Performance and Talent Management Corporate Training
Instructor-led training that turns HR and people teams into confident owners of performance and talent.
This 16-hour instructor-led program teaches HR professionals and people managers to run goal setting, feedback conversations, talent reviews, and succession planning that leaders trust. Your team practices every skill in role-play cycles and a full talent-cycle simulation.
Instructor-led group trainingVirtual / on-site / off-site10 languagesDelivered inEnglish, Spanish, Mandarin, German, Arabic, Portuguese, Hindi, French, Japanese, Italian100+ countriesWe have delivered inUnited States, United Kingdom, India, Canada, Germany, France, Netherlands, UAE, Saudi Arabia, Singapore, Australia, Japan, Brazil, South Africa and 90+ more countries
How we build a performance-driven team
The Edstellar PERFORMANCE & TALENT Capability Model
Assess talent maturity
Skill checks and process reviews map how your team currently manages performance and growth.
Standardize the frameworks
Shared goal-setting, feedback, and review models keep every manager working the same way.
Practice the conversations
Role-play cycles rehearse feedback delivery, coaching, and calibration debates safely.
Measure talent outcomes
Engagement, retention, and succession metrics show whether the system is working.
Scale the practice
Rollout playbooks and coach-the-coach sessions spread strong talent habits across the enterprise.
Need more than one program?Get a group quote
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Program Overview: What is Performance and Talent Management?
Performance & Talent Management is Edstellar's instructor-led program for HR and people teams that own the full employee lifecycle from hiring to succession. Participants work through goal setting with OKRs, coaching-based feedback conversations, calibration and the 9-box, and development planning. The focus stays on systems that link performance, growth, and retention in one coherent rhythm.
Delivery is practical across all 16 hours, with each module pairing a concise expert briefing with applied exercises. Participants draft OKRs and role scorecards, rehearse feedback and calibration conversations in coached role plays, and work real talent-review cases drawn from familiar organizational scenarios. Instructors review every exercise with direct, actionable feedback, so techniques are corrected before they are used at work. The program closes with a 4-hour capstone simulation where the cohort runs an end-to-end talent management cycle as one team.
Most organizations run performance reviews that satisfy a process and change nothing: goals drift, feedback arrives too late to help, and calibration conversations turn political. This program teaches your HR team to replace the annual cycle with a continuous rhythm of clear goals, frequent coaching conversations, and fair, evidence-led talent decisions. Participants leave with tools they can apply in the very next review cycle.
The capstone is a full end-to-end talent management simulation: the cohort steps into a mock leadership team, places employee profiles on the 9-box, argues calibration decisions with peers the way real panels do, and turns the verdicts into individual development plans. That single exercise binds OKRs, feedback, calibration, and succession into one muscle memory, so the first real talent review after the program feels like the second run, not the first.
Practice is built into every module through role-play cycles and peer feedback. Participants rehearse feedback conversations with defensive employees, debate ratings in mock calibration sessions, and place profiles on the 9-box grid. The capstone is a full end-to-end talent management simulation, from goal setting through review and succession planning, with an instructor debrief on what to replicate at work.
What's Included in this Workshop for Your Enterprise Teams
- 1
Goal-setting toolkit
OKR and KPI templates with cascading examples.
- 2
Conversation scripts
Structured models for feedback and coaching talks.
- 3
Calibration pack
Agendas, 9-box grids, and bias-check guides.
- 4
IDP planner
Development-plan format with measurable actions.
- Instructor-led sessions, virtual or onsite
- Flexible scheduling across time zones
- Small cohorts for observed role plays
- Digital workbook and talent templates
- Conversation scripts and calibration agendas
- Post-program trainer support window
Build your team's skills. Anywhere in the world.
Real-world use cases
from day one
Instructor-led training
for your teams
Delivered globally
in 100+ countries
Enterprise Training Solutions Customized for Your Company
One partner for instructor-led corporate training, delivered the way your teams work.
