Talent & Retention Management

Lehrinhalte

Definition of competence & talent management and their significance for People & Culture Management

  • Identification of talent (measurement of talent, competences, potential; performance will be handled separately in course PERE)
  • Core elements for designing a talent management strategy (especially development, retention, placement – attraction in 2nd semester People Practices)
  • Measures to develop and retain talent (e.g. career paths, international assignments, leadership development)
  • Digital tools and platforms for automated and optimized talent management
  • Competence model, competence catalogue and competences (professional, methodological, social, personal competences)
  • Role catalogue and role profiles
  • Competence diagnosis and competence development plan
  • Definition of retention management and employee turnover
  • Measurement of employee retention and the influencing factors (e.g. different aspects of commitment)
  • Interventions of retention management

Art der Vermittlung

Präsenzveranstaltung

Art der Veranstaltung

Pflichtfach

Empfohlene Fachliteratur

Mohapatra, M. & Dhir, S. (2021). Talent Management: A Contemporary Perspective. SAGE. //
Collings, D.G. et al. (2019). The Oxford Handbook of Talent Management. Oxford University Press. //
Cascio, W.F. & Aguinis, H. (2018). Applied Psychology in Talent Management. SAGE. //
Hom, P.W. (2019). Employee Retention and Turnover: Why Employees Stay or Leave. Routledge. //
Kaye, B. & Jordan-Evans, S. (2021). Love 'Em or Lose 'Em, Sixth Edition: Getting Good People to Stay, Berrett-Koehler Publishers.

Lern- und Lehrmethode

Blended learning (online and presence teaching, inverted classroom with e-learnings for self-study), single and group activities for self-study (e.g. set up of a competence-based interview, role plays), guest lecture, e.g. about an exemplary talent management strategy or the implementation of a talent management tool, online quizzes during self-study phases for individual learning success checks or during presence phases as repetition.

Prüfungsmethode

Written final examination (55 %, open questions, open book).
Content criteria of the final examination: degree of problem identification and problem characterization, correctness and complexity of the solutions with regards to technical and methodological competence.
Formal criteria of the final examination: completeness of the answers, linguistic differentiation and independence of the presentation of results.
Immanent assessment of learning outcomes (45 %, e.g. in the form of intermediate tests, small group work/problem-based learning for creation of a competence model and possibilities of its application).
Content criteria immanent assessment: degree of problem identification and problem characterization, correctness and complexity of solutions in terms of technical and methodological competence, consideration of the individual case study context and confidence in answering concluding questions.
Formal criteria immanent assessment: compliance with formal requirements, linguistic differentiation and correctness, independence and creativity in the presentation (if used for the assessment).

Voraussetzungen laut Lehrplan

Einführung zu People Management & Employee Lifecycle

Schnellinfos

Studiengang

People & Culture Management (Bachelor)

Akademischer Grad

Bachelor

ECTS Credits

3.00

Unterrichtssprache

Englisch

Studienplan

Berufsbegleitend

Studienjahr, in dem die Lerneinheit angeboten wird

2025

Semester in dem die Lehrveranstaltung angeboten wird

5 WS

Incoming

Nein

Lernergebnisse der Lehrveranstaltung

After successful completion of this course, students are able to

  • explain the term talent management and differentiate its target groups with regards to the organizational strategy,
  • compare different methods and tools that help organizations classify their employees in order to set up a talent strategy, critically reflect on gender & diversity aspects related to an organizational talent management system,
  • analyse employees and identify their talent, competences, and potential,
  • demonstrate the importance of competence models in an organization, give examples for their application along the employee lifecycle and apply them in different people practices (e.g. recruitment),
  • describe potential measures (e.g. career paths) to develop and retain talents and choose suitable ones according to the organizational talent strategy; evaluate possibilities of digitization in talent management (e.g. career platforms based on AI),
  • explain the term retention management as well as employee turnover and differentiate types of turnover to understand which ones are to avoid,
  • calculate employee turnover and give further examples for measures of employee retention based on various factors that influence it and
  • conclude potential reasons for low retention and develop interventions along the employee lifecycle.

Kennzahl der Lehrveranstaltung

1582-24-01-BB-DE-42