The purpose of this course is to identify and develop awareness to the specific challenges of developing talent in organizations. The impact of talent development is determinant for organization´s success by hiring the right people, defining the critical skills and abilities to keep building a future workforce and assessing and identifying high performers and successors to key positions. To manage people in a consistent and measurable way we must have the right development tools to attract, develop and retain talent in our organizations. In a very interactive and participative format, the course will have discussions, readings, essays and experiential learning in a challenging and dynamic class environment.
Sandra Brito Pereira
Weekly - Available soon
Total - Available soon
• Makel, M. C., Smith, K. N., Miller, E. M., Peters, S. J., & McBee, M. (2019). Collaborating to Bring the Credibility Revolution to Giftedness and Talent Development Research.
• Hall, A. J., Jones, L., & Martindale, R. J. (2019). The Talent Development Environment Questionnaire as a Tool to Drive Excellence in Elite Sport Environments. International Sport Coaching Journal, (00), 1-12.
• Ziegler, A., Debatin, T., & Stoeger, H. (2019). Learning resources and talent development from a systemic point of view. Annals of the New York Academy of Sciences, 1445(1), 39-51.
• Bennett, K. J., Vaeyens, R., & Fransen, J. (2019). Creating a framework for talent identification and development in emerging football nations. Science and Medicine in Football, 3(1), 36-42.
• Biech, E. (2018), Starting a Talent Development Program (What Works in Talent Development), ATD Press (Association for Talent Development), Alexandria, USA.
• Olszewski-Kubilius, P. & Subotnik, R. (2018), Talent Development as a Framework for Gifted Education: Implications for Best Practices and Applications in Schools, Prufrock Press, USA.
• Wichert, I (2018), Accelerated Leadership Development: How to Turn Your Top Talent into Leaders 1st Edition, Kogan Page Limited, London, UK.
• Sharkey, L. & Barrett, M. (2017), The Future-Proof Workplace: Six strategies to accelerate talent development, reshape your culture, and succeed with purpose, John Wiley & Sons, New Jersey, USA.
• Sharkey, L. (2011), Optimizing Talent: What Every Leader and Manager Needs to Know to Sustain the Ultimate Workforce (Contemporary Trends in Organization Development and Change), Information Age Publishing, USA.
• Common Sense Talent Management: Using strategic human resources to improve company performance, 2014, Steven T. Hunt, Wiley.
• The Wisdom of Teams: Creating the high-performance organization, 2015, Jon R Katzenbach, Douglas K Smith, Harvard Business Review Press.
• Beyond Measure: the big impact of small changes, 2015, Margaret Heffernan, Ted Books.
• Team Building: Discover how to easily build and manage winning teams, 2014, Ace McCloud.
• Deloitte University Press (2013) “Diversity´s new frontier – Diversity of thought”
• Subotnik, R. F., Olszewski-Kubilius, P., & Arnold, K. D. (2003). Beyond Bloom: Revisiting environmental factors that enhance or impede talent development. Rethinking gifted education, 227-238.
• Gagné, F. (2015) Academic development programs: a best practices model, Education Research Institute, Seoul National University.
• Bhattacharyya, D. (2014), Talent Development Process of CPSE´s: A reflection on practices and requirements, Journal of Institute of Public Enterprise.
• Stahl, G. et al (2012), Six Principles of effective global talent management, MIT Sloan Management Review.
Taking into consideration the fundamental purpose of this course, the learning methods most suitable to this course will be:
• the method learning-by-examples (demonstration and case studies discussions)
• learning-by-doing (practice by doing through presentations and roleplays)
• learning-by-teaching (some lectures concerning conceptual important frameworks to apprehend)
• learning by listening to some inspirational talks held by some very honorable guest speakers with great expertise in HR trends and tendencies.
The assessment methods in this course are the following:
(i) Group report (5 pages max) and presentation on a case study with a weight of 30%.
(ii) Group presentation of an article with a weight of 20%.
(iii) Individual report on a given theme (2 pages max) with a weight of 20%
(iv) Individual final exam is mandatory, represents 30% of your final grade and will cover the entire span of the course.
The grading scale in this course is 0-20.
In this course, we will be discussing what is considered talent from an organizational point of view and how it can be assessed. How are organizations managing talent and how are they using competency and leadership models to frame the most valued skills considering business demands and challenges. How are organizations developing leaders most specially in VUCA contexts (vulnerability, uncertainty, complexity and ambiguity). What are the trends and tendencies in organizational learning and development with hot topics like coaching and mentoring. How can we engage in succession planning and career pathing while designing personal development maps. Looking into the future we will also be addressing themes like the mixed generations in our organizations, the ageing workforce, most especially in European countries and what will be the aspirational workplace for 2025.