Who Should Attend?
Talent Management is the strategic dimension of traditional HR, and is the (only) future of the practice. Human Resources professionals must understand and become expert in Strategic Talent Management in order to advance their careers and add value to their companies. HCS is the only credential that proves systematic knowledge in this critical field.
Recruitment and Staffing
Like HR, recruitment is now about strategy, not commodity sourcing. But talent acquisition is a strategic activity only to the extent it is connected to outcomes across the value chain. Today’s corporate recruitment professionals must understand how their roles connect to talent management requirements across the lifecycle.
OD and Corporate Education
Corporate transformation from industrial era management practices to global economy talent leadership is now a central focus for OD and corporate education leaders. Teaching the organization to implement and leverage talent practices may be the most important driver of educational ROI over the next decade.
Line Managers and Executives
In a knowledge economy driven by innovation and constant change, strategic talent issues cannot be delegated to HR. Knowing how to acquire, engage, align, deploy, develop, inspire, empower and lead highly talented people are critical business skills for every leader, at every level of the enterprise.
Existing HCS Certification Holders
HCS Alumni learn about the latest trends, challenges and best practices yearly by taking the second day of the course. Updated yearly, every new HCS Program features three new modules that cover the latest, most pressing trends, technologies and issue areas:
- Human Capital Analytics
- Social Media in Talent Management
- Leading Virtual Teams
The Human Capital Strategist (HCS) curriculum is designed for human capital and business professionals who understand that Strategic Talent Management is a powerful competitive lever, and is critical new knowledge for leaders at every level.
- Chief Talent Officers
- Chief People Officers
- Chief Human Capital Officers
- Chief Human Resources Officers
- Chief Learning Officers
- VPs, Directors and Managers of Human Resources
- VPs, Directors and Managers of Talent Acquisition and Recruitment
- VPs, Directors and Managers of Organizational Development
- VPs, Directors and Managers of Education and Learning
- VPs, Directors and Managers of Strategy and Workforce Planning
- Business Line Managers and Executives
- Search, Consulting and Solutions Business Partners
- Future leaders in the disciplines of HR, OD or the Line
What Will You Learn?
Since 2005, over twenty thousand progressive leaders have earned their Human Capital Strategist (HCS) Certification.
"HCS gave me an outstanding view of the emerging field of talent management, in both strategic and practical terms."
"I finally have a roadmap to integrate the talent management drivers that are so disconnected across my company today"
"We have a much better understanding of the key drivers and dependencies at every step along the Talent Management lifecycle"
"HCS showed us how to tie together our workforce planning, recruiting, performance management and succession initiatives"
"My eyes have been opened to a whole range of new talent strategies - The research, next practices and practical guidelines were excellent."
"HCS principles have given me a framework for thinking way beyond my traditional HR practices"
"HCS has already had a major impact on how my team plans and executes - and how we tie everything we're doing to tangible business results"
"My people have a way better understanding of how Talent Management works, than the consultants we've been using to re-engineer HR."
"I can see now how talent should be driving the company, and what I can do to make that a reality."
"The HCS method of tying the course to research and articles published within the preceding month was totally compelling and very effective.”
HCS uses interactive, case-based learning that drives discussion, collaboration and strategic analysis. Recent cases include:
- How McDonalds has transformed its talent practices
- How Starbucks leverages its employment brand across all stakeholders
- How Microsoft has refined its interviews for top talent
- How WalMart addressed its most critical on-boarding problem
- How Gallup redefines the impact of disengaged employees
- How GE’s new workout sessions cut through bureaucracy
- How Proctor & Gamble drives innovation through opensourcing
- How FedEx has succeeded with new retention strategies for its drivers
- How IBM/HCI Research defines the goals for talent management in the future