Most organizations spend a significant amount of resources on the acquisition, development and retention of talent. As part of this effort, organizations employ various strategies to identify high potential (HiPo) employees and provide specialized training and development programs to accelerate their growth and impact within the organization. In this ebook, we'll explore some of the ways that xAPI-powered analytics can help improve an organization's visibility into behaviors that act as high potential markers and enable the optimization of the HiPo’s experience as they progress through specialized training.
Identifying HiPo Employees
We’ve talked with customers who employ a variety of methods to identify their high potential employees, usually with some combination of the following approaches:
- HR business partners and managers identify top employees subjectively and through personal experience with that employee
- HR business partners and managers leverage their performance assessment/management process to identify the top X% of employees as HiPo, through quantifiable and/or qualitative employee rankings
- Organizations offer a peer and manager nomination program to identify candidates for high potential development programs
- Organizations rely on preset KPIs to identify top ranking individuals across the organization
Regardless of the identification methodology used, most organizations capture and maintain their list of HiPos in manually maintained spreadsheets or in some cases, in an HRIS. Additionally, most organizations only trigger the HiPo identification process once or at most twice a year.
Introducing xAPI into an organization’s tech stack can augment the HiPo identification process by uncovering previously unknown or underleveraged data sets and introducing a more consistent definition of “high potential” for that organization. And with real-time access to employee behavior, engagement and performance data, organizations are able to identify HiPos much more frequently and lower the risk of losing top talent before engaging those employees in development and retention programs.
The Yet xAPI Learning Record Store’s live interactive dashboard offers several analyses that can enhance the HiPo identification process. Two particularly tricky elements of high performance behavior that can be difficult to measure are employee engagement and employee influence. The Yet xAPI LRS can provide insight into which employees are most engaged with other employees. For example, the Yet xAPI LRS can help surface behaviors associated with “digital extroversion”, including peer communication, peer clustering and peer mentoring that are often not fully transparent to the manager.
Additionally, the Yet xAPI LRS can surface critical leadership behaviors previously not measured or potentially not even considered in the HiPo process. For example, the Yet xAPI LRS can help identify employees who are:
- More actively engaged in mentoring others
- Demonstrating a commitment to ongoing personal learning and development
- Contributing to reference or thought leadership materials
- Demonstrating first adopter behaviors that are then mirrored by others
All of these behaviors can be fantastic markers for high potential employees and future leaders.
Every organization has a different set of performance and behavioral markers that they leverage to identify and measure top talent. Here are just a few examples of Yet’s visual analytics as applied to HiPo identification.