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Talent Entrainment Limited

Talent Entrainment LimitedTalent Entrainment LimitedTalent Entrainment Limited

approved and Bespoke Leadership Development Programmes.

approved and Bespoke Leadership Development Programmes.approved and Bespoke Leadership Development Programmes.approved and Bespoke Leadership Development Programmes.

Our approach to Learning and development.

Our Philosophy.

Our Philosophy.

Our Philosophy.

  

Talent Entertainment Limited believe that all individuals supervisors, team leaders, junior and more experienced leaders, should have a grounded knowledge, understanding and application of some core concepts to lead individuals, teams and departmental functions, in a turbulent business context. 

We at Talent Entrainment Limited believe t

  

Talent Entertainment Limited believe that all individuals supervisors, team leaders, junior and more experienced leaders, should have a grounded knowledge, understanding and application of some core concepts to lead individuals, teams and departmental functions, in a turbulent business context. 

We at Talent Entrainment Limited believe that those core concepts are Continuing Professional Development, (CPD), Leadership, Employment Relations, Strategic Human Resource Management and Organisational Development and Change.

Our programmes are, therefore, constructed around a coordinated, systematic and integrated learning strategies and approaches that will enlighten leaders, and potential leaders, of the multifaceted and multi-disciplinary concepts that a leader should understand and utilize, to inform their decision making, in order to lead the workforce to achieve the organisation’s business objectives in and turbulent and challenging business environment.  


Our Methods

Our Philosophy.

Our Philosophy.

 Our systematic and integrated learning programmes, strategies, approaches and assessment methods will ensure an applied understanding of leadership to  transfer learning from our programme into operational leadership, in the workplace thereby developing an organisational pipeline of pivotal performers and agile assets for any organisatio

 Our systematic and integrated learning programmes, strategies, approaches and assessment methods will ensure an applied understanding of leadership to  transfer learning from our programme into operational leadership, in the workplace thereby developing an organisational pipeline of pivotal performers and agile assets for any organisation. 

All learning programmes offered by Talent Entrainment Limited are open to all veterans and reservists of all arms of HM Forces.   

Our Obligations

Our Philosophy.

Our Obligations

  

Talent Entrainment Limited have an active obligation, and allegiance to, our military veterans and reservists. 

 The aim of our endeavours’ is to aid the transition from military careers into civilian life and into employment, through the processes of personal and professional development, which will facilitate social and economic mobili

  

Talent Entrainment Limited have an active obligation, and allegiance to, our military veterans and reservists. 

 The aim of our endeavours’ is to aid the transition from military careers into civilian life and into employment, through the processes of personal and professional development, which will facilitate social and economic mobility. 

Talent Entrainment Limited will also create the pathway for veterans and reservists to progress into Further and Higher Education, after completing our learning and development programmes. We will achieve this by way of engaging veterans and reservists in the processes of personal development and continuing professional development, from this point forward.

Talent Entrainment Limited will also work with civilian organisations from any industry from the Private, Public and Not-for-Profit sectors to develop their own leaders as well as help to integrate veterans and reservists into their organisational structure. 

We hope to engage with, Business, Veterans and Reservists to  achieve the  objectives of improved social and economic mobility for our Veterans and Reservists, and their families.  

  

Defence Relationship Management, (DRM).

@The Institute of Leadership and Management 

  Our Talent and Leadership Development programme has been independently verified as world-class, by @The Institute of Leadership. We are Institute Approved! 

https://www.institutelm.com/what-we-do/institute-approved.html

www.leadership.global




Our Learning and Development Programmes.

Personal Development/CPD.

Strategic Leadership of Human Resources, (HR)

Talent and Leadership Development.

  

Talent Entrainment Limited believe that all organisational talent should be able to discuss and explain Continuing Professional Development, CPD, and how the concept, principles and processes of CPD will facilitate their own continuous learning and development by way of empowering ownership  of personal and professional development, fro

  

Talent Entrainment Limited believe that all organisational talent should be able to discuss and explain Continuing Professional Development, CPD, and how the concept, principles and processes of CPD will facilitate their own continuous learning and development by way of empowering ownership  of personal and professional development, from this point forward.  


Learners will be able to:

PO 01: Discover and examine how to identify, plan and record our CPD, from this point forward.

PO 02: Recognise and describe the cycles and stages of learning, training, and CPD.

PO 03: Describe and explain the models of CPD adopted throughout the programme.

PO 04: Discover and apply the approaches and processes of CPD.

PO 05:  Investigate and categorise the methods and approaches that you will adopt.

PO 06: Create and compose a framework to evaluate your CPD activities.

Assessment:

The CPD element will be assessed by evaluating the outcomes of continuous formative assessment throughout the programme. 

Summative assessment will be by way of the creation and composition of a working Learning and Development Journal, with CPD record and CPD plan.

Talent and Leadership Development.

Strategic Leadership of Human Resources, (HR)

Talent and Leadership Development.

