senior leader onboarding. Additionally, the course will present a case study on how a well-known organization onboard its employees. Finally, participants will learn how to evaluate the efficacy of an onboarding program.​

In this course, participants build the capability to:

• explain the benefits of an onboarding program
• distinguish between an orientation and an onboarding program
• design an impactful onboarding program for new-comers
• design an onboarding program for senior leaders
• determine when to use a structured versus an
• individualized onboarding program
• evaluate an onboarding program

This course gives participants access to various tools and worksheets, including:

1. Senior Leader Onboarding Checklist
2. Questions an Onboarding Program Should Answer
3. New Hire Orientation and Onboarding Checklist
4. General Onboarding Plan – Sample