Employee Talent: The Identification and Development of Staff with Potential
Every organisation wants to hire able and motivated staff with potential: potential to perform exceptionally well at high levels for their own benefit and that of the organisation. They want people with high potential to turn into those with high performance. For many, this is all about establishing talent or potential pools who, with career development, can be used for succession planning. That is why there has been a marked increase in having a high-potential programme in all sized companies (Silzer & Church, 2009ab).
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Digital transformation impacts all aspects of the economy and businesses of all sizes, with computing advances providing the same digital opportunities to small companies as well as large corporations. Individuals expect the same level of service from their organisations and HR functions as they get from their smartphones. How can we address these expectations and develop strategies to move us from the era of computerised personnel systems to an interactive, user-friendly and agile service for employees and the business? What are our technology choices and how do we make them in a rapidly changing digital environment? What opportunities do they offer and what are the implementation challenges?
In the Hogan world of assessment, it is easy to focus on personality (HPI) and the consequences surrounding what happens under stress or pressure (HDS). In recruitment, development and performance terms it is relevant. For coaches, it can also play a part in raising awareness for the coachee to help them make development choices to increase effectiveness.
More importance is being placed on understanding people’s motives, values and drivers. Why is this becoming the case?
Twenty-twenty vision hindsight in business life often raises the question of why toxic, sociopathic leaders succeed, rarely get challenged and indeed often promoted. Why could no one see what was going on? Why were these people ever appointed?
Chris Humphreys, CEO at Advanced People Strategies to host a breakfast session at HRD Summit 2019.
The HRD Summit hosts the most senior gathering of HR Directors on the globe. The 2019 Summit will welcome over 1,000 attendees, over 150 speakers across 8 content streams, over 80 Exhibitors, over 250 Match Meetings and 11+ hours of networking spread across 2 days. Visit Advanced People Strategies (APS) Authorised Distributors of Hogan Assessments on stand 40.
Trish Kellett, Director of Hogan Assessments Coaching Network talks through the impact the MVPI has on the HPI and HDS scales with insightful examples.
Trish Kellett, Director of the Hogan Coaching Network. Perspectives on why use Hogan Assessments, HPI, HDS and MVPI with top advice for coaches
High-performing groups will have the same values. You just have to determine exactly what those values are. In this video, Dr. Hogan discusses the importance of values, and how organisations need to put less of an emphasis on descriptive values and focus more on prescriptive values.
What does the data say about predictors of an individual’s career and financial success? Demographers, economists, psychologists and sociologists have found some pretty interesting patterns.