TALENT MANAGEMENT, PERFORMANCE MANAGEMENT & ORGANIZATIONAL DEVELOPMENT TRAINING

Program Schedule

📅 Commences: October 10; Ends Nov 8, 2026

October 10th & 11th

October 17th & 18th

October 24th & 25th

October 31st & November 1st

November 7th & November 8th

🗓 5 Weekends

• Saturdays & Sundays: 4:00PM – 7:00PM

🎯 Live Virtual Training (Zoom)

📜 Certificate of Completion

📚 Practical Templates, Case Studies & Real-World Exercises Included

FOR DIRECT BANK TRANSFER:

Account Number: 0172536368

Bank Name: Union

Account Name: HRwithTA Professional Network

Send proof of payment to:

+2348140721144 (WhatsApp & Call)

For Corporate Delegates Participation: Kindly request a quotation through [email protected].

TRAINING OBJECTIVES

By the end of this training, participants will be able to:

Develop a strategic talent management framework aligned with business goals.

Identify and assess critical talent, roles, competencies, and talent gaps.

Design effective performance management systems, including KPIs, goal setting, reviews, and performance improvement.

Build practical career development, coaching, and employee development strategies.

Design succession plans and sustainable talent pipelines for critical roles.

Diagnose organizational capability, culture, and effectiveness challenges.

Apply organizational development and change management interventions to improve organizational performance.

Use talent and performance data to support evidence-based HR decisions.

Measure talent, performance, and OD outcomes through meaningful KPIs and ROI.

Integrate talent, performance, and organizational development into a people strategy that drives sustainable business performance.

COURSE OUTLINES

WEEKEND 1 — OCTOBER 10–11

TALENT MANAGEMENT FOUNDATIONS & PERFORMANCE CULTURE

SATURDAY—OCTOBER 10

Session 1: Understanding Talent Management

• What is talent management?
• Evolution of Talent Management
• Talent Management vs. HR Management
• The Talent Management Lifecycle
• Strategic vs. administrative talent management
• The role of HR and business leaders

Session 2: Talent Strategy & Business Alignment

• Business Strategy → People Strategy
• Identifying critical business capabilities
• Talent segmentation
• Critical roles vs. critical talent
• Build, Buy, Borrow & Bot

SUNDAY—OCTOBER 11

Session 3: Talent Identification & Assessment

• Defining talent
• Performance vs. potential
• Talent assessment methods
• Competency-based assessment
• 9-Box Talent Grid
• Identifying high-potential talent

Session 4: Competency Frameworks

• Core competencies
• Functional competencies
• Leadership competencies
• Proficiency levels
• Competency assessment

Session 5: Performance Culture

• Performance Management vs. Appraisal
• Building a performance culture
• Goal setting and alignment
• Performance accountability
• Linking competencies to performance

WEEKEND 2 — OCTOBER 17–18

FROM JOB DESCRIPTION TO MEASURABLE PERFORMANCE

SATURDAY—OCTOBER 17

Session 1: Job Analysis & Performance Expectations

• Job analysis fundamentals
• Job description vs. job specification
• Job purpose
• Key accountabilities
• Defining performance expectations

Session 2: KPA Development

• What is a KPA?
• KPA vs. KPI
• Identifying critical outputs
• Developing role-specific KPAs
• Cascading organizational priorities

Session 3: KPI Formulation

• What makes a good KPI?
• SMART KPIs
• Leading vs. lagging indicators
• Output vs. outcome measures
• Common KPI mistakes

SUNDAY — OCTOBER 18

Session 4: Effective Performance Measures

• Quality
• Quantity
• Cost
• Time
• Customer measures
• Behavioural measures
• Team vs. individual measures

Session 5: KPI Weighting & Performance Scorecards

• KPI weighting
• Rating scales
• Performance scoring
• Individual scorecards
• Team scorecards
• Departmental scorecards

Session 6: Performance Evaluation

• Performance evidence
• Rating employees
• Performance documentation
• Rating bias
• Performance evaluation challenges

