Talent Management (Dubai0

HRODC Postgraduate Training Institute
En Dubai, Uae (Emiratos Árabes Unidos)

£5.000 - ($4.240.963)
Exento de IVA

Información importante

  • Curso
  • Dubai, uae (Emiratos Árabes Unidos)
  • Duración:
    5 Days
  • Cuándo:
    A definir
Descripción

By the conclusion of the established learning activities, delegates will be able to: Demonstrate an understanding of the bases of organisational talent management. Determine the role that might be identified as talent management positions. Assume the correct perimeters within which the psychological contract will be applied. Make assumptions regarding the perceptions and expectations of the (talent managed) incumbent. Determine when head hunting is appropriate; Determine head hunting agencies' effectiveness. Develop a head hunting strategy that is in line with organisational goals.
Suitable for: This course is designed for: HR Generalists. HR Managers. HR Consultants/Contractors. HR Supervisors. HR Business Partners. Managers of HR Departments. Independent Contractors. Line Managers. Department Heads

Información importante

Requisitos: Degree or Work Experience

Instalaciones

¿Dónde se da y en qué fecha?

comienzo Ubicación
A definir
A definir
A definir
A definir
Dubai, Uae
Al Muraqqabat Street, Diera, 82999, Dubai, Emiratos Árabes Unidos
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¿Qué aprendes en este curso?

Management
IT
Performance
Talent Management
Equity
IT Management

Temario

Course Contents, Concepts and Issues:

Fundamentals of Talent Management
  • Defining talent: An organisational perspective
  • The importance of talent management to organisational survival
  • The organisational level that should be concerned with talent management
  • Role identification for talent management
  • Psychological contract in talent management
Head Hunting Strategy
  • Defining head hunting
  • Sources for head hunting
  • Internally driven head hunting
  • Internally managed head hunting
  • Out sourcing head hunting
  • The role of head hunting agencies
  • The behaviour of head hunting agencies
  • Cost comparison of internal and external sourcing of head hunting
  • Valuing human capital
Managing Organisational Talents
  • Talent relationship management
  • Talent and executive development
  • Approaches to talent management
  • Key success factors in talent management
  • Employee Retention
  • Career management:
  •  Career theory,
  • Career development, management
  • Management and succession planning
  • Management succession charts
  • Psychometric testing
  • The psychological contract and the impact on employee retention
Launching and Empowering High Performance Teams
  • High performance teams as autonomous work teams
  • Self directed work teams as self managed teams
  • Enhancing the contribution of high performance teams
  • Averting Risky Shift in high performance teams
  • Providing autonomy to high performance teams
  • Delivering assignment at ‘loading level’ in the scheduling sequence
  • Providing a support mechanism to high performance teams
  • Dealing with decision repercussions of high performance teams
  • Taking an internal customer relations stance in managing high performance teams
  • Providing appropriate intrinsic and extrinsic incentives to enhance and sustain motivation
  • Providing high performance teams with an understanding of team dynamics
  • Helping high performance teams to understand their roles
  • Provide decision support for high performance teams
  • Developing the interpersonal skills of high performance teams
  • Enhancing the problem solving capacity of high performance teams
  • Providing an understanding of role relationships
  • Improving communication and effective oral- visual presentations
  • Enhancing competence level of high performance teams
  • Developing expertise in meeting management
  • Providing members with the expertise to address mutual conflict resolution
  • Monitor, unhinderingly, the output of high performance teams
  • Relaxing managerial presents, without losing control
  • Influencing high performance teams
Talent Management Reward Structure
  • Pragmatising equity
  • Equity as fairness
  • Equity as inequality
  • Integrating remuneration system that rewards talent
  • Performance Related Pay
  • Systemising performance related pay
  • Productivity bonuses as performance related pay
  • Creating equity in team reward schemes
  • Reward performance without disincentivising low achievers
  • Consolidating reward structure and pay scales