Online Class: Talent Management for Business

no certificate
with CEU Certificate*
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10Lessons
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12Exams &
Assignments -
286Students
have taken this course -
5Hours
average time -
0.5CEUs
Course Description
Talent management has become one of the most popular new business management concepts designed to help companies leverage human capital for maximum gain.
Essentially, talent management is the understanding and anticipation of sufficient human capital and the development and planning to fulfill those human capital needs. Research and business management books, over the past 20 years, have identified this technique and helped develop concepts and tools that can help business owners and managers, as well as Human Resource professionals, better develop their strategies for recruiting and managing talent.
What is talent management?
Succession planning, high potential management, development, assessment, and generally tasks that operate on a higher level of long term strategies fall under talent management. While many companies focus on talent acquisition alone (one of the most popular aspects of talent management), the more holistic and forward thinking professionals engaging in talent management choose to likewise explore and plan for the ongoing development and direction of acquired talent as well as planning for succession of new talent. Performance management is likewise a common aspect of Human Resources management but is only one of the many imperative functions of talent management.
Course Motivation
Just as business management is riddled with ethical considerations, talent management poses its own risks and questions when it comes to practicing ethics and integrity. Both seemingly superfluous topics as well as much more muddied ethical waters exist within talent management and, as both an employee and a business owner or manager, there are many things to consider.
At the root of talent management is the understanding that your business is likely to include both talent employees as well as typical employees. Not every employee is likely to be critical to the long term strategies of a company and thus will be treated differently from those who are critical. While many first line employees understand and recognize that they will be treated differently from their supervisors and upper management, which will not be true of all employees. It may be very challenging for some employees on management levels to see managers, department heads, or other peers receive significantly more attention. Because talent management is focused on developing a small minority of employees who will be critical to the long term success of the company, it stands to reason that those employees who are not in this minority may feel left out, unimportant, or may even predict that they will soon be laid off (whether that is the case).
Essentially, all that is required is to let each manager know that their gifts and abilities are crucial at their current level and thus do not require additional development and attention that may have to be given to talent employees. These staff members do not need to feel as though they are less than their peers who are receiving more time and attention; rather, they simply need to be aware that new people are coming on board (or changes are being made to other employees' positions) to start directing the company according to its strategy. Employees who are not talent should still be included in understanding the new goals for the company while also being reassured that their own gifts and abilities will continue to be utilized and necessary for successful operations.
A related issue is that of the ethics involved in selecting those people considered to be talent. Because these decisions are often made early in an individual's career or even their tenure with the company, there are some ethical considerations regarding those employees who may be overlooked unfairly. Oftentimes, many young men and women in the business world may not seem as aggressive, confident, and so forth due to a number of factors that may not actually relate to whether the individual has potential to contribute as significant talent. Sometimes it is difficult for a company to reevaluate its current employees to determine if any of them have become a person of talent when they are constantly looking outside for talent.
Obviously, common business ethics apply to talent management as well. In fact, ensuring ethical business practices and an expectation of employee ethics may be even more necessary for a business or organization that has excellent talent. The individuals who are selected as talent typically end up being placed at very high levels within the company. Anyone in those types of positions has the potential to engage in unethical business practices; those who have been deemed talent may be slightly more of a risk due to both the level of trust a company puts in their talent as well as potential arrogance or entitlement stemming from being treated with more attention and respect than other employees. Obviously, many talented employees are going to engage in ethical business practice, but for those whom do not, then having a company that is efficiently run with a strong level of transparency can help lessen the likelihood of unethical or illegal behaviors.
- Completely Online
- Self-Paced
- 6 Months to Complete
- 24/7 Availability
- Start Anytime
- PC & Mac Compatible
- Android & iOS Friendly
- Accredited CEUs

Course Lessons
Lesson 1. Introduction
Lesson discussions: Reasons for Taking this Course
Complete Assignment: An Introduction
Assessment: Lesson 1 Exam
Lesson 2. Basics and Process
Assessment: Lesson 2 Exam
Lesson 3. Planning
Assessment: Lesson 3 Exam
Lesson 4. Searching for Talent
Assessment: Lesson 4 Exam
Lesson 5. Hiring Talent
Complete: Lesson 5 Assignment
Assessment: Lesson 5 Exam
Lesson 6. Onboarding
Assessment: Lesson 6 Exam
Lesson 7. Developing Talent
Assessment: Lesson 7 Exam
Lesson 8. Performance Management
Assessment: Lesson 8 Exam
Lesson 9. Talent Retention and Succession Planning
Assessment: Lesson 9 Exam
Lesson 10. Current Application of Talent Management
Lesson discussions: Course Completion Poll: Your Thoughts; Program Evaluation Follow-up Survey (End of Course); Course Comments
Assessment: Lesson 10 Exam
Learning Outcomes
- Define what talent management is and why it is critical for the success of any business.
- Identify the planning stages of talent management.
- Describe the processes for searching and recognizing talent.
- Summarize the processes for hiring talent.
- Describe ways to develop and improve talent on your team.
- Describe the processes behind performance management, talent retention, and succession planning.
- Demonstrate mastery of lesson content at levels of 70% or higher.
Additional Course Information

- Document Your Lifelong Learning Achievements
- Earn an Official Certificate Documenting Course Hours and CEUs
- Verify Your Certificate with a Unique Serial Number Online
- View and Share Your Certificate Online or Download/Print as PDF
- Display Your Certificate on Your Resume and Promote Your Achievements Using Social Media

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Includes CEUs | X |
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Time to complete | 6 months |
No. of courses | 1 course |
Certificate & CEUs
This course only
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Includes CEUs |
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Time to complete | 6 months |
No. of courses | 1 course |
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Includes CEUs |
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Self-paced |
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Instructor support |
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Time to complete | 12 Months |
No. of courses | 600+ |
Certificates & CEUs
Includes all 600+ courses
Includes certificate |
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Includes CEUs |
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Self-paced |
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Instructor support |
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Time to complete | 24 Months |
No. of courses | 600+ |
Student Testimonials
- "As always, enjoyed taking one of your courses! Learned a lot and I am eager to apply this new knowledge in order to help my clients! Thank you." -- Brian T.
- "This course is excellent for those looking for insight on building and maintaining a team of professionals or just broadening their horizons or outlook on the whole process." -- Heather V.
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