WEEKEND 3 — OCTOBER 24–25

TALENT DEVELOPMENT, CAREER & SUCCESSION

SATURDAY—OCTOBER 24

Session 1: Learning & Development Strategy

• Training vs. capability development
• Learning Needs Analysis
• Strategic L&D
• 70:20:10 learning model
• Measuring learning effectiveness

Session 2: Career Development & Pathing

• Career management
• Career development
• Career ladders and lattices
• Career conversations
• Individual Development Plans

Session 3: Mentoring, Coaching & Mobility

• Coaching vs. mentoring
• Developmental assignments
• Job rotation
• Internal mobility
• Stretch assignments

SUNDAY—OCTOBER 25

Session 4: Succession Planning Essentials

• Succession vs. replacement planning
• Identifying critical roles
• Successor identification
• Readiness levels
• Emergency vs. planned succession

Session 5: Talent Pipeline Development

• Building talent pipelines
• Internal vs. external pipelines
• High-potential talent
• Talent pipeline gaps
• Critical talent risks

Session 6: Succession Risk & Gap Analysis

• Leadership concentration risk
• Single-incumbent dependency
• Capability gaps
• Succession risk register
• Succession readiness dashboard

WEEKEND 4 — OCTOBER 31–NOVEMBER 1

ORGANIZATIONAL DEVELOPMENT & PERFORMANCE CONVERSATIONS

SATURDAY—OCTOBER 31

Session 1: Organizational Development

• What is OD?
• OD vs. Organizational Effectiveness
• Organization diagnosis
• Organization design
• Organizational effectiveness

Session 2: Organizational Culture

• Understanding culture
• Culture vs. values
• Culture and performance
• Current vs. desired culture
• Culture gaps
• Culture transformation

Session 3: Change Management

• Types of organizational change
• Change readiness
• Stakeholder analysis
• Resistance to change
• Change communication
• Change adoption

SUNDAY — NOVEMBER 1

Session 4: Effective Performance Reviews

• Preparing for reviews
• Conducting performance reviews
• Evidence-based discussions
• Reviewing results
• Turning appraisal into development

Session 5: Feedback & Coaching

• Giving effective feedback
• Receiving feedback
• SBI feedback model
• Coaching for performance
• GROW coaching model

Session 6: Difficult Conversations & Performance Improvement

• Managing difficult conversations
• Addressing poor performance
• Root-cause analysis
• Performance Improvement Plans
• Documentation and fairness

WEEKEND 5—NOVEMBER 7–NOVEMBER 8

INTEGRATING TALENT, PERFORMANCE, OD & BUSINESS RESULTS

SATURDAY—NOVEMBER 7

Session 1: Linking Talent to Business Strategy

• Business strategy and people strategy
• Cascading organizational objectives
• Individual → Team → Department → Business
• Talent-to-value framework

Session 2: Talent Analytics & Measurement

• HR metrics vs. analytics
• Talent analytics
• Performance analytics
• Retention metrics
• Talent risk metrics

Session 3: Talent KPIs & Dashboards

• Designing meaningful talent KPIs
• Leading vs. lagging indicators
• Talent scorecards
• Performance dashboards
• Executive reporting

Build a Talent & Performance Dashboard

SUNDAY — NOVEMBER 1

Session 4: Performance Calibration & Talent Decisions

• What is calibration?
• Calibration meetings
• Rating consistency
• Identifying high performers
• Identifying performance gaps
• Managing rating bias

Session 5: ROI of Talent Investments

• Cost of turnover
• Cost of vacancies
• Learning ROI
• Leadership development ROI
• Engagement ROI
• Building the business case for HR

Session 6: CAPSTONE—TALENT, PERFORMANCE & OD STRATEGY - NOVEMBER 8

FOR DIRECT BANK TRANSFER:

Account Number: 0172536368

Bank Name: Union

Account Name: HRwithTA Professional Network

Send proof of payment to:

+2348140721144 (WhatsApp & Call)

For Corporate Delegates Participation: Kindly request a quotation through [email protected].