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  • Hipos and Their Career Paths

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    Henrietta Ericka Lutterodt
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    High-potential employees (HIPOs) are almost twice as valuable and three times more likely to succeed as uture leaders o the organization. Organizations must first understand the current state o the HIPO Work orce and the solutions with the highest return. The three components o high potential, ability is most important, engagement second, and aspiration third.

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    High-potential employees (HIPOs) are almost twice as valuable and three times more likely to succeed as uture leaders o the organization. Organizations must first understand the current state o the HIPO Work orce and the solutions with the highest return. The three components o high potential, ability is most important, engagement second, and aspiration third.

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    21 просмотров51 страница

    Hipos and Their Career Paths

    Загружено:

    Henrietta Ericka Lutterodt
    High-potential employees (HIPOs) are almost twice as valuable and three times more likely to succeed as uture leaders o the organization. Organizations must first understand the current state o the HIPO Work orce and the solutions with the highest return. The three components o high potential, ability is most important, engagement second, and aspiration third.

    Авторское право:

    Attribution Non-Commercial (BY-NC)
    Скачайте в формате PDF, TXT или читайте онлайн в Scribd
    Отметить как неприемлемый контент
    из 51

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    CLC HUMAN RESOURCES


    CORPORATE LEADERSHIP COUNCIL
    CORPORATE EXECUTIVE BOARD

    ROAD MAP FOR THE PRESENTATION

    The State o the HIPO Work orce

    Four Imperatives to Reengage HIPO Employees

    Appendix: Additional CLC HR Resources

    From CLC HUMAN RESOURCES www.clc.executiveboard.com


    2010 The Corporate Executive Board Company. CLC6372310SYN All Rights Reserved.

    Relative to the b roader work orce, high-potential employees (HIPOs) are almost twice as valuable and three times more likely to succeed as uture leaders o the organization.

    HEADS OF HR MOST CONCERNED ABOUT RETAINING HIGH-POTENTIAL EMPLOYEES


    Value to an Organization
    HIPO Versus NonHIPO Employees

    Probability o Success at th e Next


    HIPOs Versus High Per ormers

    1.91x

    75%

    Chie Human Resources

    www.magcloud.com

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    To take action, organizations must rst understand the current state o HIPO engagement and the solutions with the highest return.

    THREE KEY QUESTIONS TO UNDERSTAND HIPOs NOW


    CLC Human Resources Model o High Potential

    O the three components o high potential, ability is most important, engagement second, and aspiration third, but none alone can serve as a guarantee o potential.
    High-Potential Employee Dened: An individual with the abilit y, aspiration, and engagement to rise to and succeed in m ore senior, critical positions

    Aspiration The desire or the responsibilities, challenges, and rewards entailed by more senior roles

    Ability Combination o innate characteristics and learned skills

    Engagement The employees emotional and rational commitment, discretionary efort, and intent to stay

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