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WEBINAR
​Take Your Performance Management from Hate to Love
​Join this webinar to make impactful choices when redesigning your performance management process.

Certified in Workforce Management

 Functional Expertise to lead HR transformation
This module deals with managing individual and groups of employees such that their efforts are aligned with the organization’s needs. The performance appraisal and compensation sections address the topic of evaluating and rewarding performance to motivate, retain and engage employees. Workforce planning and succession planning relate to projecting and preparing for future workforce needs.

Benefits

1. Learn about efficacious performance management practices that promote individual and total company performance.
2. Understand the process of establishing internal and external pay equity.
3. Understand the difference between succession planning and workforce planning.
4. Gain understanding of the workforce planning process and methodologies.

Audience

This product is best suited to advance your performance management  and workforce planning practices.
1. HR generalists/business partners
2. Talent management consultants
3. Compensation specialists
  • Training
  • Certification
  • Recertification
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The CWM Exam & Learning Package includes 5 courses.  The courses cover topics in the managing phase of employee life-cycle.
This courseware is designed, keeping in mind with the needs of talent management professionals to learn the material and maximize it in their work projects. Users have access to the HCG Learning Management Platform where they can access the courses listed below.  Lessons include case studies, step-by-step guides, evidence-based models, webinars, projects, quizzes, and mentor support.  Additionally, users have access to job aids and worksheets, which they can readily utilize in their work projects.  Read  about our success methodology ►​ 
​Access duration for this learning package is 5 months. 

Foundations of Integrated Talent Management
Talent management (TM) is a systematic approach that more effectively aligns the resources of employees and potential employees with the needs of the business. When effective it helps address employee needs and enhances the work environment by promoting employee effectiveness. 
description
In this course, participants gain an understanding of how talent management systems can create better organizations, better talent, and a better career.  They gain knowledge of what talent management is, how organizations benefit from talent management, characteristics of a high impact integrated talent management system and industry practices in talent management.  The course highlights the benefits and costly consequences of not focusing on TM practices.
In this course, participants build the capability to:
  • conduct a TM system effectiveness audit
  • identify opportunities for integrating TM practices to meet a business need
  • assist in the recruitment of evidence based TM professionals
  • identify gaps in TM practices compared to industry benchmarks
Tools
This course gives participants access to various tools and worksheets, including:
  1. TM System Effectiveness Audit
  2. Industry Specific TM Practices

Performance Management
Performance management (PM) is the process in which individual efforts and outcomes are evaluated against organizational expectations. The purpose of performance management is to motivate employees and align individual performance with the organization’s business objectives. 
description
In this course, participants will learn about the dimensions of performance and how they relate to effectiveness. The participant will learn about the key decisions and practices that lead to accuracy and fairness in the appraisal process.  They will understand the interdependencies between PM and talent management systems, and use this knowledge to design a high impact PM system.  Participants will also learn about key considerations such as assessing team performance and evaluating the effectiveness of a PA system.​
In this course, participants will build the capability to:
  • Support the development of a new performance appraisal (PA) system by  
    • developing questionnaires/interview guides to gather stakeholder’s input
    • proposing the appropriate list of performance dimensions for a holistic evaluation
    • proposing rating scale options to rate performance
    • proposing mechanisms to promote fairness in the system
    • outlining the process of administering organization wide performance appraisals
  • Support the maintenance of an existing performance appraisal system by
    • providing proactive administrative support during the deployment of the PA process
    • designing the evaluation process to assess the effectiveness of the PA system
    • gathering data to evaluate the effectiveness of the PA system
Tools
This course gives participants access to various tools and worksheets, including:
  1. A Manager's Guide to Giving Effective Performance Feedback
  2. A Manager's Guide to Informal Employee Development Activities
  3. Performance Appraisal Methods for Different Types of Teams - A Guide
  4. Performance Appraisal Tools - Rating Scale Comparison

Compensation and Total Rewards
The compensation process is a motivational tool used for administering rewards, recognizing employees and retaining talent. This process also serves as an important mechanism to communicate what is valued by the organization.  
description
In this course, participants will learn the steps involved in developing a compensation strategy and the evidence on effective compensation practices.   They will gain knowledge of the contrasting perspectives on compensation, total rewards and get introduced to special topics including sales compensation, managerial compensation, executive compensation and legal issues in compensation. The course will also teach about effective compensation strategies through case studies.​
In this course, participants will build capability to:
  • perform a job evaluation
  • use compensation practices to support organizational objectives and business strategies
  • outline the key considerations in conducting a market pay analysis
  • develop the compensation structure
  • develop pay bands for job families or broad bands for all jobs within the organization
  • effectively communicate  the company’s compensation philosophy
  • outline the key considerations for designing a sales compensation systems
  • decide when to use long-term or short-term incentives
Tools
This course gives participants access to various tools and worksheets, including:
  1. Guide to Evaluating Total Rewards Programs
  2. Job Evaluation Sample - Comparison of Client Services Role
  3. A Manager’s Discussion Guide for Compensation Communication
  4. Sales Performance Metrics
  5. Steps in Building a Compensation Communication Plan
  6. Total Rewards Programs
  7. Market Pay Analysis

