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An organization’s ability to thrive depends largely on its ability to keep its best talent. Work with managers and supervisors to identify high-potential employees (HiPos). Once identified, make sure expectations align with those of the organization and stay in contact with high-potential employees regarding further development. The extra effort could result in the development of a future leader.
First steps
Identifying HiPos requires an assessment process. First, the upper-level positions to be filled via the succession planning process must be analyzed to determine what is necessary in terms of:
After this is done, look at the pool of employees and decide who may have the foundation to fill one or more of these positions. Identify what education, experience, and other qualifications individuals may have, or what is lacking. Determine what a person’s interests are in terms of future career direction. Training and development can be geared in that direction if it is consistent with the overall succession plan.
Sometimes HiPos are easy to identify. The employee may stand out among peers in both ability and attitude. While current job performance can be one good indicator of an employee’s potential, employers can also assess employees on whether the person possesses certain ideal characteristics that have been identified by the company. For example, depending on the nature of the business, a company might seek to identify individuals who:
An organization’s ability to thrive depends largely on its ability to keep its best talent. Work with managers and supervisors to identify high-potential employees (HiPos). Once identified, make sure expectations align with those of the organization and stay in contact with high-potential employees regarding further development. The extra effort could result in the development of a future leader.
First steps
Identifying HiPos requires an assessment process. First, the upper-level positions to be filled via the succession planning process must be analyzed to determine what is necessary in terms of:
After this is done, look at the pool of employees and decide who may have the foundation to fill one or more of these positions. Identify what education, experience, and other qualifications individuals may have, or what is lacking. Determine what a person’s interests are in terms of future career direction. Training and development can be geared in that direction if it is consistent with the overall succession plan.
Sometimes HiPos are easy to identify. The employee may stand out among peers in both ability and attitude. While current job performance can be one good indicator of an employee’s potential, employers can also assess employees on whether the person possesses certain ideal characteristics that have been identified by the company. For example, depending on the nature of the business, a company might seek to identify individuals who: