Talent Management and Succession Planning
Overview:
It’s easy to be an ‘A’ player when there is a robust economy. Now is the challenge. Today, you can’t afford to carry ‘C’ players. People and productivity are inextricably linked. Therefore employee development can make a difference to the bottom line – short- and long-term. While some see the economic downturn as an excuse to stop paying attention to employee issues, experts believe that the economy should not stop companies from doing the good things they have been doing. Now is the time to assess talent and drive performance.
Programme:
• Approaches to succession planning and talent management
• Benefits of implementation
• Building a mobile, global talent pool
• External workforce demographics and bench marking
• Competency models and performance measurement
• Indicators of a need for succession planning /talent management
• Establishing and communicating need.
Benefits: this seminar will address the following issues that research has unearthed.
• Seventy-five percent of CEOs have too few competent employees to grow the business.
• The 35 - 44 age-range population will decrease by 15% in 15 years, and the workforce in their middle 30s is the most mobile that ever existed.
• The average duration of employment at a job now is just 3.6 years.
• Half of college students spend just two years at their first job.
• Sixty percent of employees plan to leave their jobs within a year – but still say they are satisfied.
• Eighty percent of global white-collar jobs will be obsolete in five years.
For: CEOs, HR directors, team leads, and training managers who wish to attract and retain the right talent.
Date: 15 – 16 March 2012
Fee: N 140,000
UPCOMING EVENTS
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234-(0)1-8991449, 234-(0)1-7740280 
Km 22 Lekki - Epe Expressway
Ajah, Lagos, Nigeria.