IDENTIFYING AND DEVELOPING HIGH POTENTIAL TALENT 2014 - Identifying and Developing High Potential Talent - Webinar by TrainHR

Website http://bit.ly/PvEr9Y | Edit Freely

Category hr training,hr tarining and development,hr management,human resource training

Deadline: April 17, 2014 | Date: April 17, 2014

Venue/Country: Fremont, U.S.A

Updated: 2014-03-17 15:42:58 (GMT+9)

Call For Papers - CFP

How well can you answer these questions?

Does your organization have the high potential talent needed to successfully meet the marketplace challenges to be faced over the next five to ten years?

Do you know which functions/business units have the greatest need for high potential talent and why?

Can you define "high potential talent" for your organization? "High potential" is relative to the anticipated situation and leads to the critical question "High potential for what?"

How do you best identify and develop these high potentials?

Why should you attend:

A clear and highly targeted approach to identifying and developing high potentials to meet your organization's needs

A process to identify high potential needs at the corporate, business unit and department levels

An approach for assessing potential to avoid the "Peter Principle", that is, promotion to a level of failure

A development process which capitalizes primarily on "on the job" developmental opportunities to include mentoring, coaching, stretch assignments, task forces, and exposure to senior management and even the board

Areas Covered in the Session:

An understanding of the organization's business strategy and determining the high potential implications of that strategy

Engaging senior executives in supporting the high potential program

Research-based definitions of high potential

How to determine an individual's potential

When to "build" or "buy" high potentials

Integrating your high potential program with succession planning and competency modelling efforts

Assessing high potential program progress

Who Will Benefit:

Non-HR Senior Management

HR Senior and Middle Management

Staffing Professionals

OD and Training Professionals

Gerald M. Groe, Ph.D has more than 35 years of experience in talent management helping organizations execute business strategy and develop their leaders. He uses his client’s business strategy as the reference point for his consulting services which includes: facilitating executive team meetings, team building, business strategy-organization culture fit surveys, organization change and communications, leadership surveys, succession planning, talent management planning, executive coaching, and executive assessment including 360 assessments.