Talent Management Strategy Course in Doha, Qatar

This Talent Management Strategy course looks at how organizations attract, develop, deploy and retain the people who matter most to their future. Participants examine how a talent strategy links to business strategy, how critical roles are identified, how potential is assessed separately from performance, and how succession plans reduce the risk of losing key capability. The course treats talent management as an integrated system, connecting workforce planning, development, career paths, engagement and reward rather than running them as separate initiatives.

The approach is practical and analytical. Participants use tools such as the nine-box grid, talent review templates and succession risk assessments, and work through case studies of organizations building leadership pipelines. They draft elements of a talent strategy and consider how to measure its impact. The course can be delivered as an in-house program, where participants apply the tools to their own critical roles, competency frameworks and development priorities.

By the end of this course, participants will be able to:

• Link talent management priorities to organizational strategy and workforce plans

• Identify critical roles and assess succession risk

• Distinguish performance from potential using structured talent review tools

• Design development pathways for high-potential employees and future leaders

• Build retention and engagement measures for key talent

• Measure the effectiveness of talent management initiatives

This course is aimed at professionals who shape how their organization builds and keeps capability.

• HR managers and HR business partners

• Talent and learning and development specialists

• Senior managers responsible for succession

• Organizational development professionals

• Heads of department planning future capability

Module 1: Foundations of Talent Strategy

• Defining talent in the organization's context

• Linking talent strategy to business goals

• Inclusive versus exclusive talent approaches

• Building an employer value proposition

Module 2: Identifying Critical Roles and Potential

• Critical role analysis and workforce segmentation

• Assessing potential versus current performance

• Nine-box grid and talent review meetings

• Reducing bias in talent decisions

Module 3: Developing Talent and Leaders

• Individual development plans

• Coaching, mentoring and stretch assignments

• Leadership development programs

• Career paths and internal mobility

Module 4: Succession Planning

• Succession risk assessment for key positions

• Building ready-now and ready-later pipelines

• Emergency cover and knowledge transfer

• Developing national talent into leadership roles

Module 5: Retention, Engagement and Measurement

• Drivers of engagement and retention

• Stay interviews and retention plans

• Talent metrics and dashboards

• Reporting talent outcomes to leadership

Qatar National Vision 2030 places human development at the center of the country's long-term plans, and organizations are expected to build capable, sustainable workforces. Employers in energy, finance, government and healthcare rely on specialist and leadership skills that take years to develop, and many are working towards workforce nationalisation goals that require structured development of national talent. A clear talent strategy helps organizations prepare successors, reduce dependence on short-term hiring and retain people with critical knowledge.

Join a scheduled class at our training center in Doha or attend live online. For organizations, the course can run as an in-house program at your premises or online, tailored to your sector, case studies and timetable.