Talent Management & Employee Career development

1. 6. Strategic Planning & Succession

1.1. Identifying Potential Leaders

1.2. Mentorship Programs

1.3. Mapping Internal Paths

2. **5. Upskilling & Internal Mobility**

2.1. Workkforce expected

2.1.1. Adaptable

2.1.2. Focused continuous learning

2.1.2.1. Organizational Culture

2.2. Training based

2.2.1. Real skills gaps

2.3. Flexibility

2.3.1. Change roles

3. **4. Ethical & Predictive HR Tech**

3.1. useful when

3.1.1. Customized

3.1.2. Strategic Vision

3.1.2.1. Prevent algorithmic biases

3.1.2.1.1. Gender

3.1.2.1.2. Race

3.1.2.1.3. Age

3.1.2.2. Aaptative Platforms

3.1.2.2.1. Workday

3.1.2.2.2. SAP

3.2. Tech as means

4. Predict behaviours

4.1. Risk Identification

4.1.1. Turnover

4.1.2. Burnout

4.1.3. Underperformance

4.2. Talent Planning

4.2.1. Upskilling

4.2.2. Sucession

4.2.3. Relocation

4.3. Tools

4.3.1. People Analytics

4.3.2. Talent Analytics

4.3.3. Workforce Analytics

5. **1. People centred TM**

5.1. All employees valued

5.1.1. Equitable development

5.2. Performance Goal

5.2.1. Organizational Vision

6. **2. Agility & Innovation as Talent Drivers**

6.1. Innovation

6.1.1. Healthy Conflict

6.1.2. Cognitive diversity

6.2. Digital Transformation

6.2.1. Roles

6.2.2. Work Expectations

7. **3. HR Analytics**

7.1. Planning for Informed Decisions

7.2. Manage uncertainity

8. Post-COVID paradigm

8.1. Attraction Factors

8.1.1. Employer Branding

8.1.2. Organizational Culture

8.2. Retention Strategy

8.2.1. Flexibility

8.2.2. Well- being

8.3. Co- creation

8.3.1. Career paths