Request a Training Quote- Customized Training Delivery
- Scale Your Training: Small to Large Teams
- In-person Onsite, Live Virtual or Hybrid Training Modes
- Plan from 2000+ Industry-ready Training Programs
- Hands-On Labs on Live Infrastructure, Led by Industry Experts
Performance and Talent Management Course Topics and Program Outline
Six modules take your team from talent foundations to a full-cycle simulation: goal setting, feedback, calibration, engagement, and succession planning.
Built by Edstellar with HR practitioners and talent consultants
Built by HR practitioners who run performance cycles and talent reviews in real organizations, shaped around your stack and use cases.
Skill checks baseline your team's experience with reviews, feedback, and talent processes before training begins.
Live sessions teach talent frameworks, goal setting, and review design through guided examples and discussion.
Role-play cycles rehearse feedback conversations and calibration debates with peer feedback in every session.
You run a full talent-cycle simulation and leave with templates and plans ready to use at work.
From talent foundations to a full-cycle talent simulation, every skill is rehearsed in role-play practice sessions.
Delivered as
Delivered as a hybrid program of live instruction and role-play practice sessions, scheduled around your team's calendar in flexible batches.
Practice session: map your organization's current performance cycle against the talent lifecycle model in a guided exercise.
learna)The performance and talent lifecycle
b)Key models: performance, potential, and growth
c)Business outcomes of strong talent systems
d)HR's role as talent steward
Practice session: draft cascading OKRs for a sample team and get peer feedback on clarity and measurability.
learna)OKRs, KPIs, and MBOs compared
b)Writing clear, measurable goals
c)Cascading goals across teams
d)Role clarity and expectation setting
Role-play cycle: conduct a quarterly performance conversation with a coached peer playing a disengaged team member, then debrief with the trainer.
practicea)Feedback models: SBI, STAR, and feedforward
b)Coaching questions that unlock ownership
c)Handling defensiveness and emotion
d)Documenting conversations fairly
Practice session: run a mock calibration meeting and place sample employee profiles on the 9-box grid with peer challenge.
practicea)Designing a talent review process
b)The 9-box grid: performance vs potential
c)Calibration meeting facilitation
d)Reducing bias in ratings and decisions
Practice session: build a retention risk plan and a development path for a high-potential employee case study.
applya)Engagement drivers and warning signals
b)Retention risk assessment
c)Individual development plans that work
d)Career paths and internal mobility
Capstone simulation: run a full annual talent cycle, from goal setting through review and development planning, with instructor debrief.
applya)Full-cycle simulation briefing
b)Goal setting and mid-year check-ins
c)Calibration and succession decisions
d)Leadership panel presentation and debrief
Customize this program tailored to your team?
Tell us your training needs: what your team already works with, the level they’re at, and the topics you want them to focus on. We’ll adjust the modules, duration and hands-on labs, and send you a customized outline for your group.
Key Skills and Outcomes Your Team Will Gain
Your HR and people teams leave able to run goal setting, feedback, reviews, and succession planning that leaders trust.
Set clear, measurable goals
Write OKRs and KPIs that connect individual work to team and business priorities.
Run effective feedback conversations
Deliver structured, honest feedback that employees hear and act on.
Coach for performance and growth
Use coaching questions that build ownership instead of dependence.
Facilitate talent reviews
Lead calibration sessions that produce fair, consistent ratings.
Use the 9-box for succession
Assess performance and potential to identify successors and bench strength.
Build development and retention plans
Create IDPs and career paths that keep high performers engaged.
Read talent data with confidence
Use people analytics basics to spot trends in performance and attrition.
Teams that Benefit from this Performance and Talent Management Group Training
Built for HR and people teams that own performance cycles, talent reviews, and succession planning. Content adapts to each cohort's role and experience, so every group practices the workflows it actually owns.
Coach managers through reviews and talent decisions
Give HRBPs the frameworks and rehearsal to guide managers through goal setting, feedback, and calibration.