  

The full scope of The Talent and Leadership Development Programme is to equip learners with the full range of thinking skills to be able to adopt a leadership role within the lower to middle echelons of the organisation.

The aims of the programme are to develop future leaders who will execute their leadership role and responsibilities ef

  

The full scope of The Talent and Leadership Development Programme is to equip learners with the full range of thinking skills to be able to adopt a leadership role within the lower to middle echelons of the organisation.

The aims of the programme are to develop future leaders who will execute their leadership role and responsibilities effectively by way of applying cognitive knowledge and understanding of their own Emotional Intelligence, their practical understanding of leadership theories whilst adopting informed behavioural approaches to lead individuals, and teams, in a complex socially constructed organisational setting, set within planned and emergent contexts.

Throughout the programme, the individual will apply their emotional intelligence and social intelligences of interpersonal/intrapersonal intelligence to inspire team belonging, identity, discipline whilst illustrating continuous contextual situational and awareness throughout their actions. The design of the Leadership Development programme is aimed to be a coordinated and calibrated system of learning and development that will develop the individual into pivotal performer and agile asset that will add value to the organisation.

The programme is open to individuals with an inclination to lead alongside junior and aspiring leaders from the lower to middle echelons of any organisation who wish to develop their knowledge, understanding, application and evaluation of their leadership abilities. 

Our Talent and Leadership Development Programme is an Institute Approved Programme of The Institute of Leadership, Leadership Development | The Institute of Leadership. 


Learners will be able to: 

PO 01: Provide the individual with knowledge, understanding and experiences that will develop the authentic talented and Emotionally Intelligent Leader.

PO 02: Enlighten the individual of the application of a strategic appreciation and assessment of a constantly changing environment and situation that will influence and predict the leader’s actions when developing a leadership strategy.

PO 03: Inform the individual with knowledge, understanding to formulate, a decision-making process, which will develop and apply strategies that will support and measure the impact of their leadership when strategically managing the employment relationship.  

PO 04: Develop the disciplined individual to be self-aware, motivated, decisive, sensitive, influential, conscientious and resilient in the context of leading and managing individuals and teams, strategically.

PO 05: Internalize critical reflection and reflective practice through the pursuit of CPD 

Assessment: 

Continuous formative assessment.

24 hour residential assessment.

Learners will then be assessed using a combination of the following summative assessment methods:

Observation.

Peer Evaluation

VIVA/Q+A

Completed Management Learning Journal with CPD record and CPD Plan.

A written policy on leadership development initiatives.

Strategic Leadership of Human Resources, (HR)

Strategic Leadership of Human Resources, (HR)

Strategic Leadership of Human Resources, (HR)

  

The Strategic Leadership of Human Resources element of the program will assert that every leader, operating in the business context, should have an applied knowledge and understanding of leading the human resources, strategically, within the organisation.

The focus of this element of the programme is to equip potential leaders with the k

  

The Strategic Leadership of Human Resources element of the program will assert that every leader, operating in the business context, should have an applied knowledge and understanding of leading the human resources, strategically, within the organisation.

The focus of this element of the programme is to equip potential leaders with the knowledge, understanding and application to apply themselves to lead employees with a sound understanding of the strategic perspective of people management across all industries and sectors.

The programme is designed to provide a broad strategic knowledge, understanding and application of Leading Strategic Human Resource Management, (SHRM), its concepts and practices, whilst illustrating where and how SHRM aligns and integrates with, and therefore contributes to, the overall strategic business aims and objectives of the Organisation. The programme begins with an overview of the nature of Strategic Human Resource Management, before identifying and describing the various theories and models that help to explain and apply SHRM in a range of business contexts. These fundamental models and theories of SHRM will be critically reviewed, throughout the module, before then evaluating the range of HR practices that comprise the overall HR strategy, for example; Employee Resourcing, Performance Management, Reward, Human Resource Development, Human Resource Development, Organisational Development and Change and Employee Relations. The module will conclude with the preparation and formulation of an operational HRM Strategy, in a business context.


Learners’ will be able to: 

PO 01. Identify the external and internal forces that effect Strategic Human Resource Management, (SHRM) that inform strategic decision making and innovation strategies.
PO 02. Critically explain the relationship between, vision and aligning HR Strategy with the business strategy with and the core human resource practices applied throughout the organisations.
PO 03. Illustrate the development of SHRM throughout the business life cycle, with consideration of building networks and engaging stakeholders developing future readiness for change.
PO 04.Appreciate the impact of SHRM on Organisational Trust, Performance and delivering outcomes.

Assessment:

Learners will be assessed using a combination of summative assessment methods:

Continuous formative assessment.

Observation.

VIVA/Q+A

Completed Management Learning Journal with CPD record and CPD Plan.

Composition of implementing HR related initiative. 

our Learning and Development Programmes.

Leading Employment Relations

Leading Individual Employees and Teams.

Organisational Development and Change.

