Strategic Talent Management in the Oil and Gas Industry
LEADERSHIP, MANAGEMENT
Introduction
Identifying, developing and retaining your talent
has never been more important for the industry with the ever-changing economic
market. An organisations best and most valuable asset is undoubtedly the
people; as it’s the people who operate the systems, the equipment and who can
really make the difference between growth or failure. Losing or not being able
to recruit the best talent can have a disastrous impact on an organization’s
growth and sustainability. This highly interactive Strategic Talent Management
training course will teach you the key talent management processes, systems and
procedures in order to apply these in the multi-complex industries.
On this Talent Management training course, you will
gain insight into innovative talent identification methods, develop targeted
grading structures, review and develop competency / behavioral frameworks as
well as how to grade and assess your talent/high potentials with the effective
use of psychometric tools and other assessment methods. In addition, you will
define critical development options ensuring the correct development for talent
in the organization. You will also learn how to create sustained growth through
active succession planning and strategy to ensure positive career paths and
development for talent and high potential employees.
By the end of the course, participants will be
able to:
- Understand the
mechanisms to define talent, as well as manage your talent and high
potential.
- Develop key
strategies to optimize your talent and high potential employees.
- Engage and employ
robust talent strategies within the complex multi-discipline industries.
- Produce develop
effective and functional succession planning strategies.
- Lead and manage OCR
(Organisational Capability Review) meetings to ensure proactive succession
for sustained growth.
Training Methodology
A highly interactive combination of lecture and discussion sessions will be managed to maximize the amount and quality of information, knowledge and experience transfer. The sessions will start by raising the most relevant questions and motivate everybody finding the right answers. The attendants will also be encouraged to raise more of their own questions and to share developing the right answers using their own analysis and experience.
Course Outline
Day 1:
Defining and Attracting Talent
- Talent management – Overview and
background.
- Talent / high potential - Defining the
criteria.
- Talent options - Recruit external or growth
internal.
- Aligning talent management with organisational
development (OD) and business strategy.
- Utilizing workforce planning and other sources
of data.
- Attraction strategies – Use of media and
other channels.
Day 2:
Creating Your High Potential Talent Pool
- Talent management models, grading and
structures.
- Assessment methods and systems - Use of
Psychometric / Behavioral / Competency Frameworks.
- Conducting an effective talent gap analysis.
- ABC model of potential – Getting the
criteria right
- Using the 9 Box Grid, and other methods to
create your talent and high potential matrix.
Day 3:
Developing Your Talent and High Potentials
- Defining high caliber development options.
- Conducting an effective performance discussion.
- Creating individual development plans.
- Powerful feedback techniques: Motivating
individuals to achieve higher potential.
- Coaching for success.
Day 4:
Retaining and Sustaining Your Talent and High Potentials
- Career paths – Guidance for
growth.
- Using mentoring programmes
to develop and retain your talent.
- Reward strategies -
Intrinsic and extrinsic incentives to motivate your talent.
- Managing expectations and
delivering workable outcomes.
- Growth rotation development (assignments,
experience strategies).
- Creating a sustainable
talent pipeline.
Day 5:
Strategic Succession Planning and Organisational Capability Review
- Defining your bench strength.
- Succession planning and the OCR process.
- Conducting effective calibration meetings.
- Formulating a strategic talent plan for the
organization in-line with the business strategy.
- Communicating the strategy to the board and
the company.
- Conclusion and review.