Talent Management: Pool, Development, Succession, 360+ Tools

Grow future leaders from within: competency models, 360 feedback, employee appraisal, 9-box, HiPo, career planning

Description

This course contains the use of artificial intelligence.

362 tools for talent management in one course: 6 downloadable tool files, 222 ready-to-use question lists, templates, procedures, checklists and matrices, 117 models and methods, and 17 services and apps shown on screen.

Open a lecture, take the tool, use it in your next talent review.

Why the talent pool stays on paper

A company makes a list of high-potential people once a year. Nobody tells them, nobody develops them, and when a key manager resigns, the company still hires from outside in a hurry. A list is not a pool. A pool needs criteria everyone understands, an honest assessment, a plan for each person and a decision about who is ready for which role.

What changes after this course

You have criteria for who counts as talent in your company and competencies described as observable behavior. You assess people with 360-degree feedback, appraisal and a 9-box and can explain each result. Each person in the pool has a development plan and a manager who works with it. Critical roles have named successors, and you can show how strong the bench is.

What is inside: 362 tools, counted file by file

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 6 downloadable tool files: administrative competency profiles, a job analysis interview template, a job interview analysis workbook, two competency assessment workbooks and a 360-degree feedback sample report
• 222 ready-to-use tools inside the presentations:
• 59 question lists and scripts: behavioral interview sequence, talent coaching interview script, employee development planning, key-role identification
• 45 templates and sample documents: individual development plan, succession plan, job competency profile, performance appraisal form
• 39 step-by-step procedures and workflows: competency-based interviewing, training needs assessment, GROW coaching model, 360-degree feedback
• 36 checklists: talent identification criteria, coaching suitability, competency quality, succession plan audit
• 33 scorecards, rubrics and matrices: succession risk matrix, talent management maturity model, performance-behavior matrix, leadership potential assessment criteria
• 6 formulas and metric sets: succession planning KPIs, production manager KPIs, legal department performance indicators
• 3 ready AI prompts: assessment center exercise design, competency profile generation
• 1 other working tool
• 117 models and methods explained with examples: nine-box grid, SHL high-potential model, CliftonStrengths domains, situational leadership
• 17 services and apps shown on screen, from a quick look to a detailed demo: Culture Amp, 15Five, Spidergap, Sage HR, PeopleForce, CliftonStrengths, Google Forms and others

Where the tools are

• Talent management core (8 sections, 132 tools). Strategy, selection, development, rewards, performance, career and succession, engagement and retention, culture and automation.
• 360-degree feedback for talent pools (50 tools). Questionnaire, scales, raters, reports, link to career paths. All 6 tool files are here.
• Competency frameworks (113 tools). Defining behaviors, building the model, profiling roles, assessing competencies, linking them to hiring, growth and rewards.
• Employee appraisal (89 tools). Appraisal system, goals and KPIs, feedback and development plans, one-to-one meetings, talent review, 9-box.
• Succession planning (35 tools). Critical roles, assessing successors, developing them, communicating decisions, tracking the bench.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

At Preply, which was a startup then, I built the talent management system in one year: hiring, onboarding, performance management, assessment, culture, rewards and partly career planning. It let the company bring in talent all the time, and we quickly grew from 50 people to more than a hundred. I have also seen what happens without it. In two companies where I worked the IT director left, and neither company was ready. When nobody prepares a successor, every departure of a key person ends in urgent hiring.

How to use the course

Watch the first eight sections in order: each is one lecture on one part of the system. Then go deep where you need it: 360-degree feedback, competencies, appraisal or succession. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 39 lectures across 13 sections, 16.5 hours
• 44 downloadable resources: 6 tool files and the lecture presentations
• 362 tools across the lessons, ready to copy into your own work
• A 10-question practice test, a quiz and a role play
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Open the first lecture, take the talent identification criteria and check them against three people you already consider talent. Enrol now and start your first lesson today.

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