The Talent Strategy Group：2024 年高绩效与高潜人才培养洞察报告（英文版）（20页）.pdf

1、2024 High Performer&High Potential Development ReportTable of ContentsAbout1Executive Summary2Q1:What Percent Of Your Employee Population Is Considered To Be High Performer Or High Potential?4Q2:How Formalized is Your Selection/identification Process for High Performers and High Potentials?5Q3:Does

2、Your Company Have A Formal Philosophy For How Talent Should Be Developed?6Q4:Who is Responsible to Develop Typical,High Performing and High Potential Employees?8Q5:How Are Leaders Held Accountable To Develop Team Members?10Q6:Are there Development Plans for High Performers and High Potentials?11Q7:D

3、oes Development Planning Take Place In Talent Reviews?13Q8:How is High Performing And High Potential Talent Developed?14Q9:Whats The Relative Balance Of How High Performers And High Potentials Are Developed?15Q10:What Is Your CEOs and Executive Teams Attitude Toward High Performer and High Potential

4、 Development?16Demographics 172024 High Performer&High Potential Development ReportThe 2024 High Performer&High Potential Development Report includes data from more than 300 responding companies around the world.We solicited responses through an email to about 10,000 contacts and multiple LinkedIn p

5、osts in the month of June 2024.Participants answered 17 questions and no answers were forced after an initial validation screen to ensure that respondents were HR practitioners.This data gathering method introduces potential response biases.We dont assume that the collective responses constitute a p

6、erfectly representative sample of the HR population.We believe the sample size,combined with the diversity of respon-dents company size and sector,helps to reduce bias that could fundamentally alter any of the re-ports findings.All data was gathered without attribution to any individual,so no incent