تحديد
امكانية عالية

بناء مستقبلك المواهب

At Mercer Talent Enterprise, we define high potential leaders as those who have the capacity, mindset and drive to exponentially contribute to the success of their organization.

أنهم 'القوة مضاعفات' رفع شريط للآخرين ولا سيما تقاريرها مباشرة و فرق.

فقط 4 من كل 10 عالية الأداء أيضا إمكانات عالية.

فصل الحقيقة عن الخيال.

بعض الحقائق والأساطير حول إمكانات عالية

الأداء السابق ليس دائما مؤشرا المحتملة في المستقبل.

Research by Mercer Talent Enterprise establishes that only 4 of every 10 high performers are also high potential.

Hence, organization’s should refrain from using performance ratings or manager recommendations as part of any talent identification process.

المحادثات حول استعداد الآن جاهزة في 1-2 سنوات قد لا يكون أفضل استراتيجية الموهبة.

While high potential talent may be driven to advance their own career, they always put the needs of the organization’s before their own.

An overemphasis on their individual readiness and career growth without clarity on how they would achieve organizational growth is inconsistent and incomplete.

Most people focused organization’s should already know who their Hi-Po’s are.

Organization’s with robust people and talent processes should already know who their current high potentials are. Your current high potentials will be vocal and visible.

الهدف الرئيسي من إمكانات عالية البرنامج هو تحديد "خجولة-بو" – تلك التي كانت مخبأة تحت ممثلة برك من المواهب الذين قد تكون أقل وضوحا.

تحديد الغرض الخاص بك.

بوضوح الأهداف والنتائج من أي موهبة عملية تحديد الهوية

المحتملة

Po.ten.tial

  1. Capable of being but not yet in existence
  2. Latent
  3. Having possibility, capability
  4. An inherent ability or capacity for growth, development, or coming into being

– Merriam Webster Dictionary

The very definition of potential helps us appreciate that assessing human behavior is complex, especially when we are seeking to identify future talent.

هذا يتطلب اتباع نهج متعدد الأوجه إلى تحديد المحتملة. فمن الأهمية بمكان ضمان أن معايير التقييم و أهداف البرنامج بوضوح قبل البدء في أي موهبة تقييم المشروع.

Defining High Potential.

At Mercer Talent Enterprise, we define high potential leaders as those who have the innate talent as well as the future capacity to exponentially impact the success of their organization. They are ‘role models’ and ‘force multipliers’ raising the bar for others, and particularly for their direct reports. 

A high potential employee is someone with the ability, engagement, and aspiration to rise to and succeed in more senior, critical positions 

High potential is defined concretely as “your capacity to step into a role that is two levels or more above the one you currently hold.”

“High potentials consistently and significantly outperform their peer groups in a variety of settings and circumstances. While achieving these superior levels of performance, they exhibit behaviors that reflect their companies’ culture and values in an exemplary manner. 

Moreover, they show a strong capacity to grow and succeed throughout their careers within an organization – more quickly and effectively than their peer groups do.”

Introducing Our New Thinking On High Potential Identification.

Based on research by Mercer Talent Enterprise, تقييم المحتملة في المستقبل معقدة ومتعددة الأوجه ، ويتطلب متعدد الوسائط النهج للتأكد من أن عملية الهدف وقوية المستقبل تثبيتهم.

At Mercer Talent Enterprise, we define high potential leader as those who have the innate talent as well as the future capacity to exponentially impact the success of their organization.

Our Research on Critical Strengths and Behaviors Demonstrated by High Potential Leaders.

Analysing data of over 62,000 managers and leaders, representing a global workforce of over half a million employees, Mercer Talent Enterprise has identified critical individual behaviors and attributes that predict high potential leaders and high performing teams.

26%

Higher Growth Mindset

21%

greater Resilience in dealing with setbacks and challenges

21%

higher Efficacy and a Personal Agency to get things done

امكانية عالية
قادة خطوة.

القادة المحتملين عالية التركيز على الآخرين.

القادة المحتملين عالية مرنة.

قدرة عالية قادة الغرض مدفوعة.

قدرة عالية قادة ملتزمون.

Walkthrough Of Assessment Tools For High Potential Identification.

أدوات قد تختلف استنادا إلى مستوى الأقدمية المشروع الغرض وكذلك متطلبات العميل.

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High potential talent assessment is a complex and multi-faceted process, which should include assessment of both innate and demonstrated potential.

The Mercer Talent Enterprise’s proprietary approach to talent assessment is based on a best-in-class mixed methods, multi-modal approach established through extensive research and data insights
POTENTIAL
SCORE
SHAPE
Leadership Level
(6 – 8 Hours)
Raven’s APM III
The Thriving Index® (TI)
Leadership Derailer Index® (LDI)
عمل منظور مؤشر® (WPI)
Alignment Perspective Index®
1-1 Executive Assessment
360 / Multi-Rater, Case Study, Role Play, In-Depth Behavioral Interview etc.
GUIDE
Experienced Manager Level
(6 – 8 Hours)
AGILE L2
The Thriving Index® (TI)
Leadership Derailer Index® (LDI)
عمل منظور مؤشر® (WPI)
Alignment Perspective Index®
2-4 Executive Assessment
360 / Multi-Rater, Case Study, Role Play, In-Depth Behavioral Interview etc.
APPLY
Individual Contributor Level
(4 – 6 Hours)
AGILE L1
The Thriving Index® (TI)
عمل منظور مؤشر® (WPI)
Alignment Perspective Index®
2-4 Executive Assessment
360 / Multi-Rater, Case Study, Role Play, In-Depth Behavioral Interview etc.

HIGH POTENTIAL OUTCOMES.

By deploying a multi-modal assessment approach, The Mercer Talent Enterprise has established a best-in-class, scientific, evidence-based approach to talent assessments, high potential identification and succession planning, powered by data analytics, AI and the most progressive assessment technology. 

المراجع العميل.