Implementing Succession Planning & Talent Management
Organisations need to be strategic and proactive in how they identify, develop, engage, retain and deploy talented people. In order for them to thrive and be successful, they need to understand which posts are strategically important and have plans in place for when they become vacant.
Organisations also need to understand what ‘talent’ looks like so they can retain and motivate great people so that they maximise their performance – this is critical to continued success now, more than ever before. Succession planning enables organisations to make plans about ‘business critical’ posts - when talent management and succession planning are integrated, they are able to fully utilise their people to meet both individual and organisational objectives.
By the end of this highly interactive programme 'Implementing Succession Planning and Talent Management', you will have a guaranteed way to create a succession plan, and have a range of easy to use skills to manage and retain talented staff. It is run by an expert in the field who has practical and proven experience so that you discover everything you need to take a more strategic, objective and integrated approach to succession planning and talent management.
Implementing Succession Planning & Talent Management is from our Leadership & Management series. At the Civil Service College, we tailor our courses to each attendee’s role and organisations, ensuring that each delegate gets the most out of the training. Our courses and trainers are continuously updated and evaluated to ensure that we are always delivering the best service possible.
The training course on 'Implementing Succession Planning and Talent Management' will be of interest to anyone is responsible for managing and developing people - it will help them have a practical framework for managing succession and talent. It has particular benefit to leaders, managers and HR professionals who are responsible for managing talent or understanding how to fill ‘business critical’ posts.
Participants will gain an understanding of how to create, design and implement a robust succession plan. They will be able to identify talent based on performance and potential – and have a definition of the latter that has a cultural ‘fit’ to their own organisation. Participants will be able to use a ‘retention toolkit’ to identify risks and keep their best staff so that the organisation grows and develops successfully.
10:00 - 16:00
£595 + VAT
This course is available In-House and can be tailored to meet your individual training requirements.Enquire
Mel is an excellent trainer who has extensive expertise in Leadership, Management & Interpersonal Skills Training – this has been underpinned by his professional knowledge and practical experience.Read Bio
Mel had an outstanding career in the UK Civil Service up until 2011 and held roles such as HR and Organisational Development Manager. He is now a Self-Employed Freelance Independent Consultant, Management Trainer, Assessor and Business Coach. He is a qualified HR Professional of over twenty years with a wide range of both strategic and operational business experience. He is an outstanding trainer who has extensive expertise in Leadership, Management & Interpersonal Skills Training used with a wide range of leaders.
Mel is an excellent communicator, who makes training participative and engaging. He is a Chartered Fellow of the CIPD and has the Certificate in the Psychology of Management. Mel is qualified in Coaching and Psychometrics and frequently uses them as part of leadership development. In 2012, he became a CIPD Experience Assessor and has since assessed a range of HR Directors. In 2015, he led the assessment of a large organisation’s HR function in the UAE. Due to his business credibility, he was also asked to speak at a Leadership Conference about Emotional Intelligence alongside Nick Clegg, MP.
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Civil Service College can deliver In-House training within your organisation that is exactly tailored to meet your individual training requirements.
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