Talent Management Masterclasses

Theme: What talent problem do we REALLY have?

Module Overview

Organizations often rush into training, hiring, or exits without diagnosing the real talent issue. This module equips participants with structured diagnostics to identify root causes instead of symptoms.

Frameworks Covered

• Talent Health Index (THI)

  • Capability adequacy

  • Performance stability

  • Attrition risk

  • Leadership bench strength

• Talent Risk Quadrant

  • Low Skill – High Risk

  • High Skill – High Risk

  • Low Skill – Low Risk

  • High Skill – Low Risk

• Role Criticality × Business Impact Matrix

Practical Outputs

• Talent Health Score (Organization & Function level)

• List of high-risk and business-critical roles

• Priority talent intervention areas: Hire / Build / Fix / Exit

Learning Outcome

Participants stop relying on intuition and start making data-backed talent decisions.

Theme: Fix roles before fixing people

Module Overview

Poor performance is frequently a consequence of unclear roles, not incompetent employees. This module focuses on role design as the foundation of performance.

Frameworks Covered

• Role Charter Framework

  • Role purpose

  • Expected outcomes

  • Decision rights

  • Stakeholder interfaces

• Capability Stack Model

  • Technical capabilities

  • Functional capabilities

  • Behavioral capabilities

  • Leadership capabilities

• Span of Control Diagnostic

Practical Outputs

• Documented role charters

• Skill and capability maps

• Identification of overloaded and underutilized roles

Learning Outcome

Clear accountability, reduced burnout, and improved hiring accuracy.

Theme: Retention without promotions

Module Overview

When vertical growth stalls, attrition increases—unless organizations design alternative career paths. This module enables sustainable career progression models.

Frameworks Covered

• Career Architecture Framework

• Lateral and Diagonal Growth Model

• Talent Marketplace Readiness Grid

Practical Outputs

• Career architecture map (Individual Contributor, Managerial & Expert tracks)

• Internal mobility rules and eligibility criteria

• Structured career and growth conversation guide for managers

Learning Outcome

Employees experience career visibility and future pathways, not title dependency.

Theme: Who to invest in, who to move, who to exit

Module Overview

This module strengthens HR and leadership credibility by enabling fair, consistent, and evidence-based talent decisions.

Frameworks Covered

• Performance Differentiation Curve (Non-forced bell curve)

• Potential Indicators Model

• Talent Calibration Framework

Practical Outputs

• Calibrated talent lists

• Investment vs redeployment vs exit decisions

• Hi-Po development action plans (non-generic IDPs)

Learning Outcome

Organizational resources are focused on high-impact talent, not average performers by default.

Theme: Why people really stay or quit

Module Overview

Attrition is rarely about pay alone. This module decodes retention drivers linked to managers, experience, and psychological contracts.

Frameworks Covered

• Stay Interview Framework

• Manager Effectiveness Model

• Psychological Contract Framework

Practical Outputs

• Stay interview question bank

• Manager action scorecard

• Function-wise attrition prevention plan

Learning Outcome

Shift from reactive retention tactics to predictive attrition management.

🔴 SPECIAL MODULE: EXIT INTERVIEW – ADVANCED DIAGNOSTIC TECHNIQUES

Theme: Extracting truth beyond scripted answers

Module Overview

Traditional exit interviews fail because employees filter reality. This module introduces behavioral and experiential techniques to uncover real attrition causes.

Techniques Covered

1. STAR Exit Interview Technique

   • Situation, Task, Action, Result

2. Critical Incident Technique (CIT)

3. Time Machine Technique

4. Future Employer Projection Technique

5. Silence & Scaling Technique

Practical Outputs

• Attrition root-cause dashboard

• Manager-specific red-flag identification

• Attrition classification: Fix / Accept / Avoid

Learning Outcome

Exit interviews become a strategic diagnostic tool, not a formality.

Theme: Make talent systems sustainable, not seasonal

Module Overview

Without governance, even the best talent frameworks fail. This module ensures ownership, cadence, and execution discipline.

Frameworks Covered

• Talent Governance Model

• RACI for Talent Ownership

• 90-Day Talent Execution Canvas

Practical Outputs

• Annual talent governance calendar

• Clear HR vs Manager role ownership

• 90-day talent rollout roadmap

Learning Outcome

Talent management becomes a system, not an HR initiative.

🔧 BONUS MICRO-FRAMEWORKS (Integrated Across Modules)

Quick-use, manager-friendly tools:

• Red–Amber–Green Talent Risk Tool

• Bench Strength Ratio

• Internal Fill Ratio

• Time-to-Productivity Tracker

• Flight Risk Indicators Checklist

• High Performer Protection Plan

✅ PROGRAM OUTCOME (Final)

Participants leave with ready-to-use frameworks, decisions, and dashboards, not just concepts.