(MC) Certificate in Talent Management
— Singapore —
- 8-Month Programme
- Taught in English
- January 2024 Intake
- Assas campus, Singapore
The Certificate in Talent Management: get to the next level in your career
Attracting, retaining and engaging the right talent is a key issue for employers, especially in Asia.
A critical skills gap, a limited talent pool, a shift in expectations, a digital disruption, and the post-Covid reconfiguration of the work environment have created a hyper-competitive hiring market. To tackle this challenge, employers need a good understanding of the context as well as highly trained HR staff with a real business dimension, a deep understanding of regional HR issues and practical knowledge of talent management techniques.
Drawing on the successful experiences of major French and European multinationals in attracting and retaining top talent in the ASEAN countries, this programme will help young HR executives develop operational skills to tackle these issues by:
- Reinforcing their knowledge of current HR management issues
- Upgrading their skills in talent management processes: identification, attraction, retention, development and engagement
- Providing them with an overview of the main strategic drivers of digital disruption in the HR field and business management in both the globalized and local contexts
- Providing them with a set of skills and a toolbox of HR practices in order to help them step up from an administrative and/or local position to a regional business partner mindset
The programme is developed and delivered by one of the world’s leading Human Resources Management schools, the CIFFOP, which is part of the prestigious Université Paris Panthéon-Assas.
Modules
The programme (118.5 hrs) is divided into 5 modules and proposes several additional conferences and options.
Minimum Entry Requirements:
Age: 22 years old
Language: The English proficiency required is either TOEIC 800, or IELTS 7.5, or TOEFL 95.
Academic: Bachelor’s degree level
Fees:
SGD 16,000
Module 1: HR as a business partner – 4 days
The objective of this first module is to develop the business partner mindset that HR managers must have to face the war for talent and to reconcile the company’s performance issues with social issues.
Talent management forces HR managers to level up their skills in order to better market their company to candidates. This module will address the following issues: acquiring a true managerial and business partner dimension; positioning HR in the value creation process; developing a value proposition as an HR; influencing and convincing company executives of the importance of addressing current HR issues
- Talent Management Issues – introduction to the programme
- From HR to HRBP: (1 day)
- The Strategic Dimension of Talent Management
- From Administration to Management
- Talent Hyper-Competitiveness (1 day)
- The Leadership Dimension of the HRBP (1 day)
- HR Talent issues in Specific Contexts: (1 day)
- HR Issues in Hypergrowth Start-ups
- Talent Management in the Public Sector
- Understanding the link between strategy and HR
- Developing business acumen
- Proactivity
- Managing complexity
- Business management
- Decision-making
- Strategic planning
- Strategic thinking
- Influence capability
Module 2 : Talent Attraction and Acquisition – 2 days
The objective of the module is to develop a strategy for targeting and attracting talent based on three essentials: an attractive image, appropriate sourcing techniques and the ability to communicate and negotiate with talents.
This module will address the following issues: communicating about your business in an attractive way; developing a sincere and differentiating employer image; targeting the right person for the right need; communicating effectively.
- Internal / External Sourcing (1 day):
- Building a Sourcing and Talent Acquisition Strategy
- Sourcing Strategy and Tools
- Innovative Recruitment Tools
- Communicating Effectively (1 day):
- Marketing and Communication Techniques applied to HR
- Pitching and Negotiating
- Know how to build a talent acquisition strategy
- Know how to pitch your company
- Develop storytelling abilities
- Develop negotiation skills
Module 3: Managing Talents – 3.5 days
HR are faced with rapid turn-over of talents in Singapore and the APAC region, making the development of a proper retention strategy crucial. The objective of this module is to understand the key levers to develop talents, retain them and engage them. Retaining and engaging take place over different time frames, from the short term to the long term: onboarding, motivating, offering an attractive C&B plan, improving the performance review process, coaching and developing raw talents, dealing with career plan design, preparing the CEOs of the future, creating a culture of innovation and sustainability.
This module will address the following issues: developing a successful onboarding experience; strategies for retaining talents; developing talents; keeping talents motivated and engaged.
