Certificate Course in Talent Management and Development

Explore the meaning of job analysis as a systematic process that yields job descriptions and job specifications, and contrast traditional analysis with the growing focus on competency-based approaches.

Explore the meaning of competency as a blend of knowledge, skills, and attitude (ksa), measured through observable behaviors to reliably differentiate performance, with examples of driver hiring and behavior checklists.

Explore how competency based job analysis collects observable job behaviors and KSA indicators, prioritizes worker focus, and employs a competency matrix with behavior indicators.

Explore how competency-based job analysis informs manpower planning, recruitment, and performance evaluation, using a competency matrix to match roles with required skills and guide training and remuneration.

Explore a systematic approach to designing training programs with the Addie model, analyze Bloom's taxonomy, measure effectiveness via the Kirkpatrick model, manage difficult participants, and outline a session plan.

Explains training, development, and learning in corporate settings and surveys methods like classroom training, lectures, seminars, self-paced videos, mentoring, coaching, on-the-job training, job shadowing, case studies, and gamification.

Develop and evaluate effective training through instructional system design by analyzing learning needs, defining objectives, sequencing topics, selecting methods, and applying the Addie model to measure impact.

Apply the Addie model to analyze needs, design the training, develop content, implement delivery, and evaluate outcomes as a continuous process.

Analyze training needs to identify gaps between learners' knowledge, skills, and behavior and the desired outcomes within the Addie model, outlining why, what, who, where, when, how, and how much.

Identify root causes of performance gaps through needs analysis and a competency matrix to design targeted upskilling in customer focus and communication.

Identify the focus of analysis and set program scope. Prioritize gaps based on budget, time, training space, and trainer, then select competencies to address, marking at least one as red.

Analyze trainees and trainers using competency matrices or surveys to tailor training, determine batch size around 15, and choose in-house or external trainers based on subject matter, availability, and cost.

Plan where the talent development program will run: on the job, at head office, or at an external venue, and choose online options using webinar platforms such as Zoom.

Analyze when the program will happen by setting the date and time. Decide whether it will be a one-time session or occur frequently, and determine the overall session length.

Analyze how to design effective talent development by examining training methodologies and selecting methods such as classroom sessions, case studies, role plays, group discussion, individual activities, and learning by videos.

Analyze the cost of a learning program by considering budget, trainer fees, topics, and batches, exploring the seven parameters of the Addie analysis phase to guide program design.

Design provides the skeleton of the training program, offering a blueprint for instructional system design, and uses the table of contents and session plan to structure topics with detail.

Explore Bloom's taxonomy to understand how learners progress from remembering to creating, and apply these levels to design effective training objectives.

Craft a clear session plan by outlining topics, learning outcomes, objectives, methodology, and time, guided by Bloom's taxonomy and measurable verbs for effective talent development.

Develop the training content in the Addie model's high develop phase with tips on introductions, icebreakers, pretests, and a show-and-tell approach.

Learn to design impactful training presentations with slides from PowerPoint, Google Slides, or Canva; emphasize bullet points, graphics, charts, and presenter view.

Implement the delivery phase of the Addie model by guiding trainees through introductions, icebreakers, pretests, ground rules, show and tell, and post-tests to optimize participation and communication.

Evaluate training effectiveness using the Kirkpatrick model's five levels - reaction, learning, behavior, results, and ROI - within the Addie model, and measure outcomes with feedback and tests.

Explore common terminologies in talent development, including learning management systems, self-paced training, cohort-based learning, synchronous and asynchronous learning, microlearning, hybrid learning, and blended learning.

Engage in experiential learning through outbound trainings outside the classroom, using nature and adventure activities to build skills. Prioritize safety, inclusivity, weather contingency plans, and cost considerations.

Align goals with organizational objectives through a four-step performance management process. Plan, act, track, and evaluate to drive continuous improvement, with formal appraisals and ongoing informal evaluations.

Explore what to assess in employee evaluations—traits, competencies (observable behaviors), or results—and why competencies with observable behaviors align best with job roles, while considering a potential mix.

Compare performance management and performance appraisal, highlighting continuous planning and development versus annual, top-down evaluation tied to business needs, and explore assessment vs developmental functions for rewards and coaching.

Explore the key characteristics of a performance management system, including clear expectations, continuous feedback, two-way goal discussions, and coaching to boost employee performance and alignment with organizational goals.

Explore key strategies in performance management through Smart goal setting, including specific, measurable, attainable, relevant, and time frame goals. Apply these concepts with a quick life-goal activity.

Define KRAs as core accountability and KPIs as performance measures, and show recruitment metrics using average time to close against a 60 calendar days target and a weighted score.

