Get In Touch
85 Eloff Street, 805 Royal Place, Cnr Kerk and Eloff Street- +27 73 915 5359
- admin@gytraining.co.za
📍 Johannesburg, South Africa
25–26 June 2026
Venue to be confirmed
2 Days
Introduction
In today's workplace, organisations face major challenges in finding, developing, and keeping the right people. Employees are the most valuable resource, and losing talent can slow down growth and success.
This Strategic Talent Management workshop gives leaders and managers practical tools to manage people as assets, not expenses. The sessions are interactive, with case studies, group discussions, and exercises. Participants will leave with clear strategies they can apply directly in their organisations.
This workshop will highlight how to:
- Understand the talent management lifecycle and align it with business goals
- Identify high-potential employees fairly and effectively
- Build strong recruitment and employer branding strategies
- Develop employees through coaching, mentoring, and reskilling
- Create succession plans to ensure leadership continuity
- Retain top talent through engagement, culture, and motivation
- Design a practical talent management strategy for long-term success
Objectives
- Explain the difference between HR management and strategic talent management
- Identify and assess talent using competency frameworks and behavioural tools
- Apply recruitment techniques that focus on both skill and attitude
- Build a pipeline of future leaders through graduate programmes and mentorship
- Design employee development plans that support growth and career paths
- Use modern performance management systems to link individual goals with success
- Prepare succession plans and conduct Organisational Capability Reviews
- Create strategies to retain talent beyond salary and financial rewards
- Develop a clear, practical talent management framework aligned with business goals
Training Methodology
Short Presentations
Focused, practical content anchored in real workplace examples — no lengthy theory, only what you can immediately apply.
Group Discussions
Facilitated conversations where participants share challenges and solutions from their own organisations.
Case Studies
Real examples of talent management successes and failures examined as a group to draw out practical lessons.
Practical Exercises
Hands-on activities including individual development plans, talent gap analysis, and a final talent strategy exercise.
Organisational Impact
By enrolling employees in this workshop, organisations will benefit from:
- Stronger recruitment and retention strategies across the organisation
- Clear succession planning frameworks and improved leadership continuity
- Improved employee engagement and a healthier workplace culture
- Practical talent management tools that managers can apply immediately
- Better alignment between people strategy and organisational goals
- Reduced costs linked to staff turnover and poor hiring decisions
Personal Impact
As a participant, you will:
- Gain confidence in identifying and managing talent within your team
- Learn how to design development plans for high-potential employees
- Improve your ability to conduct effective performance discussions
- Understand how to motivate and retain staff beyond financial rewards
- Build skills in succession planning and leadership development
- Apply practical strategies immediately when you return to your workplace
Who Should Attend
This workshop is designed for professionals directly involved in identifying, developing, and retaining talent. Organisations are encouraged to send HR and line management together — aligning both functions in the room accelerates implementation once participants return to work.
HR & Talent Management Professionals
Learning & Development Managers
Recruitment Officers & Managers
Organisational Development Specialists
Line Managers & Team Leaders
Anyone involved in identifying, developing & retaining talent
Workshop Outline
Day 1
Understanding and Identifying Talent
The talent crisis, strategic frameworks, identifying high-potential employees, and building your pipeline
Session 1
The Talent Crisis in Organisations
Organisations struggle to attract and retain talent — and the cost of getting it wrong is greater than most leaders realise.
- Why companies lose skilled employees
- The true cost of turnover to organisations
- Talent management as a leadership function, not only an HR function
Session 2
What is Talent Management?
Talent management is more than HR — it is a strategic function that aligns people with organisational goals.
- The talent management lifecycle from attraction to exit
- Aligning talent strategy with organisational strategy
- Managing people as assets, not expenses
Session 3
Identifying Talent and High-Potential Employees
Finding future leaders requires clear, consistent methods that are free from bias and grounded in evidence.
- Performance vs potential — understanding the difference
- Competency frameworks as an identification tool
- Avoiding bias in talent decisions
- Introduction to psychometric and behavioural assessments
Session 4
Recruitment and Attracting the Right Talent
Recruitment must be strategic — attracting the right people requires a strong employer brand and deliberate hiring practices.
- Employer branding and why candidates choose organisations
- Interview techniques for identifying talent beyond the CV
- Hiring for attitude vs skill — when each matters most
- Workforce planning and attraction strategies
Session 5
Building a Talent Pipeline
Strong pipelines secure the future — organisations that invest in pipelines today face fewer leadership crises tomorrow.
- Graduate programmes and internships as a talent source
- Mentorship and early leadership development
- Talent gap analysis and competency mapping
Day 2
Developing and Retaining Talent
Development plans, performance systems, succession planning, retention strategies, and your talent framework
Session 6
Developing Employee Potential
Employees grow through deliberate learning, structured support, and managers who take development seriously.
- Coaching and mentoring as development tools
- Upskilling and reskilling for a changing workplace
- Creating individual development plans (IDPs)
- Motivating feedback techniques that build confidence
Session 7
Performance Management Systems
Performance must be linked to goals — modern review systems drive growth rather than just measuring it.
- Setting clear expectations that employees understand and own
- Modern review systems — what works and why
- Why traditional annual reviews fail and what replaces them
Session 8
Succession Planning
Leadership continuity is essential — organisations without succession plans face avoidable crises when key people leave.
- Identifying critical roles and single points of failure
- Preparing future leaders before the vacancy exists
- Organisational Capability Review (OCR) methodology
- Calibration meetings and how to run them effectively
Session 9
Retaining Top Talent
Retention goes far beyond salary — the organisations that keep their best people are those that create genuine reasons to stay.
- Engagement and workplace culture as retention drivers
- Non-financial motivation strategies that work
- Reward strategies — intrinsic and extrinsic
Session 10
Creating a Talent Management Strategy
Strategy aligns people with business goals — every organisation needs a framework that is practical, measurable, and owned by leadership.
- Building a talent management framework from the ground up
- Measuring success — KPIs and indicators that matter
- Practical exercise: create a basic talent strategy for your organisation
Closing Session
The Future of Talent Management
The workplace is changing fast — leaders who understand what is coming will build organisations that attract and keep the best people.
- Remote work, hybrid models, and what they mean for talent
- Artificial intelligence and the future workforce
- Building adaptable organisations that thrive through change
Certificates
Certificate of Attendance
On successful completion of this workshop, participants will receive a Certificate of Attendance from Marble Technologies.