The following subject areas will be addressed:
- What is ‘Talent Management’?
- Understanding Talent Management Strategy
- Conducting a Talent review
- Conducting an Effective Talent Gap Analysis and Identifying Future Talent Requirements
- Exploring global strategies for attracting the best talent
- Identifying best pest practices for selecting talent that aligns with your organisation’s strategic needs and organisational culture
- Developing and Deploying Talent Effectively
- Engaging and Retaining Talent
- What is ‘succession planning’?
- Developing and Implementing a Succession Plan
- Monitoring and managing the Succession Plan
- Evaluating your Talent Management Strategy
Previous schooling and academic achievements are not required for entry into this workshop. Delegates are however expected to have basic literacy skills.
This short course will be fully interactive with opportunities for discussion and inter-organisational learning. It will be conducted using a combination of methods, inclusive of: facilitator-led presentations and discussions, practical group exercises, case scenarios, case studies, and lesson review quizzes. Delegates will be expected to actively participate in relating the principles and techniques of talent management and succession planning to the particular needs of their respective short course.
Dion Greenidge, PhD
Dr. Greenidge currently holds the position of Senior Lecturer in Management and is also the current Graduate Coordinator in the Department of Management Studies. He holds a B.A. (Honors) in Psychology (UWI), a M.Sc. in Work and Organisational Psychology (Institute of Work, Health and Organisations, University of Nottingham), and a Ph.D in Applied Psychology (Institute of Work, Health and Organisations, University of Nottingham). Dr. Greenidge has been involved in a number of academic and industry-related research projects and has presented work at regional and international conferences. He has authored or co-authored several published academic papers in international journals and book chapters. His research interests include (but are not limited to) structure and measurement of personality and other individual difference variables; and the interplay between workplace health, employee attitude and behaviours, and organisational outcomes.