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Talent Management System: Succession, HiPo, Leadership

Name: Talent Management System: Succession, HiPo, Leadership
Rating: 4.6 (43 reviews)

Succession Planner Certification | Human Resources Talent Pools | High Potential HiPo | Leadership Pipeline | 9-Box

Created byPapaHR ★ 170K students: Courses in Human Resources, HR, SHRM, AI Talent Analytics, HRMS, HRIS, CIPD, Claude, HRCI, PHR, Rewards

Last updated 9/2026

English

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What you'll learn

Build a systematic approach to succession planning in a company
Identify key roles and define the competencies required for them
Use modern AI tools to assess employee potential and readiness
Design personalized development trajectories for future leaders
Implement a transparent, inclusive, and sustainable succession process
Ensure business continuity during leadership transitions
Reduce HR risks and increase employee engagement through growth opportunities
Integrate succession planning into the broader HR strategy
Master techniques to monitor and improve succession plans
Apply AI to build dashboards, forecasts, and early warning signals for talent gaps

Course content

59 sections • 407 lectures • 199h 14m total length

Succession Planning Strategy and Business Risk Mitigation29:27
What is succession planning and why it is needed
Link to business and HR strategy
Key risks in the absence of a succession plan
Examples of successful and unsuccessful cases
AI tools for risk analytics and scenario modeling
Quiz: Succession Planning, Talent Pools and HiPo Successors

1. Hiring A-Players for talent teams41:49
2. Multichannel Candidate Sourcing for talent teams34:04
3. Candidate Assessment and Selling the Job Opportunity29:24
4. Employee Onboarding for talent teams30:28
5. Forming to Performing: Team Development Stages30:36
6. Building One Unified and High-Performing Team30:19
Learn how to build a unified, high-performing team by fostering trust and vulnerability, addressing the five dysfunctions, and using team-building exercises, MBTI questionnaires, and a 15-question test.
7. Managing Employee Personality Types in talent teams27:29
8. Employee Termination: Who, When and How for Talent Leader39:12
9. Leadership Styles for Talent Leader33:14
Match leadership style to employee development using situational leadership concepts, diagnose employee development levels, and apply directive or democratic approaches to maximize motivation and competence.
10. Choosing the Right Leadership Style for Maximum Team Performance28:09
11. Effective Leadership: Gallup Research Insights for Talent Leader25:18
Gallup research shows that leadership talent determines about 70% of employee engagement. Five leader talents—motivator, assertiveness, responsibility, relationships, and decision making—define effective leadership and guide development strategies.
12. Managing Team Culture for succession and talent impact25:50
13. Salary Management for talent teams44:32
14. Bonus and Incentive Programs for talent teams34:32
Learn how bonus and incentive programs motivate talent by linking pay to results through KPI alignment, transparent rules, and widely used types from one-time to annual.
15. Sales Team Compensation: Salary, Commission and Incentives42:56
16. Benefits Beyond Salary for talent teams44:06
17. Motivation 3.0 and Total Motivation: What Drives Employees41:48
18. Retention and Burnout Prevention for talent teams36:31
Explore how to measure turnover, design retention strategies, conduct exit interviews, and prevent burnout through fair pay, recognition, feedback, and supportive leadership.
