, 2016
EXECUTIVE SUMMARY 3
10
11
12
13
15
- 16
16
2
, 2016
EXECUTIVE SUMMARY
45% .
HR-, ,
: (77%),
(75%), (68%).
(81%). (53%).
, ,
(83%) (86%).
(81%)
. 54% HR-, 24%
.
:
1 : / (65%).
2 : (57%), (56%).
3 : (52%), (47%)
(46%).
, ( 1 5):
1 : (3,8), (3,8).
2 : (3,5), (3,5).
3 : (3,4), - (3,4).
(48%)
. 24%
,
.
(55%)
( ..
).
3
, 2016
.
,
.
9-box grid
Blueprint- Potential in Focus,
.
HR-,
. ,
, , .
,
:
Church, A. H., & Rotolo, C. T. (2013). How are top companies assessing their high-potentials and
senior executives? A talent management benchmark udy. Consulting Psychology Journal: Practice
and Research, 65(3), 199223.
Talent Strategy Group (2015). Potential. Whos doing what to identify their be? :
http://www.talentrategygroup.com/application/third_party/ck-
nder/userles/les/NTMN%20Potential%20Study%202015.pdf
Church, A. H., Rotolo, C. T., Ginther, N. M., & Levine, R. (2015). How are top companies designing and
managing their high-potential programs? A follow-up talent management benchmark udy. Consult-
ing Psychology Journal: Practice and Research, 67(1), 1747.
CRF Research (2016). Assessing Potential. : http://www.crforum.co.uk/re-
search-and-resources/executive-summary-assessing-potential/
HR-,
-. ,
.
4
, 2016
2016 .
, ,
HR- .
231 . 44,6%
.
.
( .. )
.
.
44,6%
.
10005000 (31%).
31%
27%
15% 16%
11%
:
( .. FMCG) 16%
, 14%
12%
IT 11%
10%
5
, 2016
17 , 1%
.
( .. FMCG) 16%
, 14%
12%
IT 11%
10%
9%
9%
7%
6%
5% 17 ,
1%
3%
- (80%
). (20%) .
52%
; - 28%
- 20%
6
, 2016
HR-,
, ,
.
(77%), (75%)
(68%). ,
HiPo .
( 48%). ,
. ? ,
.
, .. ,
.
(31%) .
,
. : , ,
.
.
HR-,
77%
75%
68%
48%
48%
31%
25%
18%
7
, 2016
(81%). ,
,
.
(53%) , ..
. ,
.
, .
, (31%)
. ( )
.
.
22%
. ,
.
.
, . ,
,
.
10%
. ,
. HR-
.
81%
53%
31%
22%
10%
1%
8
, 2016
(83%) (86%)
. , ,
, .
(62%) . ,
HR-, .. .
, ,
.
, - 37% .
,
(. 7). - , ..
. ,
-.
-, .
,
,
(Wang, Holmes, Oh & Zhu, 2016).
83% 86%
72%
62%
37%
24%
9
, 2016
(81%) .
(54%) HR-, 24%
, 3% .
. ,
, 3442%
(Church, Rotolo, Ginther & Levine, 2015; Talent Strategy, 2015).
,
, HiPo (Gelens, Hofmans, Dries & Pepermans,
2014; Kotlyar, 2013). ,
:
1. ,
, .
, , ,
(Sonnenberg, van Zijderveld & Brinks, 2014).
.
2. , ,
HiPo (Center for Creative Leadership, 2014).
,
, .
.
24%
54% 3%
HR
,
81%
,
15%
4%
10
, 2016
, ,
.
(15)
(3,83 / 56%)
(3,81 / 25%)
3,54
(3,53 / 37%)
(3,51 / 57%) -
(3,43 / 25%) -
(3,19 / 17%) - (3,32 / 47%) - (3,19 / 52%)
2,93,5 (3,34 / 12%) - (3,22 / 46%) - (3,19 / 65%)
/
(3,17 / 43%) 360o
(3,37 / 21%)
(2,83 / 17%) -
2,42,9
(2,41 / 6%)
(65%).
. , , ..
.
.
3,19 .
11
, 2016
(57%) (56%).
, .
(3,83),
.
(3,51). ,
.
(52%), (47%) (46%).
(3,19-3,32). ,
,
.
, .
.
360 (43%), (37%) - (25%).
: ,
. ,
3,53.
, (25%)
, . ,
3,81.
. ,
(Bersin, 2016; Church, Rotolo, Ginther &
Levine, 2015). ,
, ,
.
, 24% .
KPI ,
. , ,
, .
,
12
, 2016
.
48% .
,
, .
, .
,
.
,
.
, .
14% . , KPI
. ,
.
, 12% .
, ..
.
, ,
. ,
( ) ,
.
48%
,
24%
14%
12%
3%
. , .
(55%) ,
. ,
.
, ..
.
-
HR-.
13
, 2016
.
(46%) , ,
. 34% , .
HR- // ,
.
,
, .
40% ,
.
HR- -. - -
. ,
, .
(39%) :
.
,
,
.
, ,
.
.
55%
,
46%
40%
39%
,
28%
14
, 2016
15
, 2016
, HR-.
1989
. :
( HR-)
HR
, ,
. 1990
; 1996 ;
2013 Potential in Focus.
.
: .
Potential in Focus
. 3 ,
. (, ).
.
assessment.livejournal.ru.
..., ,
HR- . 20
-. MBA
, . DEEP
, HR-
.
16