Talent Strategy is an executive development program designed to provide individuals and organizations with key concepts and practical tools of Talent Management to undertake a Talent Strategy journey.
Talent Strategy is at least as critical to success as financial, marketing, and technology strategies.
Participants will prepare to initiate a focused and factual conversation with peers and senior leadership about Talent and its contribution to the organization's success. Select data from nationally recognized research organizations will provide solid argumentation on Return on Investment.
Powerful yet simple assessment exercises will help participants assess where their organizations are on the Talent Management map. Tools and instruction will enable participants to develop appropriate action plans.
Management practices and processes are challenged by experts and vendors, and internally by employees and management, Talent Strategy will help sort out both sides of the arguments. We will explore the five forces at play: Employees, Line managers, Senior leadership, HR team members and Systems vendors.
Talent Strategy takes a look at some worrying demographic data around generational and STEM gaps and their consequences in terms of workforce planning and global consciousness.
Participants will have the opportunity to complete a series of self-assessments before attending the session. In addition, articles and assignments will be assigned between the first and second day.
Talent Strategy is a highly experiential educational opportunity which comes with a strong dose of self-assessment and action planning.
Sessions are highly interactive. Participants will be guided in establishing individual goals and objectives. They will leave the program with a clear idea of next steps through personalized action plans specific to each participant's situation back in their own organization.
Program Learning Objectives:
- Build understanding of the Talent Management framework and the components of Talent Strategy
- Increase knowledge and insight about Talent Strategy as a key dimension of Business Strategy
- Clarify talent-defining concepts like Knowledge, Skills, Competencies, IQ and Emotional Intelligence
- Improve your hiring process.
- Gain current perspectives on management and leadership research regarding talent.
- Reactivate and enhance your Performance Management Process from setting goals to coaching and reviewing performance.
- Develop executive capabilities in identifying potential and recognizing performance
- Network with HR practitioners and business leaders and gain from their experience and knowledge.
- Discern whether or not your process needs to be transparent and known by your employees.
Executives exploring a new talent strategy
Human Resources / Learning & Development Officers who are, or will be, designing, proposing or implementing talent strategy
Everyone responsible for hiring, motivating or retaining, key employees in a competitive talent environment
STEM recruiters, employers, marketers, and trainers.
Lecturer in Management
Senior Consultant and member of the Board of Advisors of Pragmatic Consulting Inc., where he is leading the Human Resources practice, with focus on Talent Strategy, Leadership coaching & development and Part-time – Interim CHRO services. He brings a broad senior leadership experience with a varied background of human resources, marketing, customer service, finance and business start up.
As Global Vice President Human Resources of Goss International, Pascal directed the design and implementation of HR strategies and practices across multiple locations in the Americas, Europe and Asia-Pacific for a global leading manufacturer of printing equipment. He is a strategic partner of CEOs, senior leadership, board members and operational managers at all levels, and is genuinely passionate with all aspects of business strategy and its translation into effective Human Capital plans.
Pascal also served as Director of Marketing Services Europe, then Director of Human Resources France for Heidelberg Druckmaschinen.
He started his career as an entrepreneur and was co-founder of two start-up companies in the Tourism industry in France.