- Talent Development: (2 days)
- Onboarding Experience
- Retention Strategies
- Development Models (Training, Feedback…)
- Career Perspectives and Mobility (Talents Reviews, Succession Planning, Career Path…)
- The Role of Corporate Universities
- The role of Emotions in Interpersonal Communication
- Performance Management & Measurement in the Private & Public sectors (0.5 day)
- Compensation & Benefits for Talents (1 day)
- Understand the dynamics of motivation and engagement
- Know how to build an attractive C&B plan
- Dealing with complexity
- Coaching and advising
- Emotional intelligence
- Employee experience expertise
Module 4: Human Development Management – 2.5 days
Talent management is about dealing with individuals who both contribute their skills and expertise to collective performance and seek fulfillment within the organization. This is where companies need to have a strategy for developing people and enabling them to perform at their best. The objective of this module is to help HR managers identify existing talent pools, by developing their ability to see and value differences and that which is not visible, drawing on diversity as a performance lever in a hyper-competitive environment. This module will address the following issues: integrating Human Development and Talent Management; identifying and developing talents; tackling current issues such as the female agenda or an aging workforce.
- Human Development as a Distinctive Performance lever (1 day)
- Diversity and Inclusion (1.5 days):
- Identifying Talent Pools
- The female agenda
- Going beyond visible differences and managing invisible differences
- Using the potential of the wisdom of age and experience
- Cultural awareness and sensitivity
- Differences awareness and sensitivity
- Emotional intelligence
- Business ethics
Module 5: Future of Work – 4 days
Talent management is about dealing with individuals who both contribute their skills and expertise to collective performance and seek fulfillment within the organization. This is where companies need to have a strategy for developing people and enabling them to perform at their best. The objective of this module is to help HR managers identify existing talent pools, by developing their ability to see and value differences and that which is not visible, drawing on diversity as a performance lever in a hyper-competitive environment. This module will address the following issues: integrating Human Development and Talent Management; identifying and developing talents; tackling current issues such as the female agenda or an aging workforce.
- HR Data, People Analytics & Digitalization (2 days)
- Using data in HR
- HR IS solutions: advising the proper tool
- AI in HR
- HR Innovation Models (2 days)
- F-form organization models
- Design thinking & creativity methods
- Create the future
- Employee experience expertise
- Becoming more analytical and data-driven
- Critical thinking
- Creativity / thinking outside of the box
- Troubleshooting
- Implementing change
In-between the modules:
- Co-development (15h)
The participants will be followed collectively in groups of 5, by a certified executive coach who will teach them the co-development method. This method will then be followed by the group throughout the year with the objective of collective learning and collective problem solving.
- HR in Asia (7,5h)
During this module, 5 different HR professionals operating in different ASEAN-zone countries will address the current issues they face: What are the HR stakes in the country? What does it mean to be an HR in this country? What are the HR constraints, risks and opportunities in the country? The following countries will be represented: Singapore, Malaysia, India, Indonesia, Philippines.
- Job Swapping
Job swapping is an opportunity to discover other work environments and other talent management practices from within a partner company in a totally immersive way, for a week, a month or more. Job swapping provides a form of mobility for HR while staying in Singapore.
This system is optional and based on the willingness of the attendee and her/his employer. It has already been successfully implemented in France and Europe.
Alumni network
Join a network of 100,000+ alumni worldwide and more than 300 alumni from the Singapore campus!
A prestigious law school building on its history to foster a culture of excellence
Paris-Panthéon-Assas University, considered as France’s first law university and home to the origins of French Law, holds 800+ years of history. Its extensive (300+) partnerships with prominent international universities as well as with major financial and industrial firms today ensure its graduates a solid foothold in the corporate world, true to its versatile nature translated through the institution’s vision.
In line with its internationalization strategy, the University launched in 2011 the Paris-Panthéon-Assas International Law School; a brand which houses 4 campuses across the world in Dubai, Mauritius, Paris and Singapore.
