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Quest Training

Talent Management Training Course

Offers an integrated approach to identifying, developing, deploying and retaining the people most critical to success, starting from a clear talent strategy.

TSP · Talent Management & Succession PlanningAll Levels#2189ClassroomEnglish , Arabic
Duration
5 Days
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Free substitution at any time · 30+ days' notice: full refund minus 10%. Cancellation policy

Sectors:Human Resources & Talent ManagementCategories:Talent Management & Succession Planning

Course Overview

The Talent Management Training Course equips HR leaders, talent professionals, and managers with a practical, integrated approach to identifying, developing, deploying, and retaining the people who matter most to organizational success. In government entities, ministries, banks, oil and gas companies, and large corporations, the availability of capable leaders and specialists in critical roles directly affects strategy execution, service continuity, innovation, and safety. Organizations that manage talent deliberately are better prepared for retirements, growth, transformation, and unexpected departures. Many organizations run separate HR processes for recruitment, performance, development, succession, and retention, without a clear link between them or to strategy. High potential employees may be identified inconsistently or based mainly on current performance, talent reviews may become rating exercises without real development decisions, and succession plans may exist on paper with few genuinely ready successors. Valued employees may leave because career paths are unclear or development opportunities are limited. This course addresses these issues by showing how to build a talent management system that is connected, fair, and focused on outcomes. Participants learn how to develop a talent strategy aligned with organizational priorities, identify critical roles and talent segments, assess performance and potential using structured criteria and tools such as the nine-box grid, and conduct calibrated talent reviews. The program also covers designing accelerated development for high potential employees, building succession pipelines and readiness plans, creating career paths and internal mobility opportunities, strengthening retention of key talent, and using talent metrics to monitor the health of the talent pipeline. Throughout the five days, participants work with realistic cases and their own organizational context. They leave with a critical roles map, a potential assessment framework, a talent review process design, a succession plan template, a high potential development approach, a talent dashboard, and an implementation plan for strengthening talent management in their organization.

Learning Objectives

  • Analyze the purpose, scope, and business value of talent management and its link to organizational strategy on Day 1.
  • Evaluate the maturity of the participant's current talent management practices and identify priority gaps.
  • Develop a talent strategy that defines priority talent segments, critical roles, and key talent objectives.
  • Apply structured criteria to distinguish performance from potential and assess leadership and specialist potential consistently.
  • Design a talent review process using tools such as the nine-box grid, supported by calibration and clear development decisions.
  • Develop succession plans for critical roles, including successor identification, readiness levels, and development actions.
  • Design accelerated development approaches for high potential employees, combining stretch assignments, mentoring, coaching, and formal programs.
  • Develop career paths and internal mobility mechanisms that support growth and retention.
  • Assess retention risks for key talent and implement targeted retention strategies.
  • Align talent management with workforce planning, recruitment, performance management, learning, and rewards.
  • Implement talent metrics and a talent dashboard to monitor pipeline strength, readiness, mobility, and retention.
  • Design an implementation plan for strengthening talent management in the participant's organization by the end of Day 5.

Who Should Attend

This course is designed for HR directors, talent management managers and specialists, HR business partners, succession planning and career development professionals, and learning and leadership development managers responsible for building the organization's talent pipeline. It is also relevant for organizational development and workforce planning professionals whose work depends on a clear view of talent strengths and gaps. It is particularly valuable for professionals in ministries and government entities managing leadership pipelines, national talent programs, and localization of leadership and specialist roles; in banks and financial institutions developing future leaders, relationship managers, and specialist talent in risk, technology, and compliance; and in oil and gas and industrial organizations securing continuity in critical technical and leadership roles as experienced staff retire. Senior executives and department heads who participate in talent reviews and succession decisions will also benefit from understanding how to assess and develop talent fairly and effectively.

Learning Outcomes

  • By the end of the course, participants will be able to:
  • Explain how integrated talent management supports strategy execution and organizational continuity.
  • Identify critical roles and priority talent segments based on strategic impact and risk.
  • Assess potential using clear, observable criteria rather than relying on current performance alone.
  • Prepare for and facilitate a calibrated talent review that results in agreed development actions.
  • Use the nine-box grid appropriately and avoid common misuse and bias.
  • Build a succession plan for a critical role with realistic readiness assessments.
  • Design development plans that accelerate the readiness of high potential employees.
  • Create career paths and mobility options that make growth visible to employees.
  • Identify flight risks among key talent and recommend targeted retention actions.
  • Link talent decisions to recruitment, performance, learning, and reward processes.
  • Monitor talent pipeline health using a focused set of talent metrics.
  • Present a practical plan to strengthen talent management practices in their organization.

