High-potential employees are critical to the success and sustainability of groups and organizations.
Before organizations can identify and develop high-potential employees, they have to define potential in a manner that works across all departments and job levels. And in attempting to do so, many organizations end up with a complex concept of potential that satisfies no one.
Hogan’s High Potential Talent Report measures the individual attributes that predict leadership success.
We define high potential as the ability to build and lead teams that can consistently outperform the competition. As a world-leader in personality and values assessment, we leverage decades of research on personality, values, and performance to help clients identify and develop emerging leaders.
The competition for talent is fierce, and the future of many organizations depends on finding and developing leaders for key roles. Hogan’s High Potential Talent Report is a rigorous, assessment-based development solution designed to identify and close the skills gap between what your organization requires in a leader and what is in your talent pipeline.
For more details about customized solutions, contact us.
(Andrea PETRE, Learning & Development Manager, Carrefour Romania) Our collaboration with Hart Consulting and the use of Hogan Assessment tools dates back more than ten years ago, starting with the certification of a pool of HR specialists on talent acquisition and development. Afterwards, throughout the years, we've rolled out a series of projects together focused on leadership development for our middle and top management teams. Applying the Hogan
Laura Mihai, Talent Attraction & Development Manager, Tenaris Romania For me and my colleagues from the Tenaris Romania HR Team, the certification course for Hogan Assessments represented getting close to a valuable tool, that we use at the moment in the company for selecting new candidates and for developing existing employees. We had the opportunity to attend a course organized and delivered in a professional manner, and the information and materials received are
Mihaela Flamaropol, Raiffeisen Bank In our company we use assessment Hogan instruments almost a year now, and we used it for both our colleagues proposed for promotion as well as external candidates for managerial positions. It has been established a correlation between the bank and the competence scales of HPI and HDS assessment tools, the profile of the person assessed has been observed and thus it were identified the areas for
