2014 Global Talent Management Virtual Forum

Virtual Forum — November 17–18, 2014

Join Us for Two Days of Extreme thought Leadership

Learn from speakers who have experienced the same challenges as you, and conquered them. Cutting edge, yet actionable case studies, peer to peer networking, and leaving with a collection of strategies and new partnerships is what our event attendees expect from HCI — This event will not only deliver on these promises but go beyond expectations.

Global Talent Agility

Being competitive and successful in today’s complex international marketplace means effectively identifying, developing and ultimately retaining global talent. 

Organizations currently thriving in this fast paced, global environment develop an agile approach that fosters a robust multi-national talent pipeline able to support new world leadership development programs and succession planning.

The primary goal of global talent agility is to quickly respond to the rapidly changing needs of the business with the right people, processes, and technology.  Indentifying future and changing business needs requires a shift in the workforce to respond and meet new company goals.

The Talent Agility End Game is to Attract the Right Employees with the Right Skills, at the Right Price, in Right Place, at Right Time

Three Main Areas of Global Talent Agility:

  • Succession Planning — high potential management, developing a succession planning framework that aligns to corporate goals
  • Developing High Potentials — New leadership skills/leading virtually — engagement/retention &mndash; Leadership development experiences that work — readiness assessments
  • Recruitment/Building a Strong Pipeline — selecting the right people with the necessary skills — Growing from pipeline from within and with newly recruited candidates — Creating a corporate brand and Employee Value Proposition that attracts and retains

Succession Planning for Organizational Survival

Succession planning is vital to global interests, and developing agile future leaders needed to fuel growth and drive business performance that’s essential to organizational survival.

Indentifying and Developing Future Leaders Who are Pivotal to Key Business Roles are Critical to Good Succession Planning

Creating succession plans that include on-the-job training, mentoring, feedback, and coaching, as well as formal/informal training programs all help to foster the skills and leadership traits that align with the corporate culture and goals. 

With over 50% of the workers currently eligible for retirement, knowledge transfer and the retention of vital proprietary information has never been more important, and is a key function of good succession planning.  How can organizations be sure candidates are ready for leadership — and what tools are available to check a candidate’s readiness?

Developing High Potentials

Processes and Criteria for Developing and Supporting Good Leaders Have Changed Forever. New global leaders now manage a daunting amount of information and processes, which call for new skill sets and capabilities in:

  • Analytics
  • New Technologies
  • Driving collaboration through the workforce
  • Leading virtual teams
  • Accountability for employee engagement and retention
  • Global Economic and Trend Forecasting

The Ability to Align People and Bring Them Together — Managing Global and Virtual Teams is a New Part of Leadership DNA

Building and Growing the Talent Pipeline

Establishing an organizational brand that aligns with company culture and employee’s personal values will help attract and retain top talent. In a highly competitive and sometimes “dry” talent environment, an organization’s ability to attract, develop and retain highly skilled people is the most critical component to success.

Scarcity of Skills Drives Organizations to Create Innovative Ways to Discover New Talent, Develop New Capabilities and Collaborate Globally

Specialized recruiting tools, analytics, and social sites such as LinkedIn can also help to find niche talent, but sometimes organizations must be prepared to D.I.Y. development when it comes to specialized leadership and proprietary skills — especially in remote locations. 

The HCI Global Talent Management conference will showcase international organizations that have developed innovative strategies and processes, which enable them to find, develop and engage talent around the world.  Join your peers and learn from seasoned practitioners who will share successful case studies and the actionable steps you can take to increase your global talent agility and leadership pipeline.

Sign up now! Click here to add it to your cart.

For additional information, or if you would like assistance with registration, please contact Shane Lennon anytime at 866.538.1909 x1904.

*Please note that not all presenters use slides, or do not give permission to distribute their presentation or video, so we are not able to provide slides and videos for every presenter. Your access to the videos will expire 30 days after they are posted for viewing.