Identificare e gestire gli HiPo

The covid-19 pandemic has left many HR professionals grappling with seemingly unending stress as they struggle to find best practices to cope with the new challenges. Burnout and exhaustion are ever present in HR as well as throughout whole organizations according to multiple global surveys. The challenge for HR is now twofold: re-energize themselves and the workforce, and the increasing criticality of identifying and accelerating the development of High Potential Individuals.

Developing talent internally is particularly relevant as firms are likely to face talent scarcity in the years ahead. In addition, there are obvious advantages to filling current and future role requirements with high-potential candidates internally. Internal candidates usually perform faster thanks to familiarity with the company culture and the relationships they’ve built over time.

An important shortcoming is that companies are lacking a valid approach to identifying their talents. Most organizations continue to focus on the wrong factors when it comes to potential (for example Performance and Mobility). Moreover, even when the considered factors are correct, firms do not adopt the best way to assess them. We will present BTS’ approach and share best practices for High Potential Individual identification and development.