    

The Leading Employment Relations element of the programme will assert that every leader, operating in the business context, should have an applied knowledge and understanding of employment relations to lead the workforce sustainably and effectively whilst having a strategic appreciation of, and preparedness for, conflict and potential

    

The Leading Employment Relations element of the programme will assert that every leader, operating in the business context, should have an applied knowledge and understanding of employment relations to lead the workforce sustainably and effectively whilst having a strategic appreciation of, and preparedness for, conflict and potential conflict, when leading the employment relationship. 

Employment Relations is a very relevant and complex field of study that if not managed correctly, through leaders with inadequate knowledge and understanding of the concept, can have a very costly financial and reputational impact on the business.

The programme will explore the fundamental concept of Employment Relations, ER, before investigating the relevance and dimensions of employment relations. The programme will discuss and classify the Theoretical Concepts of Employment Relations. The programme will illustrate and apply the overall dimensions and objectives of ER whilst evaluating the influences of the actors/agents of the employment relationship. The programme will formulate, propose and critique the concept and categories of Employee Participation and Involvement, IEP. 


Learners will be able to:

PO 01: Recall and Describe the Concepts and theories of Employment Relations.

PO 02: Identify and explain the role of the actors/agents within the employment Relationship.

PO 03: Describe and define the interrelationship between management and employee within the concept of Employee Participation and Involvement, EIP. 

PO 04: Evaluate and judge the complexity and impact of EIP.

PO 05: Appreciate the changing nature of Employment Relations. 

Assessment:

Learners will be assessed using a combination of the following summative assessment methods:

Continuous formative assessment.

Observation.

VIVA/Q+A

Completed Management Learning Journal with CPD record and CPD Plan.

Compose a framework for Employee Participation and Involvement.


Organisational Development and Change.

Leading Individual Employees and Teams.

Organisational Development and Change.

Talent Entrainment Limited will assert that every leader, in a turbulent business context, should have an applied knowledge and understanding of Organisational Development, (OD), and Change.

The Organisational Development and Change element of the programme will introduce the theoretical components of OD and Change before appreciating and 

Talent Entrainment Limited will assert that every leader, in a turbulent business context, should have an applied knowledge and understanding of Organisational Development, (OD), and Change.

The Organisational Development and Change element of the programme will introduce the theoretical components of OD and Change before appreciating and recognising the characteristics and overall nature of OD and Change. The programme will then invite the learner to investigate and hypothetically apply the stages of OD and Change as an example of implementing OD and Change in a turbulent business context. Finally, the programme will give learners a greater understanding of the effects of OD and Change on the workforce, whilst providing strategies to mitigate such negative effects of OD and Change. 

  

Learners will be able to:

  PO 01: Define and explain the concept of Organisational Development and Change.

PO 02: Recognise and illustrate the nature of Organisational Development and Change.

PO 03: To investigate and classify the stages of Organisational Development and Change.

PO 04: Hypothesize and forecast the effects of Organisational Development and Change on the workforce.


  

ASSESSMENT.

Learners will be assessed using a combination of summative assessment methods:

Continuous formative assessment.

Observation.

VIVA/Q+A

Completed Management Learning Journal with CPD record and CPD Plan.

Completed draft of an organisational specific OD and Change initiative.


Leading Individual Employees and Teams.

Leading Individual Employees and Teams.

Leading Individual Employees and Teams.

    

The Leading Teams element of the Programme will explore and recognisee the definitions of leadership and the relationships between leadership theories, styles and behaviours. The further aims of the programme are to develop future leaders who will execute their leadership role and responsibilities effectively by way of applying cognit

    

The Leading Teams element of the Programme will explore and recognisee the definitions of leadership and the relationships between leadership theories, styles and behaviours. The further aims of the programme are to develop future leaders who will execute their leadership role and responsibilities effectively by way of applying cognitive knowledge and understanding of their own Emotional Intelligence, their practical understanding of leadership theories whilst adopting informed behavioural approaches to lead individuals, and teams, in a complex socially constructed organisational setting, set within planned and emergent contexts. The learner will apply their emotional intelligence and social intelligences of interpersonal/intrapersonal intelligence to inspire team belonging, identity, discipline whilst illustrating continuous contextual situational and awareness throughout their actions.

  

Learners will be able to:

PO 01: Describe and define leadership Theories, Styles and Behaviours.

PO 02: Identify and discuss the relationship/interrelationship between Emotional Intelligence and Leadership.

PO 03: Recognise and discuss the relationship/interrelationship between Emotional Intelligence and theoretical concepts of Leadership.

PO 04: Compare and contrast decision making processes informed by the leadership theories and styles.

PO 05: Appreciate and appraise the potential effect of Emotional Intelligence on Leading individuals and Teams. 


  

ASSESSMENT.

Learners will be assessed using a combination of the following summative assessment methods:

Continuous formative assessment.

Observation.

Q+A

Completed Management Learning Journal with CPD record and CPD Plan.


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