Course Outline

Course Outline:

Day 1

Foundations of Talent Management

  • Defining talent and talent management in the organizational context
  • The link between talent, strategy execution, and organizational continuity
  • The integrated talent management cycle
  • Common reasons talent management initiatives fail to deliver results
  • Practical application: participants assess the maturity of talent management in their organization
Day 2

Talent Strategy, Critical Roles, and Assessing Potential

  • Developing a talent strategy aligned with organizational priorities
  • Identifying critical roles and priority talent segments
  • Performance versus potential: criteria and indicators
  • Tools for assessing potential and ensuring fairness and consistency
  • Practical application: participants map critical roles and develop a potential assessment framework
Day 3

Talent Reviews and Succession Planning

  • Designing and facilitating talent reviews
  • Using the nine-box grid effectively and calibrating results
  • Building succession plans and assessing successor readiness
  • Managing talent pools and leadership pipelines
  • Practical application: participants conduct a simulated talent review and build a succession plan for a critical role
Day 4

Developing, Deploying, and Retaining Talent

  • Accelerated development for high potential employees
  • Stretch assignments, job rotation, mentoring, and coaching
  • Career paths and internal mobility
  • Identifying retention risks and designing targeted retention strategies
  • Practical application: participants design a development and retention plan for selected high potential employees
Day 5

Integration, Measurement, and Implementation

  • Aligning talent management with workforce planning, recruitment, performance, and rewards
  • Talent metrics and dashboards for leadership
  • Governance, roles of leaders and HR, and transparency with employees
  • Embedding a talent mindset among managers
  • Final workshop: participants finalize an implementation plan to strengthen talent management in their organization

Upcoming Dates

Selected date

Beirut · 3 – 7 Oct 2027 · Classroom

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CityDatesPrice per ParticipantEarly Bird
CairoConfirmed
2 – 6 Nov 2026€3,300—
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CasablancaScheduled
9 – 13 Nov 2026€4,300—
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MarbellaScheduled
9 – 13 Nov 2026€5,400—
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DammamScheduled
16 – 20 Nov 2026€4,200—
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DohaScheduled
23 – 27 Nov 2026€4,400€3,960until 2 Nov
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AbujaScheduled
23 – 27 Nov 2026€5,100€4,590until 2 Nov
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DubaiScheduled
29 Nov – 3 Dec 2026€4,400€3,960until 9 Nov
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FrankfurtScheduled
7 – 11 Dec 2026€5,800€5,220until 16 Nov
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GenevaScheduled
7 – 11 Dec 2026€6,300€5,670until 16 Nov
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IstanbulConfirmed
14 – 18 Dec 2026€4,700€4,230until 23 Nov
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AccraScheduled
14 – 18 Dec 2026€5,100€4,590until 23 Nov
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Kuala LumpurScheduled
21 – 25 Dec 2026€4,400€3,960until 30 Nov
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AmmanScheduled
27 – 31 Dec 2026€3,100€2,790until 7 Dec
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LisbonScheduled
28 Dec 2026 – 1 Jan 2027€5,400€4,860until 7 Dec
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LondonConfirmed
4 – 8 Jan 2027€5,600€5,040until 14 Dec
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MadinahScheduled
11 – 15 Jan 2027€4,200€3,780until 21 Dec
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MadridScheduled
18 – 22 Jan 2027€5,400€4,860until 28 Dec
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AmsterdamScheduled
18 – 22 Jan 2027€5,400€4,860until 28 Dec
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MakkahScheduled
25 – 29 Jan 2027€4,200€3,780until 4 Jan
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ManamaScheduled
25 – 29 Jan 2027€4,700€4,230until 4 Jan
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MilanScheduled
1 – 5 Feb 2027€6,000€5,400until 11 Jan
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BakuScheduled
1 – 5 Feb 2027€4,800€4,320until 11 Jan
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MunichScheduled
8 – 12 Feb 2027€5,400€4,860until 18 Jan
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MuscatScheduled
15 – 19 Feb 2027€5,300€4,770until 25 Jan
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BangkokScheduled
15 – 19 Feb 2027€6,100€5,490until 25 Jan
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OnlineScheduled
21 – 25 Feb 2027€1,700€1,530until 1 Feb
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ParisScheduled
1 – 5 Mar 2027€5,700€5,130until 8 Feb
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RiyadhScheduled
8 – 12 Mar 2027€4,200€3,780until 15 Feb
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RomeScheduled
8 – 12 Mar 2027€5,800€5,220until 15 Feb
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BarcelonaScheduled
8 – 12 Mar 2027€5,400€4,860until 15 Feb
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BeirutScheduled
3 – 7 Oct 2027€4,000€3,600until 13 Sept
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Available in: Istanbul · Dubai · London · Riyadh · Doha · Amsterdam

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