No organization is leaving a single stone unturned in developing HiPos. They also fear losing out their best talent to greener pastures elsewhere and therefore are focusing their major efforts and resources in getting a perfect HiPo program in place.
While many organizations are still on a hit and trial spree, a few have actually mastered the art of engaging and nurturing their true potential. As there is no one-size-fits-all kind of a HiPo program, organizations are finding out ways to tailor their own perfect fit suited to their requirements.
However, questions like who should manage a HiPo program or what all should the program focus on still bother the stakeholders responsible for HiPo development. Many have tried to answer these questions their own way yet some questions remain unanswered. Here we will try to cater to the same confusions trying to find out the key fundamentals to be considered while planning and implementing an effective HiPo program.
We will be focusing the Tweetchat around following questions:
Q1 What should be the core focus areas while designing a HiPo program?
Q2 Who owns a HiPo program - CEO, HiPos themselves, or the HR and why? Your views
Q3 What are the key ingredients of a successful HiPo program and how does one measure its effectiveness?
Q4 How is a HiPo program different from any other training initiative be it in terms of duration, scope, agenda etc.?
Q5 What are the challenges faced in implementing a HiPo program?
As a part of this Tweetchat you may use the hashtag #THiPoWeek for tweeting your queries and the question or respective answer number (e.g. Q1/A1).
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