Although the concept of complete talent management suite may seem to be out of reach for many, ways still exist for each human capital department to streamline and measure effectiveness of performance and development processes. High potential talent is a key group to focus on, because developing and retaining them are the key to continued organizational success.
If the performance processes are misaligned, strategic opportunities to gather and analyze pertinent information that advances your workforce and succession planning may be lost. However by capturing information about high potential talent, and building consistency and efficiency into your employee performance processes, you can track promotion rates and have confidence in your succession plan. That’s what North Shore-Long Island Jewish Health System did when they focused on physicians as their core high potential talent. By also involving physicians in driving their own career development forward, and capturing goals and progress in the hospital’s performance system, they’ve been able to see promotion rates for over half of the physicians who attended development initiatives, and have more transparency in their succession plan.
Don’t miss these webcast take-aways:
Identify your high potential talent
Engage hi-po’s in developing their career plans
Put structure and supporting processes behind your hi-po development program
Provide development opportunities that support individuals’ and workforce planning goals
Track key metrics such as promotion and retention rates
Refresh your succession plan as leadership benchstrength deepens