Centre for Professional Development and Lifelong Learning

Human Resource Management

An organisation is only as good as the quality of its resources and its primary resource is its people. Cognisant of this, the human resource management experts at the Centre for Professional Development and Lifelong Learning have developed a suite of courses spanning from recruitment and selection to performance management to succession planning; essentially a complete tool kit for maximising the potential, productivity and organisational commitment of one’s team members. Recognising the challenge of moving from being an independent contributor to team leader, CPDLL also offers specialised courses in Leadership and Management for new managers and new supervisors.

Human Resource Management

Talent Management and Succession Planning

Talent Management and Succession Planning

Overview

Firms often rise to international/global status as a consequence of attracting the best employees. Firms maintain their global status by creating opportunities for exemplary employees to innovate, grow and move into key leadership roles through formalized talent management and succession planning. Using a mixture of real-life issues and case studies, and drawing on your experience, this 3-day course will explore key tools and strategies for attracting and retaining an organization’s most talented people and developing effective succession plans to meet an organization’s future talent needs.

Mode of Delivery: Hybrid

What will I Learn?

By the end of the course, delegates should be able to:
  • Explain the importance and benefits of talent management and succession planning;
  • Effectively conduct a talent gap analysis to identify current and future talent needs that are critical for their organisation’s success;
  • Fill critical talent needs identified through a gap analysis;
  • Attract and recruit the very best talent for their organisation using best practices;
  • Develop a framework for identifying and developing talent within their organisation;
  • Effectively manage talent turnover in their organisations by implementing best practice retention strategies;
  • Assist their organisation in transitioning from a reactive talent replacement plan to a proactive strategic solution;
  • Design an effective talent management strategy for their own organization;
  • Identify high potential employees, critical roles, and future leaders within their organisation who will help in driving business success;
  • Develop a pipeline of talent to serve organisational present and future needs;
  • Develop effective and functional succession plans for their organisation;
  • Analyse and evaluate the effectiveness of their organisation’s succession plan;
  • Utilise talent management and succession planning to support their organisation’s strategic objectives.

Who Should do this Course

This short course will greatly benefit individuals with input to talent management and succession planning for their own department, unit, or organisation, particularly, the recruitment, selection, remuneration, development, and retention of key people. Such individuals include:
Human Resource Managers, Talent Management Specialists, Training Managers, Succession Planners, Recruitment Officers, Retention Personnel, Compensation Personnel, Entrepreneurs, Managers, and Organisational Development Specialists. Persons who wish develop their knowledge and skills in attracting, recruiting, managing, developing and retaining talent will also benefit from this short course. The short course is not aimed at experienced HR specialists in these areas.

Important Information

  • To prepare for this highly practical and interactive workshop, please bring along with you, examples of your [organisation’s] talent management and succession planning framework/processes.
  • The course fee includes lunch daily.

At a Glance

  • Admissions Term: 2022/2023 Semester II
  • Registration: Open
  • Date: February 27th - March 1st , 2023
  • Time: Monday - Wednesday , 10am-5pm
  • Duration: 3 days (18 hours)
  • Certificate Awarded: Professional Development Certificate of Competence
  • Course Code: PDLL 101
  • CEUs: 1.8
  • Capacity: 20
  • Cost:
    • Early Bird fees – BDS $1,800 ( US $900.00)
    • Regular fees    – BDS $2,400 (US $1,200.00)
    • Online fees      – BDS $2,000 (US $1000.00)
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.