Talent Management Consulting

Talent Management Retention Strategy Workshop | Jan 25-26, 2024


2-Day Online Workshop | January 25-26, 2024 (Thursday to Friday)

Building Your Future Ready HR Competencies as HR or HCM Managers for business continuity and sustainability!

This Leadership Workshop for Human Resources and Human Capital Management managers uses the Talent Management Strategy Management Model Strategy* developed by Atty Hector V Hernandez, JD, FPM, DPM over many years of his actual experience as HR Leader of many organizations both local, multinational and international in both profit and not for profit.

The idea of talent management though not a new one has been concerning to CEOs and CHROs alike in the light of post pandemic unusual high attrition of not just the high potential employees but also the regular staff in the organization.  The HR or HCM Manager has to increase his or her knowledge of latest, relevant and efficient tools of trade to retain the veteran and new guys in the organization for business continuity and sustainability.


  1. Understand the parts and integration of the Talent Management Strategy (TMS) Model*;
  2. Expand and discuss thoroughly the parts of the TMS Model;
  3. Apply the Competency Process following the McKinsey Model;
  4. Submit a mini-innovation Retention project to immediate superior; to be implemented upon return in the workplace.


  • Jan 25, 2024 | DAY 1 | 8AM – 5PM
  • JAN 26, 2024 | DAY 2 | 8AM – 12PM
  1. Introduction: Overview of the Talent Management Strategy Model*
    • Link to the Competency Process
  2. Understanding Organizational Competencies
    • What is a Competency Model
    • Considerations when determining what competency model to use in an org
    • DCCJ Model
    • Using DCCJ Model to determine the competencies
    • Different Competency Models in the market
    • Application of the Competency Model customized to your organization
  3. Talent attraction and selection: Hiring the “right fit”
    • Reviewing the job/competency profile
    • Source applicants
      • Internal – using the job posting policy
      • External – dealing with head hunters
    • Run Competency based recruitment process
    • Prepare fair job offer to the “right talent”
  4. Deployment and integration: Onboarding the new person
    • Assess competencies
      • Leverage on strengths
      • Develop “need to improve” areas
    • Start coaching and follow up
    • Draft initial SMART targets
  5. Performance management Process: Measuring employee performance
    • Finalize SMART targets: KPIs or not
    • Competency-based Performance Management Process V Legacy PMP
    • Continuous check-ins
  1. Consequence Management I: When employee meets expectations or targets
    • Retention planning: Rewarding & recognizing
      • Pay for performance
        • Compensation philosophy: @target percentile of market
      • Introduce formal and informal recognition programs
      • Implement talent development program
      • Set “stretch” goals for “high performers”
      • Continuous check-ins
    • Individual Development Planning: Competency-based Individual Plan Using 70-20-10 formula leads to role expansion, increase competency or change position/Job rotate
      • On the job (70%)
        • Project/task forces
        • Committee work
      • Self-learning (20%)
      • Formal coursework (10%)
    • Continuous check-ins
  2. Consequence Management II: When employee does not meet expectations or targets
    • Performance improvement plan:  Performance Improvement Planning leads to Career Counseling
      • Agree on specific action plans
        • Formal
        • Periodic
      • Continuous check-ins
      • Career Counseling
      • Outplacement
  3. Culture Building/Org Development
    • Culture fit
      • Employee engagement
        • Employee Satisfaction Survey & Action Planning
      • Individual Versus Organizational Culture
        • Vision, Mission, Core Competencies, Values
        • Corporate Culture Onboarding
        • Communication Strategies
    • Organization and Individual Wellness
      • Work Life Integration or Balance
        • Policies and practices
      • Mental Health awareness
        • Policies and practices


Atty Hector V Hernandez, JD, DPM* will utilize case discussions and management games to extract personal learnings during the workshop. By end of the workshop, the learner is able to fully comprehend the Talent Management Strategy Model* and be able to develop specific TM plans and implement back on the job.

Resource Person

Atty Hector has solid HR and management experiences in local, multinational and international organizations spanning several continents with over 35 years as line and HR manager.  He currently teaches Human Capital Development subjects both at the Graduate and Undergraduate School of Education and Development SED at the University of Asia and the Pacific UA&P, Ortigas, Metro Manila. He is also President of Advanced CompetencyDev Center Inc or ACCI Philippines.

Investment and Community Relations

Investment cost for only PHP 7,750 + 12% VAT. ACCI provides a 10% discount for 3 or more participants coming from the same company or group of companies.

Furthermore, an early bird discount of 10% can be availed if payment is made on or before January 15, 2024.

Part of your investment goes to Pampamilyang Paaralang Agrikultura Foundation, Inc (PPAFI) that supervises two family farm schools in the country namely, Dagatan Family Farm School and Balete Family Farm School located in the province of Batangas.

Book your attendance here

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For group booking, you can provide more information on the next form where you also confirm your payment.