Talent Management and Retention

Participant satisfaction

It's people who generate results, so it's critical to invest in valuing and developing talent.

This course prepares participants to define and implement strategies for managing and retaining the talent necessary for the organisation's success. It focuses particularly on good practices involved in talent mobility and retention, specifically in talent auditing, employee development, and succession planning. The theme of commitmentengagementand employee motivation are equally addressed, as an integral aspect of talent management. The course includes case studies, practical exercises, and open discussions.

Programme

What is talent?;

Why is talent important?;

What is talent management?;

Various approaches to talent management;

SHL's approach to integrated talent management;

The talent management process: how to define talent, how to measure/evaluate talent, how to realise talent;

Talent management and talent auditing;

Talent management and succession planning. Strategic importance of succession planning. Motivation and commitment as critical variables for success in career and succession planning. Designing and implementing succession plans.;

Succession planning, employee development and talent retention;

Design of interventions and programmes for motivation, commitment (engagement) and talent retention.

Objectives

To define the concept of talent;

Recognise the benefits of integrated talent management;

Here are the stages and descriptions of Talent Management: * **Define Talent:** This stage involves clearly identifying what constitutes "talent" within an organisation. It means establishing the specific skills, competencies, behaviours, and potential that are crucial for the organisation to achieve its strategic objectives. This definition should align with the company's values, culture, and future needs. It's about answering the question: "What does high performance and future potential look like here?" * **Measure Talent:** Once talent is defined, the next step is to accurately measure and assess individuals against these defined criteria. This involves using a variety of methods, such as performance reviews, psychometric assessments, 360-degree feedback, competency-based interviews, and development centres. The goal is to objectively identify individuals who possess the defined talent and to understand their current strengths and areas for development. * **Realise Talent:** This is the stage where the organisation actively develops and leverages the identified talent. It includes strategies for talent retention, career development, succession planning, and performance development. Activities at this stage focus on providing opportunities for growth, engagement, and advancement, ensuring that talented individuals are challenged, motivated, and contribute to their full potential. It's about cultivating and maximising the value of the talent identified.;

To define talent and eligibility criteria;

Select the most appropriate assessment techniques and methodologies to identify and evaluate talent for the different roles and functions within the organisation.;

Explain the strategic importance of succession planning.;

To use talent information for career management and succession planning.;

Identify various interventions to attract, motivate, and retain talent;

To design talent retention interventions and programmes.

In person

Lisbon, 11 and 12 November 2026

9.30am-1pm | 2pm-5.30pm

Price

680 € + VAT (836,40 €)

Discounts applicable to companies:
– Registration of a 2nd contributor: €540 + VAT
– Registration of a 3rd collaborator: €510 + VAT

Includes preparation guide, documentation, and coffee break.

Duration

14 hours

Recipients

Human resources managers and other managers interested in deepening their understanding of the concept of talent and how to manage it within organisations.

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