High-Potential Identification Programs Flashcards
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Read the first 7 High-Potential Identification Programs flashcards as text
Which ethical concern arises when high-potential status is not disclosed to the identified employees?
Answer: Employees cannot make informed career decisions or confirm their own aspirations
When employees are unaware of their HiPo status, they cannot validate their own career aspirations or advocate for appropriate development opportunities.
A succession planning team wants to reduce demographic disparities in their HiPo pool. Which intervention is most effective?
Answer: Auditing assessment tools and criteria for adverse impact against protected groups
Auditing tools and criteria for adverse impact identifies where bias may systematically exclude certain demographic groups, enabling targeted correction.
How does '360-degree feedback' contribute to high-potential identification programs?
Answer: It provides multi-source input on behaviors and competencies from peers, subordinates, and supervisors
360-degree feedback aggregates perspectives from multiple stakeholders, giving a richer, more balanced view of a candidate's leadership behaviors and competencies.
What is the recommended ratio of high-potential employees in most organizations' HiPo programs?
Answer: Typically 10–15% of the total employee population
Most organizations designate approximately 10–15% of their workforce as high potential to keep development resources focused and meaningful.
A CSP practitioner reviews a case where a high-performing employee consistently fails when placed in stretch assignments. What does this most likely indicate?
Answer: There is a gap between current performance and actual future potential
Consistent failure in stretch assignments signals that high performance in a current role does not automatically translate into high potential for advancement.
Which of the following best describes the 'engagement' component of a three-factor HiPo model (ability, aspiration, engagement)?
Answer: The employee's commitment to the organization and willingness to exert discretionary effort
Engagement in HiPo models reflects the employee's organizational commitment and willingness to go beyond minimum requirements for the organization's benefit.
When designing a high-potential program, which step should come FIRST?
Answer: Defining the competencies and criteria that constitute high potential for the organization
Defining clear competency criteria is the foundational step; without agreed-upon criteria, identification processes lack consistency and validity.