Internally Designed High-Potential Development Programs: Best Practices for Success

2006 ◽  
Author(s):  
Greg A. Barnett ◽  
Eric Gerber ◽  
Laura Ann Preston ◽  
Holly Magnuson
Keyword(s):  
Best Practices ◽  
High Potential ◽  
Development Programs ◽  
Potential Development

Best practices to develop high-potential talent

2009 ◽  
Author(s):  
Steve Krupp ◽  
Orla M. NicDomhnaill ◽  
Allan H. Church ◽  
Steven J. Robison ◽  
Michael N. Bazigos
Keyword(s):  
Best Practices ◽  
High Potential

Employers’ experience in managing high potential employees in Malaysia

2015 ◽  
Vol 34 (2) ◽  
pp. 187-201 ◽  
Author(s):  
Nurita Juhdi ◽  
Fatimah Pa'wan ◽  
Rammilah Hansaram
Keyword(s):  
Performance Appraisal ◽  
Customer Service ◽  
Work Life ◽  
High Potential ◽  
Common Method ◽  
Development Programs ◽  
Content Type ◽  
Mean Values ◽  
Job Experience ◽  
Immediate Supervisor

Purpose – The purpose of this paper is to determine key competencies used by organizations in identifying high potential employees. It also seeks to examine practices and programs to manage such employees and finally to identify problems encountered in the development programs. Design/methodology/approach – The respondents of the study were HR practitioners. Convenient sampling was used and the respondents answered survey forms that were sent out using regular mails and e-mails. As a result, 237 forms were generated and used for analyses. In order to test construct validity, factor analyses were performed and mean values of each variable were also used for interpretations. Findings – Employers put highest emphasis on employees who were customer service oriented. Three major competences were identified – results-oriented character, interpersonal competence and technical competence/flexibility. The most common method to identify potential was performance appraisal by immediate superiors. The most common method to develop high potential employees was job enlargement and the most common problem in the development programs was in dealing with those who had personal and work-life balance. Practical implications – Performance appraisal done by immediate supervisor may not be the best method to gauge future performance and should be coupled with performance review or discussion with the superiors. Job experience is still effective in developing potential. Specific policies that help employees to balance personal and work life are important in development programs. Originality/value – The responses from the HR practitioners shed some lights on what major competences are important in identifying potential that can be used in talent management.

scholarly journals Research on electric vehicle ownership prediction based on BASS model: A case study of Yunnan Province

2021 ◽  
Vol 293 ◽  
pp. 03032
Author(s):  
Shi Su ◽  
Jiaxin Jiang ◽  
Chunlin Yin ◽  
Jian Hu ◽  
Ting Li ◽  
...  
Keyword(s):  
Electric Vehicles ◽  
Yunnan Province ◽  
High Potential ◽  
Model Parameters ◽  
Bass Model ◽  
Vehicle Ownership ◽  
Potential Development ◽  
New Energy ◽  
Q Model ◽  
New Energy Vehicles

In order to forecast the number of electric vehicles in Yunnan Province, based on BASS model, this paper uses extensive analogy method to explore the acquisition of m, p and q model parameters, forecasts the purchasing power of the market, and estimates the innovation coefficient and imitation coefficient from three aspects of high potential scenario, base potential scenario and low potential scenario. The number of new energy electric vehicles in Yunnan Province in three scenarios from 2022 to 2035 is predicted. The forecast results show that under the condition of high potential development, the number of new energy vehicles in Yunnan Province will reach 409,600 in 2022; in the case of benchmark potential development, the number of new energy vehicles will reach 291,400 in 2022; in the case of low potential development, the number of new energy vehicles in Yunnan Province will reach 155,400 in 2022.

Strategi Pengembangan Potensi Desa dengan Pembuatan Klaster di Wilayah Kabupaten Bandung

2020 ◽  
Vol 23 (2) ◽  
pp. 151
Author(s):  
F. Laksmi Fitriani ◽  
Iwan Kurniawan ◽  
Fandi Ahmad
Keyword(s):  
Development Strategy ◽  
School Health ◽  
Secondary Data ◽  
Sampling Technique ◽  
Development Programs ◽  
Human Resource Capacity ◽  
Public Facilities ◽  
Potential Development ◽  
Development Plans ◽  
The Government

