IDENTIFYING AND DEVELOPING HIGH POTENTIAL TALENT 2014 - Identifying and Developing High Potential Talent - Webinar by TrainHR
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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
Overview : This webinar will provide you with a practical step-by-step process to develop a high potential identification and development program which supports the organization's growth strategy. 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 needsA process to identify high potential needs at the corporate, business unit and department levelsAn approach for assessing potential to avoid the "Peter Principle", that is, promotion to a level of failureA 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 boardAreas Covered in the Session:An understanding of the organization's business strategy and determining the high potential implications of that strategyEngaging senior executives in supporting the high potential programResearch-based definitions of high potentialHow to determine an individual's potentialWhen to "build" or "buy" high potentialsIntegrating your high potential program with succession planning and competency modelling effortsAssessing high potential program progressWho Will Benefit:Non-HR Senior ManagementHR Senior and Middle ManagementStaffing ProfessionalsOD and Training ProfessionalsGerald 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.
Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
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