Workflow friction
- Managers avoiding hard conversations
- Inconsistent rating standards
- Weak succession pipelines
How the program helps
- Structured feedback conversation models
- Calibration facilitation scripts
- Talent review playbooks
Practice use cases
- Manager coaching
- Talent reviews
- Succession planning
Run a credible end-to-end talent cycle
Build the skills to design and operate performance cycles, talent reviews, and succession processes that leaders trust.
Workflow friction
- Low leader buy-in for reviews
- Biased or inflated ratings
- No visible bench strength
How the program helps
- Full-cycle process design skills
- 9-box and calibration mastery
- Succession planning methods
Practice use cases
- Annual review cycles
- Succession planning
- High-potential programs
Turn review insight into development action
Help L&D teams convert performance data into targeted learning paths, coaching programs, and growth initiatives.
Workflow friction
- Development plans that stall
- Generic training investments
- No link between reviews and learning
How the program helps
- Skills-gap analysis techniques
- IDP design frameworks
- Coaching program models
Practice use cases
- Development planning
- Coaching programs
- Career pathing
Lead performance with confidence
Equip managers with practical tools for goal setting, feedback, and development conversations their teams value.
Workflow friction
- Dreading review conversations
- Unclear expectations
- Disengaged team members
How the program helps
- Ready-to-use conversation scripts
- Goal-setting templates
- Coaching question banks
Practice use cases
- One-on-one meetings
- Quarterly reviews
- Team goal setting
Cohorts can mix functions; exercises adapt so each group practices its own part of the talent cycle.
Prerequisites: This program suits HR professionals, talent managers, L&D specialists, and people managers who run or support reviews. No prior talent-management experience is required; familiarity with your organization's review cycle helps but is not mandatory. Content adapts to each cohort's tools and context, from first-time reviewers to seasoned HRBPs.
HR coordinator to talent program lead
Each skill builds on the last, from understanding the talent lifecycle to independently running reviews, calibration, and succession.
One program that grows with HR careers, from talent basics to running full performance cycles with confidence.
Mixed cohort, or several teams at once?
We can tailor the training to different teams, roles, and experience levels within the same program.
Certificate of Training Completion.
On successful completion, employees receive an Edstellar course completion certificate, recognizing their commitment to ongoing learning and professional development. It validates the skills they have built and motivates them to keep growing and contribute to organizational success.
Earned, not attended. Awarded on completion of all hands-on labs and the capstone project.
Training Delivery Modes: Virtual, Onsite and Hybrid
Choose the format that fits your team's calendar. Every mode includes live instruction and observed role-play practice.
Hybrid Training
Blend live virtual sessions with onsite practice days. Your team learns the frameworks online, then rehearses feedback conversations face to face with the trainer.
- Live instruction in every session
- Onsite role-play practice days
- Small cohorts for observation
- Templates and workbooks included
Onsite Training
Bring the trainer to your office for immersive practice. Role plays, calibration debates, and the capstone simulation run in person with your team.
- In-person role-play practice
- Team-specific case scenarios
- Live calibration facilitation
- Printed workbooks and templates
Live Virtual Training
Join live from anywhere with full interaction. Breakout rooms host role plays and calibration exercises with trainer observation and feedback.
- Live trainer-led sessions
- Virtual breakout role plays
- Digital templates and workbooks
- Flexible batch scheduling
Need a training format that works for your team?
Full days, half days across weeks, or split by module. Tell us the delivery window and we schedule the cohort around it.
Frequently Asked Questions
Share your team size and preferred dates through the request form. A training advisor replies within one business day with pricing and a tailored plan.
Yes. A short discovery call helps us understand your talent processes and shape the program around your priorities.
Yes. The program runs as live virtual, onsite, or hybrid sessions, all instructor-led with role-play practice.
Yes. Onsite delivery is available for your team, with the trainer running practice sessions and the capstone in person.
The program runs 16 hours across 6 modules, typically delivered over two to three days or in flexible batches.
Question not answered here?
Put it in the request. A training specialist answers it directly, within one business day.
Where this Training Fits in Your Team's learning path.
