Where?
Large bank
SITUATION NOW:
Existing selection procedure of high-potential employees causes the
following problems:
- Insufficient acceptance of selected candidates
- High level of demotivation in those negatively evaluated (loser
complex)
- Too few candidates for the target position
TARGET SITUATION:
Continual development of reservoir of high-potential employees. |
- Integration of management level in definition of requirement profiles
and selection
- All steps of the process are oriented towards required results for the
company (including integration of project tasks in the nurturing
process)
- Focus on observing ability to learn (multiple evaluations over time).
Selection and development over a longer period (about one year,
accompanied by continual feedback)
- Increased responsibility of the candidate in the nurturing process by
means of active involvement (e.g. by independent search for a mentor) |
- Wider data pool ensures more accurate decision
- Selected candidates are accepted by the management level
- The potential candidates' ability to learn ensures the company's
flexibility for the future
- The insight of the candidates into their abilities and limits is
considerably increased by this process
|