The government provides stimulus in order to accelerate village-potential development through planned programs. However, development programs could not meet the target due to inability to maintain the diversity of current potentials. This study aimed to create village clusters in the Bandung Regency area based on village potentials and plan strategies to develop villages based on their clusters. The research used a mixed method approach (quantitative and qualitative). The sampling technique used non-probability sampling, namely saturated sampling. Data collected using secondary data from BPS, interview, and documentation. The data analyzed used cluster analysis with Two Step Clusters technique. The result was that villages in the Bandung Regency were categorized into five clusters. These clusters were based on demographic, geographic characteristics, and availability of public facilities, i.e. school, health, religious, market, bank/cooperation, leisure center, and tourism object. In addition, development strategy for the first cluster was promoting participative development plans. Second cluster needed development plans that strengthened human resource capacity, social capital, and public services. Finally, the third, fourth and fifth clusters had a similar strategy which focused on building financial, tourism, and leisure sectors to create more business areas. 

Selection and Adaptation of the Methodology for Managing Innovative Programs in IT-Dependent Companies

2021 ◽  
pp. 3-20
Author(s):  
Lada Chernyh
Keyword(s):  
Best Practices ◽  
Innovation Management ◽  
Innovative Development ◽  
Development Programs ◽  
Efficiency And Effectiveness

The article is devoted to the study of methodologies for managing innovative programs in IT-dependent companies and the development of recommendations for their adaptation in the company. Concepts, standards and best practices in the field of innovation management, principles and methods of forming innovative development programs in IT-dependent companies have been analyzed. The factors that are critical for ensuring the efficiency and effectiveness of innovation programs for managers of the companies under consideration have been identified. Recommendations have been developed for adapting the P2M standard for IT-dependent companies, taking into account the factors that contribute to the efficiency and effectiveness of innovative programs.

Developing Technology-Centric Best Teaching Practices for Higher Education

2017 ◽  
pp. 159-174 ◽  
Author(s):  
Thomas M. Brinthaupt ◽  
Lawanna S. Fisher ◽  
Justin G. Gardner ◽  
Deana M. Raffo
Keyword(s):  
Higher Education ◽  
Best Practices ◽  
Online Teaching ◽  
Online Classes ◽  
Development Programs ◽  
Conditional Release ◽  
Online Teachers ◽  
Online Course Development

In this chapter, the authors present a case study that describes their experiences in identifying and addressing technology-related challenges in higher education. Based on their experiences, they illustrate how higher education institutions can foster and cultivate faculty expertise and skills in order to enhance their online course development programs and improve the quality of courses and the success of students. The authors' work has focused on the following topics: best practices for online teachers, best practices for and the effects of using conditional release in online classes, and strategies for balancing online teaching activities. All of this work takes a technology-centric perspective on online learning in higher education. Using these domains as examples, the authors describe how administrators can encourage faculty cooperation and collaboration as their institutions implement effective technology-centric strategies.

One Size Doesn't Fit All - Personalized High-Potential Development

2012 ◽  
Author(s):  
Nicole Morris ◽  
Stuart Hockridge ◽  
Russ Allison ◽  
Lyle Maryniak ◽  
Donnell Green
Keyword(s):  
High Potential ◽  
Potential Development

Using Design Thinking Practices to Create Technology-Driven Adult Professional Development Programs

2020 ◽  
pp. 78-92
Author(s):  
Farah L. Vallera ◽  
Bashir Sadat
Keyword(s):  
Professional Development ◽  
Best Practices ◽  
21St Century ◽  
21St Century Skills ◽  
Design Thinking ◽  
Development Programs ◽  
Instructional Technologies ◽  
Thinking Process ◽  
Professional Development Programs ◽  
Future Leaders

Instructors are encouraged to train their students to be creative, critical thinkers, and innovative future leaders; unfortunately, most have not been trained in the same way as they are expected to teach. Instructors need to learn how to inspire innovation and 21st century skills by practicing and teaching those skills themselves. One way to do that is by learning the design thinking process, incorporating it into instruction, and using it to develop students' knowledge, skills, and attitudes/beliefs (KSABs) in similar ways. Understanding and employing the design thinking process and combining those tools with relevant and authentic instructional technologies can prepare instructors to develop the skills of tomorrow's workforce, innovators, and future leaders. This chapter discusses the importance of training teachers to use the design thinking process while using the design thinking process to instruct them. Best practices and examples of such professional development are offered.

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