The goal of the program: a systematic approach to succession management.
Participants: Evaluation and Development Managers, HR directors, mentors, department heads.
Tasks:
1. The skills of calculating the number of personnel reserve.
2. Skills of building a position profile, defining criteria & nbsp; to form a professional and managerial personnel reserve.
3. Introduction to technologies and methods of personnel assessment to allocate a personnel reserve.
4. Acquaintance with the technologies of developing a personnel reserve, evaluating the effectiveness of training.
5. Introduction to methods work with personnel reserve.
6. Acquaintance with the experience of successful companies.
7. Exchange of experience, analysis of problems and decision-making on the topic.
Results:
1) A systematic approach to working with a talent pool.
2) Skills for calculating the number of personnel reserve.
3) Job profile formation skills.
4) Acquaintance with the technology of "barrierometry" for mass evaluation & nbsp; personnel in order to form a personnel reserve.
5) Acquaintance with the technology of organizing and conducting a selection interview.
6) Acquaintance with test methods for the formation of a personnel reserve.
7) Acquaintance with the technology of organizing and conducting 360-degree diagnostics.
8) Familiarity with the software for conducting tests and surveys.
9) Familiarity with the technology of the Assessment Center.
10) Skills for developmental feedback based on assessment results.
11) Mastering the methods of personnel reserve development.
12) Understanding how to avoid risks when working with a talent pool.
Method:
The training is conducted in the mode of intensive interactive interaction between the trainer and the participants. The training program uses mini-lectures, discussions, brainstorming, case analysis, & nbsp; business games, role-playing games, feedback.
Participants analyze the applicability of the experience of other companies, receive detailed theoretical handouts, examples of regulatory documents and tools for working with the personnel reserve in electronic form, & nbsp; personal recommendations.
Training program
1. Types of talent pool
• The life cycle of an employee in a position.
• Determination of the talent pool.
• Goals and objectives of the selection and work of the personnel reserve.
• External, internal personnel reserve.
• Operational and strategic personnel reserve.
• Technologies for selection and work with various types of talent pool.
Business game: How not to spoil an employee by giving him the status of a "reserve".
2. Stages of formation of a personnel reserve
• A systematic approach to the assessment, development and motivation of the personnel reserve.
• Calculation of the number of personnel for the personnel reserve.
• Creation of a regulatory framework for the formation and development of a personnel reserve.
• The procedure for selecting reservists, "barrierometry".
• Technologies for the development of the personnel reserve.
• Implementation of innovations with the help of the talent pool.
• Competitions for vacancies.
• Stages of incentives for reservists.
Case analysis: "Calculation of the number of talent pool".
3. Job Profile
• Position profile components.
• Description of functional areas of responsibility.
• Definition of tasks for the year, key performance indicators.
• Motivational profile.
• Technology for developing an ideal profile for competencies.
• Grading system, passing score.
• Using the position profile to form and work with the talent pool.
Workshop: job profile development skills.
4. Personnel assessment methods to allocate a personnel reserve
• Evaluation for compliance with the profile of the position.
• Certification results.
• Collection of applications from employees and managers.
• Screening interview\survey.
• Psychological tests.
• 360 degree diagnostics.
• Competency interview.
• Assessment Center.
• Organization of competitions.
• Software for the allocation of personnel reserve.
Workshop: development of the principles of assessment for each of the methods on the example of practical situations.
5. Methods for developing a talent pool
• Evaluation feedback technology.
• Formation of an individual development plan.
• Distance learning.
• Mentoring, coaching.
• Seminars, trainings, webinars.
• Internship.
• Delegation of authority.
• Rotation.
• Methods for evaluating the effectiveness of training and development of reservists.
• Monitoring personal performance in the workplace.
The training program is basic and can be adjusted to the specifics of your business.
If you did not find a suitable option on the site, please contact us and we will develop any training program for you.
You can contact us in any way convenient for you
