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dc.contributor.authorYang, Jing
dc.contributor.authorLi, Lin
dc.contributor.authorMasannat, Jonathan
dc.date.accessioned2020-11-17T15:58:27Z
dc.date.available2020-11-17T15:58:27Z
dc.date.issued2014-04-01
dc.identifier.other5776858
dc.identifier.urihttps://hdl.handle.net/1813/74512
dc.description.abstractThe war for talent is raging, making attracting, retaining, and developing high-performers more challenging than ever. Many of the “Baby Boomer” executives will be retiring in the near future, and only 15% of organizations in North America and Asia believe they have sufficient qualified successors for key positions. Additionally, 25% of surveyed organizations said they fail to keep top-performers, further illustrating the urgency and importance of the need to design optimal programs for developing future leaders. Thus, the content below will provide insight into the factors that make development program for “high potentials” successful.
dc.language.isoen_US
dc.rightsRequired Publisher Statement: Copyright held by the authors.
dc.subjecthuman resources
dc.subjectcareer pathing models
dc.subjecthigh potential employees
dc.subjectcareer development
dc.subjectlearning
dc.titleWhat are the Latest Trends in Career Pathing Models as Well as the Most Effective Ways to Accelerate High Potential Development?
dc.typearticle
dc.description.legacydownloadsWhat_Are_the_Latest_Trends_in_Career_Pathing_Models_as_Well_as_the_Most_Effective_Ways_to_Accelerate_High_Potential_Development.pdf: 1768 downloads, before Oct. 1, 2020.
local.authorAffiliationYang, Jing: Cornell University
local.authorAffiliationLi, Lin: Cornell University
local.authorAffiliationMasannat, Jonathan: Cornell University


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