Three Best Practices of Hi Potential People Engagement and Development in Business Organizations Worldwide
Instructions:-
Three Best Practices of Hi Potential People Engagement and Development in Business Organizations Worldwide
Need to list practices (put the name of each of them, which could be created by author). then need to add explanation/description fro each of them, and put short examples/evidence (where it is implemented)
Solution
Three Best Practices of Hi Potential People Engagement and Development in Business Organizations Worldwide
One of the practices is talent management, which practice entails identification of the available skills and abilities and matching them to specific tasks. The businesses could match the workers with the available opportunities. One of the companies that embrace the strategy is Apple. For example, the firm identified Angela Ahrendts as a talented person that could run both the offline and online retailing. She replaced an employee that confessed that he did not fit into the position (Allen, 2013). The strategy not only improves the level of satisfaction of the hi-potential employees, but also raises the level of performance.
The second practice is the associative thinking tactic. It requires that the management involves the hi-potential employees in improving the level of innovativeness in the firm. The workers could issue new and creative thoughts concerning various business operations. They could then be engaged in the connection between the suggested ideas that may seem unrelated, in order to address the problems the company faces. The strategy helps improve the level of creativity of the workers. They also take part in solving real-life challenges. One of the firms that embraces this practice is Walmart. The CEO held discussion forums, which helped improve the level of engagement and commitment (Schmalz, 2001).
The third strategy is cross-functional
exposure. The management may develop teams that comprise of employees from
different departments, who have different skills, talents, and knowledge. The
workers work on specific projects that involve the different functions within
the firm. The team provides the hi-potential employee an exposure to different
operations and the experience of handling various operations. The opportunity
therefore enables the workers to develop more essential skills and increase
their knowledge in different fields. An example of a company that applies this
practice is Toyota, where each team is assigned a product development project
(Sobek, Liker & Ward, 1998).
References
Allen, G. (2013). Apple’s new retail chief is not a fashion play. Retrieved from https://www.forbes.com/sites/garydallen/2013/10/15/apples-new-retail-chief-is-not-a-fashion-play/#5c11cb16662c
Schmalz, F. (2001). How to nurture your superstar employees. Retrieved from https://insight.kellogg.northwestern.edu/article/how-to-nurture-high-potential-employees
Sobek, D., Liker, J., & Ward, A. (1998). Another look at how Toyota integrates product development. Retrieved from https://hbr.org/1998/07/another-look-at-how-toyota-integrates-product-development