Use multisource appraisal, including 360-degree and 720-degree feedback from managers, peers, direct reports, and external groups, to gain comprehensive, less biased performance insights—while recognizing anonymity challenges and implementation complexity.

Apply force distribution, or the bell curve, to performance evaluations by placing ratings into a pre-specified distribution like excellent 10%, good 20%, average 40%, below average 20%, and unsatisfactory 10%.

explore how the assessment development centre (adc) uses multiple techniques and assessors to measure multiple competencies, minimize bias, and support assessment, development, or both across standardized situations.

Explore the balanced scorecard (BSC) to monitor four perspectives—financial, customer, internal processes, and learning and growth—highlighting trade-offs and its role in performance appraisal.

Explore management by objectives (MBO), originated by Peter Drucker, a participative, results-driven approach that cascades organizational goals into individual targets, uses self-audit and smart goals, and evaluates performance by outcomes.

Learn how objectives and key results (OKRs) create an agile, quarterly framework that align company, team, and individual goals with specific, measurable outcomes.

Discover the McKinsey nine-box talent matrix to assess performance and potential, guiding targeted development, placement, and action plans like pip and idp for future leaders.

Distinguish employee engagement, satisfaction, and motivation, and discover how emotional commitment to the organization drives deeper performance beyond simply being content.

Explore why employee engagement matters and how it boosts service quality, customer satisfaction, loyalty, and profits, with Gallup data showing productivity up 18%, absenteeism down 81%, and turnover down 41%.

Explore employer branding as a strategic practice that presents a company as a great place to work, attracting, engaging, and retaining top talent through culture, stories, and platforms like LinkedIn.

Apply Maslow's hierarchy of needs in the workplace to boost motivation, engagement, and performance by addressing physiological, safety, love and belongingness, esteem, and self-actualization levels.

Apply the scarf model to boost engagement and collaboration by prioritizing status, certainty, autonomy, relatedness, and fairness, with real-world examples from Microsoft, Google, and Salesforce.

Learn Belbin team roles, covering all nine personalities from monitor evaluator to resource investigator, to assign work and cultivate strong, adaptive team performance.

Explain the definitions of diversity, equity, and inclusion and why they matter in the workplace, covering race, ethnicity, gender identity, sexual orientation, LGBTQ+ identities, neurodiversity, disability, culture, and inclusive practices.

Explore the global history of diversity, equity, and inclusion, from systemic discrimination and voting rights barriers to gender, disability, and employment inequities, and key movements shaping the workplace.

Explore explicit and implicit biases shaping decisions and inclusion in the workplace. Identify bias types—affinity, confirmation, halo, anchoring, stereotyping—and microaggressions, and learn to address them to foster belonging.

Drive inclusive organizations by enacting leadership commitment, clear dei goals, transparent progress, and accountable practices, while advancing diverse recruitment, unbiased evaluations, and comprehensive dei training.

Explore DEI reporting standards and frameworks, including GRI standards, and learn key metrics such as representation, pay equity, employee engagement, recruitment and promotion rates, training participation, and supplier diversity.

Discover the key drivers reshaping talent management—from cultural fluidity and social media to remote work via video calls, internet-enabled collaboration, travel ease, and cross-border trade agreements.

Navigate key challenges in managing global talent, including remote teams across time zones, cross-cultural differences, communication barriers, and compliance with labor, tax, and visa regulations, to keep teams engaged.

Explore pestle analysis as a strategic tool for global talent management, examining political, economic, social, technological, legal, and environmental factors shaping international workforce strategy.

Develop cultural intelligence (CQ) to navigate cross-border contexts, mastering cognitive, motivational, behavioral, and metacognitive dimensions to lead internationally with humility and strategic effectiveness.

Apply Hofstede’s six dimensions: power distance, individualism, masculinity, uncertainty avoidance, long-term orientation, and indulgence—to navigate workforce diversity, improve cross-cultural management, and enhance international HR.

Explore how Maslow's hierarchy and the scarf model explain what motivates employees across markets, and learn to tailor engagement, rewards, and relocation packs to address diverse needs.

Localize branding and job descriptions for each country to align with regional values, then implement a remote-friendly interview process with geo-targeted sourcing and modular onboarding.

Localize learning for a global workforce by using region-specific case studies, cultural nuances, and mentoring programs, then leverage technology to deliver scalable, inclusive training worldwide.

Understand the global legal landscape for talent management, including visa categories, documentation, and compliance risks across countries. Learn to customize contracts by country and leverage the employer of record model.

Analyze expat compensation and benefits, including base salary, allowances, bonuses, and perks, and compare home based pay, host based pay, and global pay bands with tax considerations.