FAQ

1. What is Talent Economics?
2. What will I learn in this program?
3. Who is this program ideal for?
4. I haven’t studied economics. Will this get in the way of my learning?
5. Why is Economics useful for Human resources professionals?
6. Why have you chosen this schedule? (For version A -3 + 2 day program, with 3 weeks in between)
7. Is there any pre-work before the program?
8. How is certification awarded?
9. What are the benefits of certification?
10. Where else is this program being held?

Answers:

1. What is Talent Economics?

Talent Economics: the fine line between winning and losing the global war for talent is a book which was released in London on 3rd December 2012. Published simultaneously in the UK, US and Asia by Kogan Page; the US edition went to number one on Amazon.com’s “Hot New Books in HR” list on 29th January 2013. In April 2013

Talent Economics has been called a game changing book in the area of Talent Management.

A forward looking book, which profiles what the global talent pool may look like in 2020 and beyond, it has received positive reviews from CEOs, HR thinkers and Academics alike for its refreshing outside-in view on talent management, which brings workforce analysis, management practice and strategy together.

Presenting data from 45 countries, Talent Economics uses economic inquiry – the study of how the forces of supply and demand allocate scarce resources – as a discipline to present a picture of how the 3 billion strong global workforce is changing and how this change is challenging current management mindsets. In doing so, Talent Economics calls for a new proactive and strategic approach to talent management, led by decision makers themselves.
Two recent articles which explain the Talent Economics value proposition further -

http://www.hrmasia.com/news/features/who-do-you-think-will-win-the-global-war-for-talent/176917/

http://www.ogilvydo.com/leadership-and-the-art-of-managing-talent/#%2EUSZIMqVnp3c

 

2. What will I learn in this program?

1. Business & talent strategy –
How business strategy choices directly drive an organization’s talent agenda.
Taking strategy to execution.
The impact of changing business models, and changing employment preferences on the ongoing war for talent

2. Diagnosing talent needs –
How to build a case for talent strategy using Macro and Micro talent trends.
Managing the talent needs of a diverse business.
Managing global versus local tensions

3. Investing in talent-
Where are your talent dollars currently going?
Building a compelling investment case through data.

4. Leadership engagement –
How to facilitate talent strategy conversations with executives and in the boardroom
Why business leaders need to take the drivers seat in Talent Management, and how to get them to do so.

 

3. Who is this program ideal for?

1. Senior HR roles such as Business Partners, Heads of Talent Management, L&D, Resourcing, Rewards, HR services. Participants must have direct client contact and must be senior enough to influence strategy.
2. Senior managers in business, strategy, functional or general management roles – who have an interest in HR and talent management
3. Independent consultants in the area of HR / Strategy / leadership development.
4. Academics in the strategy or HR disciplines.
5. Policymakers in Government bodies (like the MOM/EDB/ MAS/ WDA etc), who work on the nations talent agenda

 

4. I haven’t studied economics. Will this get in the way of my learning?

No, a formal background in Economics isn’t necessary. This program is designed using simple, everyday economic constructs to build a well researched case for talent strategy.

It would help tremendously though if the participants are proficient in HR practices, and have a working knowledge of MSOffice (Word, Excel, PowerPoint)

 

5. Why is Economics useful for Human resources professionals?

Economics is the social science which shows how market forces (demand and supply) allocate scarce resources. Today more than ever Talent must be seen as a critical and scarce resource. Economics is also very useful when engaging senior executives. Most business heads enjoy a conversation which focuses on economic value, and given the proportion of labour costs sitting on their P&L, they have a deep vested interest in discovering the right “talent recipe” for their business. HR leaders have an anchoring role to play in this debate, by highlighting talent trends, helping guide the allocation of scarce resources and coaching leaders to see a connection between their decisions and competitive talent realities.

In their recent 2013, Human Capital trends research paper, Deloitte recently called this the number one need within HR – http://www.forbes.com/sites/joshbersin/2013/04/05/can-hr-managers-think-like-economists/

Also see -

http://www.deloitte.com/view/en_US/us/Services/consulting/human-capital/f6ca6f03601bd310VgnVCM1000003256f70aRCRD.htm

 

6. Why have you chosen this schedule? (For version A -3 + 2 day program, with 3 weeks in between)

The Certified Talent Economist program aims to integrate the learning, practice and sharing phases with the program itself. Using this schedule, we significantly increase the quality of learning and application (as compared to a traditional workshop).

  • Learning phase – In the initial 3 days, participants learn the concepts, debate application and finally build an execution plan for practicing both diagnosis and strategy formulation skills.
  • Application phase -They then go back to work and use the next 3 weeks to do a meta-analysis of talent needs at their company, interview leaders on business strategy and finally build a basic hypothesis for talent investments. During this phase they also work on researching one macro talent trend as part of a team.
  • Sharing phase- During the final two days, teams present their macro talent insights and participate in talent strategy reviews in a mock boardroom environment. The last two days are all about sharing ideas, insights and approaches within the group, and is a key step towards certification.

Why have you chosen this schedule? (For version B programs – 4 day program + 3 weeks application followed by a teleconference review)

The Certified Talent Economist program aims to integrate the learning, practice and sharing phases with the program itself. Using this schedule, we significantly increase the quality of learning and application, as compared to a traditional workshop.

  • Learning phase – In the initial 4 days, participants learn the concepts, test them through case studies, and finally build an execution plan for practicing both diagnosis and strategy formulation skills back at work
  • Application phase – They then go back to work and use the next 3 weeks to do a meta-analysis of talent needs at their company, interview leaders on business strategy and finally build a basic hypothesis for talent investments. During this phase they also work on researching one macro talent trend as part of a team.
  • Review phase- Participants then participate in a virtual review with the program facilitator, where they present their research, and talent strategy choices, and receive coaching feedback. This is a key step towards certification.

 

7. Is there any pre-work before the program?

Once you sign up, you will be sent a complimentary copy of Talent Economics – the fine line between winning and losing the war for talent. It would be useful (but not mandatory) to read the book prior to the class.

In addition, you will be emailed a few articles and research papers to glance through before the first session.

 

8. How is certification awarded?

Certification is awarded on successful attendance of the workshop, and active participation during the application and review phase.

 

9. What are the benefits of certification?

1. The Certified Talent Economist credential allows the recipient perpetual and license free use of all tools and frameworks included in the book Talent Economics – the fine line between winning and losing the global war for talent.

2. All Certified Talent Economist will be featured (via a one page profile) on the www.TalentEconomics.com website.

On successful completion of the course, each CTE will receive password controlled access to the proprietary PeopleLENS database, including view only access to industry and country benchmarks for over 40 core talent diagnosis questions. This can be used to compare client organizations to peer or competitors, when consulting.

 

10. Where else is this program being held?

The 2013, Certified Talent Economist program schedule is –

24-27 September – Moscow, Russia
21-24 October – Cape Town, South Africa
28-30 October – Singapore
12-15 November – Dubai, UAE
19-22 November – London UK

In 2014, in addition to the above locations, it will also be offered in India, Malaysia, USA and the Philippines.

Testimonials

Stay connected with us in Social Media!