Module 1: Talent Management Fundamentals

Introduction to Talent Management

Strategic Workforce Planning

Module 2: Guiding principles of talent management systems

• Strategy alignment.

• Implications on talent management systems.

• Analysis of internal organizational environments.

• Strategy maps.

• Strategic objectives.

• Selection criteria.

• Internal consistency.

Module 3: Talent management system's first pillar: performance management scheme

• Quantitative vs qualitative performance management systems.

• Differentiation between performance and potential.

• Defining potential.

• Value system approach.

• Competency based approach.

• Integrated approach.

Module 4: Talent management system's second pillar: talent review

• Quantitative vs qualitative performance management systems.

• Differentiation between performance and potential.

• Defining potential.

• Value system approach.

• Competency based approach.

• Integrated approach.

Module 5: Talent management system's third pillar: The talent management program

• Stages of career development (HRCI resources).

• Integrated development and training approach.

• Stakeholders: the role of talents, management, and HR.

• Tracking progress.

• Coaching talents.

• Succession planning charts.

Module 6: Organizational readiness and the way ahead

• Assessing the readiness level of your organization.

• Implications on HR department and processes.

• Talent acquisition branding and value proposition.

• On-boarding process.

• Retention strategies.

• Learning and Development.

• Creating a talent management strategy.

Use of the Certification Mark

1. As a mark of recognition a successful candidate is entitled to use the designatory title " CTMP®” after their names.

2. A successful candidate will also be able to call him or herself a Certified Talent Management Professional.

In order to be certified pursuant to these rules and entitled to use the mark candidates must;

1. Be a HR Professional in supervisory or managerial positions and talent management specialists with at least 3 years’ corporate experience.

2. Be a member of the Institute of Human Resource Management in order to fulfill the candidate’s continuous professional development obligations after certification.

3. Successfully complete the certification course & pass all Competency-Based Assessments with an Authorized Educational Institution.