19. Employee Engagement for Maximum Team Performance35:01
Drive engagement by applying Gallup Q12 insights, analyze the 12 engagement questions, and craft manager-led actions to raise loyalty, motivation, and team performance.
20. Continuous Feedback to Sustain Motivation and Performance34:38
21. Talent Management and the 9-Box Grid for Talent Leader29:33
22. Identifying and Leveraging Employee Talent24:40
23. Learning and Development for talent teams42:28
24. Succession Planning: Preparing the Next Talent Leader33:46
25. Team Strategy: Aligning People, Priorities and Business Goals44:42
Develop team strategy by diagnosing problems, applying SWOT and PESTEL, and aligning people with business goals through actionable initiatives, OKRs, and tested hypotheses.
26. Goal Setting: MBO, KPI, OKR, WIG and V2MOM for Talent Leader39:52
Explore the OKR framework: objectives and key results; compare it with KPI and MBO, learn to set quarterly goals, use leading indicators, and align teams through transparency and regular reviews.
27. Performance Metrics, Dashboards and Results Evaluation36:37
Learn to design performance metrics and dashboards, evaluate results, and balance control with delegation to avoid micromanagement while using OKRs to drive forward-looking reviews.
28. Managing Employee Accountability and Ownership24:07
29. One-on-One Meetings for Talent Leader and Employees30:02
30. Employee Coaching for Growth and Performance30:00
Discover how to use employee coaching to unlock potential through one-to-one sessions, focusing on questions over answers, using the Grow model and balance wheel to develop talents.
31. Effective Team Meetings: Strategy Sessions to Daily Stand-Ups25:29
32. Collaborative Problem Solving for talent teams26:38
33. Agile and Project Management Fundamentals for Talent Leader29:23
Learn agile and project management fundamentals, including sprint planning, product backlog, and kanban boards, using Trello and other tools to deliver incremental value for internal clients and users.
34. Kanban Boards and Trello for talent teams29:40
35. Managing Change Within talent teams27:24
36. Task Execution and Delivery for High-Performing Teams27:18
37. The Talent Leader's Role in Business Growth and Results33:01
38. Organizational Business Models for Talent Leader28:15
39. Business Understanding and Responsibility Allocation for Talent Leader28:28
40. SWOT and PESTEL Analysis for talent strategy25:46
41. Effective Communication for Talent Leader and Teams24:04
42. Radical Candor for Talent Leader29:14
Explore radical candor as a leadership approach blending personal care with direct feedback. Balance transparency, two-way communication, and coaching to build trust and improve team performance.
43. Managing Conflict Within and Between Teams29:16
Learn to recognize conflict dynamics within and between teams, identify triggers and stages, and apply practical, constructive strategies to prevent, resolve, and manage workplace conflicts.
44. Business Negotiation Skills for Talent Leader29:16
45. Adapting Management Tools for Remote talent teams30:38
46. Creating Rules, Policies and Checklists for talent teams38:24
47. Team Operating Principles for succession and talent impact18:38
48. Essential Tools for Remote and Distributed talent teams26:10
Explore essential tools for remote and distributed talent teams, including messaging, project collaboration (Trello, Jira, Asana, Notion), cloud docs, password managers, knowledge bases, and automation to streamline remote work.

