High Potential Employees

HIGH
POTENTIAL
EMPLOYEES
Emptrack
People Matters
LinkedIN
What are HiPos?
Individuals with the potential to
become future leaders
Possess a combination of talent,
ambition, and drive
Often outperform their peers
Key to organizational growth and
success
How to identify HiPos
Look beyond performance metrics
Consider factors such as:
Ambition and drive: Do they have a strong desire
to achieve more?
Learning agility: Are they quick to learn new
things?
Teamwork: Do they work well with others?
Potential for growth: Do they have the ability to
develop their skills and knowledge?
Use a combination of assessment tools and methods
Developing HiPos
1 2 3
Provide them with Offer them Give them feedback
challenging and opportunities to and coaching
stretch assignments learn and grow
4 5
Help them develop Create a culture of
their leadership skills development
RETAINING HIPOS
Offer them competitive compensation and benefits
Provide them with career growth opportunities
Recognize and reward their achievements
Create a positive work environment
Invest in their well-being
HiPos in the digital age
The digital age has changed the way we work and the skills that are needed
to be successful
HiPos need to be adaptable and able to learn new technologies quickly
They also need to be able to work effectively in a global and virtual
environment
According to research from Gartner, HiPo
employees are 91% more valuable and have a
higher likelihood to exert 21% more effort
compared to non-HiPo employees.
How to Hang onto Your High Potentials?
High potential vs Recognize their talent
Research has found that
Define a career path
many people already in High performing
Leadership Roles anf
full-time jobs are still Individual Program
passively seeking a better Development Plans Challenging Assignments
job somewhere else. The (IDPs): Workshops, online training
average job posting gets Mentorship and programs or external
250 applicants. So, even if Coaching courses
you have all your positions Role Rotation Workplace mentoring
filled, it may not stay that Feedback and programs are ideal for
way for long. Reviews cultivating employee
Networking engagement and retention
Succession Planning
What is a high-potential program?
specific programs aimed at accelerating the development of future leaders and
top performers at a company.
IMPORTANCE
1.They prepare 2. It's exclusive to high 3. High potential programs

future leaders performers, which is raise the standard of
motivating performance
4. Develop senior executives who 5. An opportunity for participants to

are not just leaders but mentors expand their personal and
professional network
Example of HiPo Program
Potential assessment of
workforce
Career management
process
3E approach (Education,
Experience, Exposure)
Basic Blue for IBM
leaders
How to Design a HiPo Program:
The assessments we can use in
this identification step include:
Step 1: Identification 360-degree feedback
and selection 9-Box Grid
Assessments and
Step 2: Development development centres
r d
e y b y H a r v a
A surv
and support Behavioural assessments e v i e w s h o w e d
Business R e
Performance assessments that com p a n i e s b e l i e v
Step 3: Ongoing Personality profiling around 3 - t o - 5 p e r c e n t
t o t h e
monitoring and assessments of talen t f a l l s i n
e t .
Hi P o b r a c k
evaluation
EXAMPLES OF HIGH-POTENTIAL PROGRAMS
BMW, one of the largest industrial organizations in Germany, is a manufacturer of successful cars
and motorcycles. They have a powerful presence in the automobile industry. They have the BMW
Group Graduate Program to develop potential top performers.
BP has a place as one of the world's largest energy companies. They provide their customers with
fuel, energy and retail services of petrochemical products. They have the Euro Graduate Program
for potentials receptive to growth.
Phillips has been in existence since 1891 when they introduced their first product, an incandescent
light bulb. They have looked forward since then. Now having the HeartStart defibrillator that saves
lives. They are people-centric, and it reflects in their high-powered Leadership Talent
Identification and Business Courses.
Rolls-Royce. Leading providers of power systems and services around the world. Forward-thinking
with their Professional Excellence program and Leadership Development program.
THANK Raunak Varun
23021141090
YOU! Reetika Bhama
23021141091

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HIGH

1.They prepare 2. It's exclusive to high 3. High potential programs

4. Develop senior executives who 5. An opportunity for participants to

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