Talent is defined as combination of..?

• Reputation

• Potential

• Performance

• Sustain Performance

What are the 3 components of the talent review & Succession planning process?

• Performance review

• Talent review

• Succession Planning

• Development plan

Please Rate retention risk of individual leaving the business because disengagement?

• Low

• Medium

• High

Peter is ready to move one organizational level up or role expansion at same organizational level. his potential is?

• Stretchable

• Growth

• Well place

Key leadership position or Key expert?

Three years ago, ABC Corporation created a new Social Media Marketing Director role, which has led to significant new clients for the organization, as well as excellent new employees who were sourced through social media sites.  It was difficult to find the right person for this role, which is now considered to have high sales impact for the company. Currently there are no internal successors for this role.

• Key leadership position

• Key expert

• Neither

Key leadership positions or Key expert?

Dr. Ian Smith is a cardiac surgeon and a pioneer in mitral heart valve replacements.  He continues to advance new products and techniques in this field, and his patents have been critical to the success of The ABC Heart Institute.  Although he mentors interns and employees on a regular basis, he is not formally in a leadership position in the organization.  If the organization were to lose Dr. Smith to a competitor, they would lose an important critical competitive edge in the medical field and industry.

• Key leadership positions

• Key expert

• Neither

High potential or high performer?

Martha has been with ABC Corporation for over 12 years, holding various project management roles in the organization.  Martha is well respected and detail-oriented.  Everyone knows that Martha will follow-through with projects to the best of her ability, and she demonstrates a consistent strong work ethic.  She is also enjoyable to work with; she handles stress well and keeps others informed.  She enjoys her work. 

Martha enjoys being a valuable individual contributor and is not interested in moving into a management position—she tried being a manager earlier in her career and she did not enjoy it.    Currently Martha is juggling the management of three different projects in the organization, and no one else can handle that many projects at once.

• High potential

• High performer

• Neither

High potential or high performer?

 

Jan has always enjoyed a challenge and she has successfully moved into a leadership role in Operations, Finance and Administration.
She enjoys leading people, and people enjoy reporting to her because she develops them. Jan knows that while she is a strategic thinker, she neither enjoys nor is good at handling details and project management. Jan has good project management people on her team ad she delegates effectively. Jan is interested in progressing further as a leader, and she is willing to take lateral and promotional moves to expand her competencies. She is willing to relocate o take new and more complex leadership roles

• High potential

• High performer

• Neither

High potential or high performer?

 

Nancy has been in her HR Business Manager role for 6 years.  Prior to this position, she has been in leadership roles in HR-Benefits, and HR-Organizational Development.  She has a Master’s Degree in Organizational Development  She has over 10 years of experience leading teams of HR employees.  Nancy has told her manager that she is interested in advancing into an HR Director role.  Her manager views Nancy as qualified for an HR Director role, and he has been delegating some of his responsibilities to Nancy to continue to increase her readiness for the HR Director role.

• High potential

• High performer

• Not enough information

 

Which are more valuable to our company? High potential or high performer?

• High potential

• High performer