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Talent Management

$599.00

Talent Management is an investment. Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. The item that usually accounts for the highest cost for a company is its work force. With a company’s workforce being the highest cost to it, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce and attracting a higher caliber of new employee.

We all know that training and retraining costs money and Talent Management can reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority in today’s business environment. Having a talented group of employees has always been a key to success; it will translate into cost savings and higher productivity. Talent Management is the investment that will pay dividends over the course of its use.

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Description

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Talent Management

[/vc_column_text][vc_row_inner][vc_column_inner width=”1/2″][vc_column_text]Module One: Getting Started

  • Workshop Objectives

Module Two: Purpose Of Onboarding

  • Start-Up Costs
  • Employee Anxiety
  • Employee Turnover
  • Realistic Expectations
  • Case Study
  • Module Two: Review Questions

Module Three: Introduction

  • Why Onboarding?
  • Importance Of Onboarding
  • Making Employees Feel Welcome
  • First Day Checklist
  • Case Study
  • Module Three: Review Questions

Module Four: Millennia’s And Onboarding

  • Who Are Millennials?
  • How Do Millennials Differ From Other Employees?
  • Investiture Socialization – Let Them Be Themselves
  • Informal Rather Than Formal Onboarding Processes
  • Case Study
  • Module Four: Review Questions

Module Five: Onboarding Checklist

  • Pre-Arrival
  • Arrival
  • First Day
  • First Week
  • First Month
  • Case Study
  • Module Five: Review Questions

Module Six: Engaging the Millennial Employee

  • Create An Informal Program Rather Than A Formal One
  • Engage Employees One On One
  • Role of Human Resources
  • Role of Managers
  • Case Study
  • Module Six: Review Questions

[/vc_column_text][/vc_column_inner][vc_column_inner width=”1/2″][vc_column_text]Module Seven: Following Up with the Millennial Employee

  • Initial Check In – One on One
  • Following Up – Regular, Informal Follow Ups
  • Setting Schedules – Millennials and Work/Life
  • Mentoring the Millennial Case Study
  • Module Seven: Review Questions

Module Eight: Setting Expectations with the Millennial Employee

  • Define Requirements – Provide Specific Instructions
  • Identify Opportunities for Improvement and Growth
  • Set Verbal Expectations – Specific, Clear, Systematic
  • Put It In Writing – Specific, Clear, Systematic
  • Case Study
  • Module Eight; Review Questions

Module Nine: Mentoring the Millennial Employee

  • Be Hands-On and Involved
  • Serial Mentoring
  • Be a Mentor, Not an Authority Figure
  • Focus Millennials” Exploratory Drive on Work
  • Case Study
  • Module Nine: Review Questions

Module Ten: Assigning Work to the Millennial Employee

  • Provide Clear Structure and Guidelines
  • Provide Specific Benchmarks
  • Set Boundaries and Provide Reality Checks
  • Guide, Don”t Dictate
  • Case Study
  • Module Ten: Review Questions

Module Eleven: Providing Feedback

  • Millennials Thrive on Feedback
  • Characteristics of Good Feedback
  • Informal Feedback
  • Formal Feedback
  • Case Study
  • Module Eleven: Review Questions

Module 12: Wrapping Up

  • Words from the Wise
  • Review of the Parking Lot
  • Lessons Learned
  • Recommended Reading
  • Completion of Action Plans and Evaluations

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