- Clarify the talent management approach and philosophy tailored to the company’s business and talent market.
- Engage top management in talent management and make it an operational priority within the organization
- Establish relevant metrics to measure different levels of talent management
- Implement effective reporting to engage stakeholders beyond HR
- Implement effective controls for handling sensitive information
- Create the conditions for data-driven decision-making and, to do so, ensure the quality of that data.
- Demystify AI, understand its contributions to talent management and workforce planning processes. Adopt ethical principles in its use.
- Adopt the right approaches to manage Generations Y and Z.
- Positioning talent management as a strategic priority for the company and engaging top management
- Technological tools (HRIS) and AI in support of talent management
- Clarify the talent management approach and framework tailored to the business and the company’s labor market: differentiated / inclusive / hybrid approaches
- Determine talent needs (qualitative and quantitative)
- Conduct qualitative and quantitative talent assessments for the short and medium term
- Plan demand and identify essential required skills
- Segment talent based on criticality and scarcity
- Align talent supply and demand
- Identify strategies to meet needs: “Buy, build, borrow, bot”
- Focus on the 4 approaches
- Identify strategies to meet needs: “Buy, build, borrow, bot”
- Succession planning methods
- The 9-box matrix and its alternatives
- Skills-based talent mapping
- Building and managing the talent pipeline
- The special case of leaders
- The special case of technical profile
- Creating an environment conducive to talent development
- Employee retention initiatives
- The impact of employer brand image on the candidate experience
- The company’s value proposition
- The “skills-first” approach: why is it suited to the current context?
- Mapping talent using the “skills-first” approach
- Mastering the steps to develop the “HR roadmap” for building a competency-based organization
- Workforce planning and AI: benefits, considerations, and conditions for success
- Analyzing current headcount: qualitative and quantitative data
- Defining data-driven scenarios to project into the future
- Avoiding “overstaffing” and “understaffing”
- Calculating needs: business ratios, productivity, growth models
- Workforce planning management and governance tools: dashboards
- The trainer has over 25 years of experience in human resources management, labor relation, and skills management. After experiences in operational management, he joined the Training and Development Institute of Kiabi, the French “Prêt-à-porter” leader. This experience allows him to develop real expertise in training engineering and skills development.
