![]() Here is a list of most suitable tools to identify high-potential employees:Īssessment/Development Centers (ACDC) & SimulationsĪssessment and development centers bring together roleplays, situational judgment tests, group discussions, presentations, interviews, simulations, psychometric and aptitude tests, and similar such activities to take crucial people’s decisions. It is followed by having a clear vision of the desired result from the high-potential identification program. The foremost requirement for selecting an efficient tool is to have the right competency framework based on current and future business needs on which to assess employees. Ranging from physical assessment centers to job simulations, from roleplays to personality tests, high-potential identification tools, today, are designed to meet the demands of the present-day business environment. Talent assessments have now advanced to enable organizations to make data-backed decisions. Companies can use these tools to achieve desired business outcomes. ![]() Such tools would allow organizations to streamline their efforts on identifying and retaining the most promising talent. It enables organizations to determine leadership potential, build high-performing teams and engage top talent. High-potential assessment tools refer to employee development initiatives employed to identify outstanding employees and nurture them. However, establishing in advance the benchmark for high-potentials within the organization will enhance the efficacy of these tools. Employers use them to identify candidates with the personality traits needed for a specific role and decide whether they are the best fit for both the position and the organization. Personality profiling assessments are psychometric tools to identify high potential employees. ![]() High Potential Identification: Effectively Identify High Potential Employees in Your Organization We, at Mercer | Mettl, don’t believe in the one-size-fits-all approach, and thus our subject matter experts, researchers, and account executives handhold you at every step of the process to ensure a successful partnership. Our end-to-end solution, specially designed for high-potential identification of employees, helps organizations validate results through predictive modeling and correlation exercises. We help organizations with post-program assessments to determine the need for any intervention, further ensuring that the designated high-potential employees are on the desired track. The company provides individual development plans that help bridge the gaps identified by employee evaluations. Given that potential cannot be equated with readiness, Mercer | Mettl equips organizations with development plans that pronounce the way forward. 22% of them admitted to having insufficient expertise in devising action plans and developmental strategies. But a whopping 80% of organizations affirmed that they didn’t have a systematic plan to track the post-identification developmental journey of the identified employees. It is established that the greater challenge lies in executing the high-potential identification program. The swift and automated reports generated by our high-potential assessment tools help organizations identify the accelerated talent pool, initiate talent mobility, and implement developmental strategies. ![]() Talent Pool Finalization: The Results Are Out! Mercer | Mettl’s customizable and scalable tools can be used independently, or in conjunction, to identify untapped potential. Our subject matter experts map the defined competencies to a suite of high-potential assessment tools best suited to the organization’s needs based on complexity and cost. In the survey mentioned above, more than 20% of organizations believed that the organizational expertise and tools needed for assessing employee potential were unavailable to them. Employee Evaluation: Finding the Right Tool Focused group discussions and visionary workshops are integral to the sensing exercise to identify essential competencies, reach a shared understanding and, based on it, choose the tool composition. Thus, the first step towards a coherent high-potential identification process is a sensing exercise that involves understanding the building blocks of the program, the roles, the levels, and the competencies under consideration. We discovered that more than 30% of organizations lacked a future-forward set of competencies and a clear definition of ‘high-potential’ to even embark on the high-potential identification journey. We recently surveyed 150+ organizations to understand the workings of the high-potential identification program ( Mercer | Mettl, 2020 HiPo Identification Survey ). Mercer | Mettl’s high-potential identification process helps organizations recognize high-potential employees through a structured and accurate process: Sensing Exercise: The Strategy Before the Action
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