With methods such as the nine-box now considered outdated, how do you most accurately determine your high potentials’ success?
Once you’ve successfully recruited your high potentials, how do you keep them?
If your company is still using the nine-box method to evaluate high potential talent, Brian Fishel, SVP, Chief Talent Officer at KeyCorp, explains why it’s outdated. Fishel’s presentation will go over the most effective metrics…
Do you have a high potential who has the skills to rise to the top but showing signs of complacency? Cara Peck, Head of Enterprise Talent Planning and Development at Wells Fargo, shows companies how…
Did you know that there’s an increasing need for workers throughout the United States and around the world? To fill the gap, Marriott International plans to add 25,000-30,000 jobs globally within the next year and another 150,000 in…
Caryn Parlavecchio, Vice President and Head of HR and US Country Head HR, Novartis Pharmaceuticals Corporation, shares a case study of how the company dramatically improved diversity in its talent pipeline, especially with women. NPC…
Johnson & Johnson’s new chief diversity officer brings a strong sales, marketing and operations background – and a family history of civil-rights leadership – to her new position.
Most Fortune 500 companies still have gaps of women in senior management. Here are case studies of four companies – Novartis Pharmaceuticals Corporation, EY, Wells Fargo and MassMutual Financial Group – all of whom have had significant progress with senior women.
Accenture named Julie Spellman Sweet to head its U.S. operations. As of next month, four of the six major consulting firms will have women leaders.
How accurately is your company determining who should be a high potential? The old nine-box matrix is increasingly coming under fire as new ways of including talented employees — and factoring in diversity — take hold.
The companies with the best data for women in management and senior roles use three best practices most frequently – mentoring, employee-resource groups, and flexible workplaces.
In this Web Seminar, KPMG’s Tori Farmer and Baxter International’s Irina Konstantinovsky share successful strategies, including mentoring and identification of high potentials, to increase diversity in the top levels.
“My main goal is to inspire our men and women and be very inclusive. I want everybody to know that diversity and inclusion are priorities for me.”
Gail Mandel’s promotion to President and CEO of Wyndham Exchange & Rentals didn’t surprise her boss and mentor, Wyndham Worldwide CEO and Chairman Stephen Holmes.
The improving economy means your high-potential talent—especially from underrepresented groups—is at risk. Here are retention best practices from EY, Marriott International and Sodexo.