ABOUT THIS COURSE
Money is not enough to attract good talent to companies anymore. Employees, especially millennials are passionate about causes and gravitate towards companies that share their passions. But once in the firms, many employees don’t seem to stay long. Ten years ago, a new employee was considered ready to be in for the long haul in a firm if he or she stayed on for at least five years. But today, you are very fortunate if you can get any new hires to stay in the firm for that long – they are usually in for three years tops!
It seems that top management and middle management miss the point when it comes to attracting good talent and keeping it there. The lack of clarity at the top can play an important role.
Many corporate leaders have no clear succession plans in place, nor do they know who is in line to succeed them when they retire or leave the company.
The lack of succession planning at the top, coupled with poor talent management strategies at the bottom, is a recipe for corporate disaster. This course will provide steps and insights to avoid this slow-ticking time bomb from exploding.
Learning Outcomes
- Attract the talent that best fits the needs for your department or organization
- Motivate the new talent innovatively to enable them to be attracted to and stay within the organization.
- Support the organization by regularly reviewing talent performance to minimize attrition and encouraging attraction to stay within the organization
- Tailor job descriptions and assignments to tailor to strengths and organizational needs and objectives.
SESSIONS
- The War For Talent
- What Is On The Table
- The Plan For Attracting Talent
- The Plan For Attracting Talent (Part 2)
- The Plan For Attracting Talent (Part 3)
- Succession Planning