Performance and talent management follows HR fundamentals, giving your team the cycle of goals, reviews and development that talent decisions rely on. With that cycle in place, the path adds 360 feedback for richer input and finishes with succession planning for key roles.
Why Choose Edstellar as Your Performance and Talent Management Corporate Training Provider
Edstellar delivers instructor-led talent training shaped around your review cycle, your rating scales, and your HR systems, so skills transfer to real work.
EXPERT TRAINERS
YEARS DELIVERING
ORGANIZATIONS TRAINED
CERTIFIED
Tailored
Every cohort works with your review cycle, rating scales, and HR systems, so practice mirrors real work.
Proven Methodology
A structured learn-practice-apply path moves teams from talent concepts to confident conversations.
Practice-Based Learning
Role-play cycles and scenario rehearsals fill most of the program, not lectures or slides.
Expert Trainers
Instructors are HR practitioners who have run talent reviews and coached managers in real organizations.
Global Scale
We deliver consistent programs across regions and time zones with localized scheduling and batches.
Measurable Outcomes
Skill checks, capstone scoring, and follow-up reviews track how capability improves after training.
Connect Performance Goals, Feedback, and Talent Reviews Through Practiced Decisions
Edstellar develops talent-management capability through a complete simulated review cycle. Participants write measurable goals, rehearse coaching, and challenge calibration decisions before building development plans. The final simulation is assessed for evidence-based reasoning, clear expectations, and constructive conversations rather than labels or unsupported predictions about an employee's potential.
- Step 01
Consult
We explore review-cycle responsibilities to identify gaps in goal clarity, coaching, calibration, development planning, and interpretation of talent evidence.
- Step 02
Plan
We establish performance and talent foundations before OKRs and feedback, then practice calibration and development planning ahead of the full annual-cycle simulation.
- Step 03
Align
We align talent-management and coaching expertise with HR, L&D, and people managers, adapting review practice to their tools, responsibilities, and previous facilitation experience.
- Step 04
Customize
Fictional employee profiles and sample team goals reflect relevant review situations, enabling tailored 9-box and development discussions without evaluating identifiable employees or using protected characteristics.
- Step 05
Execute
Participants draft goals, rehearse quarterly conversations, and challenge calibration judgments, receiving feedback on evidence, measurable expectations, consistency, and the fit of proposed development actions.
- Step 06
Evaluate
We assess the talent-cycle simulation for clear goals, constructive feedback, supported calibration reasoning, and development plans that specify practical actions and review points.
Also from Edstellar
Talent assessments
Psychometric, behavioral, leadership and 360-degree assessment.
→Training needs analysis
Needs analysis, gap identification, and a training roadmap.
→L&D consulting
Learning strategy, content, technology and ROI measurement.
→OD consulting
Org design, succession planning and cultural change.
→Managed training services
Training outsourcing, vendor management, logistics and administration.
→Coaching solutions
Executive and manager coaching that keeps skills in use.
Start an RFP shaped to your needs.
Answer three quick questions about team size, scope, and how often you need the program run, then send the request from the last step. Everything you choose travels with it, so you only fill this in once.
How many team members need training?
Performance & Talent Management Training Training Packages & Pricing
Where L&D holds an annual budget, license packages price the whole year at once instead of raising a purchase order per workshop. Hours and licenses are pooled across teams, programs and locations, so unused capacity is not stranded in one department.
Starter
120
trainee licenses64 hours of group training
Tailored for SMBs
Growth
320
trainee licenses160 hours of group training
Ideal for growing SMBs
Enterprise
800
trainee licenses400 hours of group training
Designed for large corporations
Custom
Unlimited
trainee licensesDuration set by the rollout
Multi-region and multi-year
Training Packages & Pricing
Choose the training format that works for your team. Pricing is customized based on your requirements, cohort size, and delivery needs.
Request Performance and Talent Management Training for Your Team
Tell us about your team size, preferred delivery mode, and timelines. A training advisor will design the right rollout for you.