How to Improve Your High-Potential Program


MJ Gonzales │

Hiring the best talents that will contribute for companies is the prime role of HR professionals.  Thus, astute hiring officials should include relevant evaluations and programs to see who are the aces in their companies. To explain further this concept, Assessment Analytics, Inc. (AAI), the SHL Talent Measurement™ solutions from Corporate Executive Board (CEB) shared information about the different and relevance of  having an effective “ high-potential  (HiPo) program.”

Employing high-potential (HiPo) program is recommended to keep valuable talents.  In a report of CEB, they shared that often employees included in HiPo programs are those who had good performances in the past and probably, only one of them is a HiPo for senior role.  In selecting the right candidates for the program they suggested to objectively evaluate talents’ aspiration, ability, and engagement.

“Do your candidates aspire to rise to senior roles? We’ve found that by choosing individuals who score highly for certain key motivations and behaviors, the odds of achieving an executive position improve by a factor of 11,” shared in the report about checking employees’ aspiration.

“Do they have the ability to be effective when they attain those roles? By measuring four key attributes, you can identify the one in four early career professionals who have the right managerial and leadership potential,” CEB on Ability.

“Finally, are they engaged enough to stay in those roles and with your organization? Nearly 60% of high-potential employees with high engagement levels have a high intent to stay – more than double that of HiPos with lower engagement,” the company’s insight about Engagement.

According to CEB Global’s report, determining “who” and “how” candidates fit to their soon-to-be colleagues’ competencies, values, and work preferences are two major factors in “network fit.”

In a research, it was revealed that around 85% of HR managers are not satisfied with their HiPo programs. The study also shared that 55% quit from their programs within 5 years and around 46% of business executives don’t achieve their goals when they perform different role. In fact, they found out that out of 7 people, there’s one possibly unqualified for the program.

CEB, the best practice insight and Technology Company, also added having a “broad culture fit” or lacking of clear standards is the cause of concerns in the long run so it’s better to focus on “network fit.”

All these important concerns will remain untapped and unresolved if a company don’t have a reliable partner in handling their HR needs.  In the Philippines, Assessment Analytics Inc., (AAI) is the premier leading provider of assessment solutions.  Behind their experience and expertise in providing service is backed up with their being authorized distributor of SHL Talent Measurement solutions from CEB in the Philippines.  Their state-of the art services include talent acquisition, talent mobility, consulting services, and assessment library.

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