Workforce Analytics and Planning
Workforce planning is a systemic approach used for assessing current workforce utilization. The process requires determining priorities and allocating resources (people, capital, or materials) where they can do the most good. It involves forecasting future staffing needs such that the right talent is available for the right roles at the right time and at the right cost.  
description
In this course, participants will gain knowledge of the signs that signal the need for workforce planning and the steps involved in conducting a workforce analysis.  Additionally, the course will present strategies for workforce segmentation, qualitative and quantitative methods for workforce estimation and other special considerations.​
In this course, participants will build the capability to:
  • identify when a workforce analysis will be beneficial
  • identify the data required to perform workforce analytics
  • outline the steps involved in conducting a workforce plan
  • develop a workforce supply-demand gap closure strategy
  • compute staffing ratios and productivity ratios to estimate future workforce size
  • gather metrics to evaluate a workforce plan
Tools
This course gives participants access to various tools and worksheets, including:
  1. Guidelines for Building a Talent Inventory
  2. Guidelines for Using Qualitative Methods of Workforce Forecasting
  3. Operational Strategy Canvas -  Form
  4. Tools for Estimating Skills and Expertise Required - Form
  5. Strategies of Addressing Workforce Deficits and Surpluses
  6. Workforce Segmentation Categories and Definitions

Succession Planning
Succession planning is the process of replacement or transition planning of leadership positions and critical roles. It involves identifying future candidates based on their projected capability to grow beyond their current role.  
description
This course participants will learn the steps involved in developing a succession planning process and the organizational best practices.   The participant will gain knowledge of how succession planning fits into the employee life cycle and how to identify critical positions.  The course will also present evidence, predictors of leadership potential, special considerations, common dilemmas and material on CEO succession planning.  Finally, participants will learn how to evaluate the succession planning process.​
In this course, participants will build the capability to:
  • define an approach to identify critical roles
  • define the succession needs of the organization
  • select assessments to help identify high potential candidates
  • develop a process to identify high potential employees using assessments and employee data
  • outline the succession planning process and structure the talent review meeting
  • support the creation of development plans
  • gather metrics to evaluate the succession planning process
Tools
This course gives participants access to various tools and worksheets, including:
  1. A Guide for Succession Planning Management and Development Support
  2. Comprehensive List of Predictors of High Potentials
  3. A Guide to High Potential Identification, Development and Treatment
  4. A Guide to Understanding Leadership Derailers
  5. Guidelines for Identifying Critical Roles
  6. Job Leveling Matrix
  7. Miles and Snow Organizational Strategy - Tool
  8. Succession Planning Stakeholder Meeting Guide
  9. The Talent Review Process - Challenges and Resolutions
  10. Succession Planning Strategy Creation Meeting Canvas - Tool
This learning and certification package includes the training segments and a certification exam. 

Certification Requirements

​1. Complete the learning segments listed in the training tab, including the accompanying mandatory webinars, and quizzes.
2. ​Complete projects achieving minimum score of 70%
3. Comprehensive Exam
Take a comprehensive exam covering the five topics and achieve a minimum score of 70%. 
- Computer-Based Testing (CBT)
- Multiple-choice questions selected based on expert panel evaluations
Exam dates ►
All certifications are valid for 3 years. To maintain the certification credentials,  you must stay current in this area of expertise, build upon your knowledge, and grow as a professional in your field.  Recertification requires retaking the exam.  
Exam dates ►
​Register Now!
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PARTICIPANT'S COMMENTS

Michael Ruiz
Performance Management Course taker| Certified Talent Management Specialist (CTMS) ​
The program helped me improve this process is by setting SMART goals with the students such that they knew the specific grade that they wanted to receive, how their desired grade was going to be measured, being aware that they are capable of attaining their goal, realizing that the pathway to improving their deficits is relevant to their success, and that they are bound by the period of time between receiving their assignments and the due date for those assignments.

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