Creation of a talent organization. Talent Acquisition21:58
Discover how to create a talent organization by attracting and developing high-potential employees, building a talent pool, and aligning succession planning with strategic goals.
Talent selection25:25
Explore talent selection through competency-based assessment, job analysis, and structured tools like assessment centers, behavioral elicitation interviews, case exercises, and intray tasks to hire A players and deter B/C players.
Talent development32:31
Talent Rewards16:41
Explore total rewards in talent management, including compensation, benefits, recognition, retention, and development, to attract, motivate, and retain top talent.
Performance Management and Evaluation22:41
Career Management & Succession Planning20:13
Facilitate talent development through talent coaching and talent reviews, using CliftonStrengthsFinder assessments and structured career planning to align development with succession planning and business goals.
Engagement management and talent retention27:11
Learn how to manage engagement and retention using Gallup Q12, turnover analysis, and loyalty metrics, then apply practical retention strategies across motivation, experience, culture, talent pools, autonomy, and mastery.
Culture and automation systems for talent22:31
Learn how to align corporate culture with talent management using holacracy and teal principles, and leverage automation tools for recruitment, onboarding, and AI-powered performance reviews.

1. People Analytics Foundations for Talent Management Decisions40:52
2. Segment Employees for HiPo, 9-Box and Talent Programs33:25
3. Measure Employee Lifetime Value, Talent ROI and Business Impact32:24
Measure employee lifetime value and human capital ROI to drive long-term business impact, guide resource allocation, and improve activation, engagement, and retention using ELV-based analysis.
4. Map the Employee Journey Across Talent and Succession Cycles28:32
Map the employee journey across attraction, activation, and attrition through data-driven surveys and touchpoints, to boost employee lifetime value within talent management, succession, and leadership contexts.
5. Use Hiring Analytics to Strengthen Talent Pipelines36:48
Learn how hiring analytics strengthen talent pipelines by measuring recruitment metrics across the talent acquisition system, from funnel conversions to costs and service level agreements.
6. Analyze Performance and Engagement for Talent Decisions25:08
7. Diagnose Turnover Risk in Critical Roles and HiPo Pools31:09
Learn to diagnose turnover risk in critical roles and HiPo pools by analyzing attrition, retention, loyalty, and predictors, using segmentation and targeted retention strategies.
8. Use Talent Surveys to Find Engagement and Retention Drivers33:34
Analyze talent surveys to identify engagement and retention drivers using correlation and regression analysis. Leverage survey design, data visualization, and key driver analysis to prioritize actions.
9. Apply Regression Analysis to Talent Management Questions21:31
10. Forecast Leadership Pipelines and Test Talent Initiatives32:26

Requirements

Basic understanding of HR processes and talent management
Interest in leadership development and long-term workforce planning
No prior experience with AI tools required — everything will be explained clearly
Openness to using new technologies and implementing modern HR strategies
Suitable for both beginners and experienced HR professionals seeking structure and tools for succession planning

Description

What if your top manager resigned tomorrow—do you know who’s ready to take their place?

In a volatile business world, few things are more critical than a well-crafted succession plan. Yet most companies fail to develop one until it’s too late. This course is your chance to change that—and to turn succession planning from a risk into a strategic advantage.

Built by Mike Pritula, one of the top HR experts in the World and author of over 140 HR courses, this program blends strategic frameworks, AI tools, and real-world case studies from companies like Google, Intel, and Preply. Whether you’re in HR or leadership, this training gives you the clarity and tools to ensure your company’s leadership pipeline is always strong.

Here’s what’s inside the course:

Session 1: Introduction to Succession Planning

Why succession matters | Risks of not planning | Business continuity | AI tools for scenario modeling

Session 2: Identifying Key Positions and Competencies

Strategic role mapping | Competency models | AI-powered org structure analysis | Skills Cloud

Session 3: Assessing Talent and Selecting Successors

9-box grid | Interviews, 360, assessments | AI tools like Pymetrics, Intelogos | Managing candidate expectations

Session 4: Developing Your Talent Pool

IDPs | Rotations, mentoring | AI learning recommendations | Leadership acceleration tools

Session 5: Communication and DEI in Succession

Inclusive planning | Transparency vs. confidentiality | AI tools to detect bias in your pipeline

Session 6: Monitoring, Metrics and Integration

KPIs and dashboards | Linking succession to L&D and performance | AI dashboards | Tools like Peoplebox and SuccessFactors

Don’t wait for a crisis to test your leadership pipeline. This is your opportunity to build a future-proof, data-driven succession system that integrates seamlessly with your overall HR strategy.

Enroll now and get ahead of tomorrow’s challenges—before they catch you unprepared.

This course contains the use of artificial intelligence. It ensures cutting-edge insights and the latest practices.

This course contains a promotion.

Who this course is for:

HR specialists and HR business partners involved in talent development
HR directors and L&D professionals building long-term leadership pipelines
Team leaders and department heads managing key personnel
Talent management and succession planning professionals
Business owners and top managers seeking organizational continuity
Anyone responsible for identifying, developing, or replacing key employees

Talent Management System: Succession, HiPo, Leadership

What you'll learn

Explore related topics

Course content

Succession Planning Fundamentals: Talent Pools, HiPo and Risk1 lecture • 29min

Critical Roles: Competency Mapping for Succession Planning1 lecture • 25min

Talent Assessment: 9-Box Grid, HiPo and AI Successor Analytics2 lectures • 26min

Leadership Development: IDPs, Mentoring and AI Learning Paths1 lecture • 27min

DEI and Transparent Communication in Succession Planning1 lecture • 21min

Succession Metrics, AI Dashboards and Continuous Improvement1 lecture • 20min

Extra: People Management Skills for Talent and Succession Leaders48 lectures • 25hr 33min

Extra: Talent Management Principles8 lectures • 3hr 9min

Extra: Workforce Planning6 lectures • 2hr 57min

Extra: Talent Analytics, Employee Value and Succession Forecasting10 lectures • 5hr 16min

Requirements

Description

Who this course is for: