17th – 19th August 2015
Hotel Istana, Kuala Lumpur Malaysia
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Key Take Aways
- Strategic Insight – Identify all levers of talent management across the employment lifecycle.
- A Stronger Business Case – Lead talent management conversations in the language of the business.
- Enhanced Boardroom Impact – Facilitate executive discussions on talent investments and strategy.
- A Blueprint for Leadership Alliances – coach business managers on their role in talent management.
- Process Mastery – Test leading-edge frameworks for diagnosing talent needs, people investments and talent strategy.
- Greater Control over your Talent Dollars- Build and publish a compelling investment case using data and research.
Gyan Nagpal is an award winning talent strategist and commentator, who is deeply invested in researching ongoing changes to the global talent pool.
Over the last decade he has helped some of the world’s largest and most ambitious organisations build significant business franchises across the Asia Pacific Region.
Some of these companies he has helped consulted for include Aviva, Novartis Alcon, Grupokaybee, UBS, Santander, Deutsche Bank, Six Senses, Securities Commission of Malaysiaetc.
As CEO and Principal at PeopleLENS Global Associates, Gyan trains and coaches business leaders on talent management; and travels the world speaking on leadership and 21st century talent trends.
In addition, Gyan is a Senior Fellow for human capital at the Conference Board and a member of the NTL Institute. You can follow his work and research at www.PLGAonline.com
While Gyan Nagpal will be the lead facilitator and program director for each cohort of Certified Talent Economists, he will be assisted during the program by co-facilitators and industry experts.
Why You Should Attend?
The War for Talent is escalating, and the ramifi cations can be felt across industry segments in both developed and emerging economies. Leaders increasingly worry about the strength of their talent pipeline, and often this ball lands in the Human Resources department’s court. There is an increasing pressure on HR leaders to craft talent strategies in line with the business agenda. This has, in the past, lead to a flurry of new programs, practices and processes to help organisations attract, retain and develop talent; yet for all the increasing sophistication of talent management practices, the situation continues to deteriorate. In reality, reactive programs and practices can only do a little in the absence of well researched strategy. There is an increasing acceptance that HR needs to bring a stronger strategic orientation to the boardroom. At a minimum, an orientation which addresses the unquestionable shifts in every organization’s talent reality. In specific, there are four trends which every talent strategist must increasingly acknowledge, and provide 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 IDC/DOL/DHET etc), who work on the nations talent agenda
|Module 1 – Pre-program (Virtual)
On registration and payment all participants receive a complementary copy of Talent Economics: the fi ne line between winning and losing the global war for talent ( Kogan Page, 2013) In addition, participants receive 4 research papers as optional pre-reading.
|Module 2 – Talent Economics & Strategy (3 days – Face to Face)
17 August 2015 – Day 1
Business Strategy & Macro Talent Economics
• Exploration of self, role, orientation and purpose.
• The Eight Stages of Strategy & application to business
• The evolution of global business strategy (1990 – 2020)
• Introduction to Talent Economics.
• Macro Talent Economics – The study of aggregate demand and supply
18 August 2015 – Day 2
Micro Talent Economics & Talent Strategy
• Recap Talent Economics – concept and use
• Research frameworks and group work : the 21st Century workforce
• The Talent Strategy toolkit – concept and practice
• EVP and strategy case study #1
19 August 2015 – Day 3
Facilitating the Strategic Talent Agenda
• Recap the building blocks of talent strategy
• Talent strategy case study #2 & case study group presentations
• Building individual diagnosis and interview plans.
• Recap of key concepts & program feedback
|Module 3 – Application phase with coaching (4 weeks – back at work )
• Participants study macro talent trends within their industry
• Interview business leaders on strategy and focus areas
• Use the tools taught in the program to build a talent investment model for their business
• Participants (in groups) research once core macro talent trend relevant to their company
|Capstone & Certification
|Module 4 – Capstone Call (Virtual)
Participants present their research and strategy papers, receive peer feedback and discuss the process that best suits their business leaders and organisations.
Please click here to register for the event.
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