10 Best Practices Of A Talent-Development Programme
1. Explicity test candidates in three dimensios: ability,engagement,and aspiration.
2.Emphasize future competencies needed (derived from corporate-level growth plans) more heavily than current performance when you're choosing employees for development.
3. Manage the quantity and quality of high potentials at the corporate level,as portfolio of scarce growth assets.
4. Forget rote functional or business-unit rotations;place young leaders in intense assignments with precisely described development challenges.
5. Identifies the riskiet,most challenging positions across the company,and assign them directly to rising stars
6.Create individual development plans;link personal objectives to the company's plans for growth,rather than to generic competencies models.
7.Reevaluate top talent annually for possible changes in ability,engagement,and aspiration levels.
8.Offer significantly differentiated compensation and recognition to star employees.
9. Hold regular,open dialogues between high potentials and program managers,to monitor star employees' development and satisfaction.
10. Replace broadcast communications about the company's strategy with individualized messages for emerging leaders- with an emphasis on how their development fits into the company's plans.
-HARVARD BUSINESS REVIEW
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