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Quick Look Course Summary:Lead People Development and Talent Management (3 days)
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Length: 3 day(s)
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Price (at your venue): 1 Person R 14,997 EX VAT 3 Person R 11,205 EX VAT 10 Person R 8,120 EX VAT
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Certification Type:Non-Accredited
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Locations & Venues: Off-site or in-house. We train in all major city centres throughout South Africa.
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Lead People Development and Talent Management (3 days)
Managers who can analyse their unit's development needs, build a people development plan and see it through to measurable results.
Training budgets are often spent on whatever course someone asks for, rather than on the skills the unit actually needs. This three-day course in people development and talent management teaches managers to work the other way round: find out what the unit needs, record it, build a development plan and manage it until it delivers. It is designed for heads of department, section heads and other managers responsible for more than one team.
Day one is the training needs analysis. Delegates link development to the unit's objectives, build simple competency profiles, and gather evidence from performance data, observation, interviews, surveys and career conversations. Day two turns the findings into a record management can act on and then into a people development plan: priorities, a mix of interventions from formal training and e-learning to coaching, mentoring and job rotation, budgets and timelines, with links to your Workplace Skills Plan, employment equity plan and B-BBEE skills development targets. Delegates also learn how to manage implementation, keep line managers involved and check whether the learning shows up in performance.
Day three is a talent planning workshop. Delegates run a talent review for their own unit, identify successors for critical roles, plan retention for key people and present their development plan for feedback.
Why this course
For your organisation
- Development spending based on a documented needs analysis
- A people development plan for each unit, aligned with business objectives
- Better evidence for your Workplace Skills Plan and B-BBEE skills development
- Named successors for critical roles
- Managers who take ownership of developing their people
For your delegates
- A practical training needs analysis method and templates
- A completed draft development plan for your own unit
- Skills to run talent reviews and succession discussions
- A clear way to track and report on development results
What delegates will be able to do
- Identify the skills and development needs of individuals and of the unit as a whole
- Gather evidence of skills gaps from performance data, observation, interviews and surveys
- Record and present the findings of a needs analysis in a form management can act on
- Compile a people development plan with priorities, interventions, budget and timelines
- Choose the right development method for each need, from formal training to coaching and mentoring
- Link the plan to the Workplace Skills Plan, employment equity plan and B-BBEE targets
- Manage implementation of the plan and keep line managers accountable
- Evaluate whether development has improved performance
- Run a talent review and plan succession for critical roles
Who should attend
Heads of department, section and divisional managers and other managers with several teams reporting to them; HR, L&D and skills development practitioners; and team leaders preparing for a broader management role.
Course outline
Day 1 – Analysing development needs
People development and talent management
- Why development is a line-management responsibility
- Talent management versus training
- The development cycle: analyse, plan, implement, evaluate
- Skills development in South Africa: the Skills Development Act, Workplace Skills Plans and B-BBEE
Starting from the business
- Unit objectives and the skills they demand
- Current and future needs: technology, growth and change
- Critical and scarce skills in your unit
- Exercise: the skills your unit will need in two years
Competency profiles
- Breaking roles into knowledge, skills and behaviours
- Setting the required level
- Simple profiling templates
- Exercise: profiling two roles in your unit
Gathering evidence
- Performance data and appraisals
- Observation and work samples
- Interviews, questionnaires and focus groups
- Career aspirations and potential
- Qualifications and training history
Analysing the gaps
- Individual versus unit-wide gaps
- Is training the answer? Separating skills issues from systems and motivation
- Prioritising gaps by business impact
- Exercise: gap analysis for your unit
Day 2 – Recording the analysis and building the plan
Recording the needs analysis
- What the record must contain
- Presenting results to management
- Confidentiality and employees' personal information under POPIA
- Agreeing priorities with stakeholders
Choosing development methods
- Formal courses, learnerships and qualifications
- E-learning and blended learning
- Coaching, mentoring and job rotation
- On-the-job learning and stretch assignments
- Matching the method to the need and the person
Compiling the development plan
- Objectives and success measures
- Individual development plans and the unit plan
- Budget, scheduling and resources
- Links to employment equity and B-BBEE skills development
- Exercise: drafting your unit plan
Managing implementation
- Roles of the manager, HR and the employee
- Releasing people for training without hurting output
- Monitoring progress and adjusting the plan
- Reporting on development activity
Evaluating results
- Reaction, learning, behaviour and results
- Measuring transfer to the job
- Showing the return on development spend
Day 3 – Talent planning workshop
Talent reviews
- Assessing performance and potential
- The nine-box grid
- Calibration across managers
- Exercise: a talent review of your unit
Succession and careers
- Identifying critical roles
- Ready-now and ready-later successors
- Career paths and career conversations
- Succession and employment equity
Retaining key people
- What drives engagement and commitment
- Recognising flight risk early
- Retention actions that work
Presenting your plan
- Finalising the people development plan
- Presentations to the group
- Facilitator and peer feedback
- Personal action plan and close
How it is delivered
Three days, 08:30-16:00. In person at your offices anywhere in South Africa, at a BOTI venue, or live online. One delegate or a group of up to 20; delegates bring their unit's objectives, role descriptions and anonymised performance information to work with. Workbook, needs-analysis and development-plan templates included. We deliver it at your offices in Johannesburg, Pretoria, Durban, Cape Town and anywhere else in South Africa, at a BOTI venue in Johannesburg, or live online for teams in different places.
What our clients say
“All training programmes were delivered in a highly professional manner, with effective coordination and strict adherence to our scheduling requirements. The facilitators demonstrated a commendable level of expertise, and the quality of delivery consistently met our expectations.”
“We are highly satisfied with the quality of delivery and the professionalism demonstrated by your facilitator. The course content was structured perfectly to meet our needs, keeping our team fully engaged throughout the session.”
“We were highly impressed by the high caliber of the training provided. The facilitator demonstrated a deep level of expertise that added significant value to the sessions.”
Frequently asked questions
Can you run this course at our offices?
Yes. Most groups are trained at the client's premises anywhere in South Africa; we can also host it at a BOTI venue or deliver it live online.
How many people can attend?
From one delegate to groups of 20. The price per delegate drops as the group grows – see the price table, or ask us for a quote.
Is it accredited?
No – it is a non-accredited short course and delegates receive a BOTI certificate of attendance.
How is this different from the one-day talent management course?
The one-day course is a talent and retention overview for line managers. This three-day course is a practical programme in which delegates complete a needs analysis and a people development plan for their own unit.
Will delegates work on their own unit?
Yes. Every exercise uses the delegate's own unit, so by the end of day three each manager has a draft development plan and talent review ready to finalise.
Can you run this course in Johannesburg, Cape Town or Durban?
Yes. We train on site at your offices in Johannesburg, Pretoria, Durban, Cape Town and across South Africa, at a BOTI venue in Johannesburg, or live online so a team spread over several offices can attend together.
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