October BPI Senior Executive Board Benchmark-It Promotion Potential Assessment 2017 (Rescheduled to Oct. due to hurricane) - Best Practice Institute
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October BPI Senior Executive Board Benchmark-It Promotion Potential Assessment 2017 (Rescheduled to Oct. due to hurricane)


Description

Assessing potential for promotion is an important issue in succession planning and in talent management. How is it possible to know if someone can assume more responsibility in a job with higher responsibility if the employer has never seen the person do that job? That is often the challenge. Yet the research indicates that fewer than 40 percent of U.S. employers assess promotion potential separately from current job performance. The danger, of course, is that it leads to the assumption that success in the present job guarantees success in jobs at higher levels of responsibility. That assumption can lead to mistakes made in promotions, and those mistakes are not easily corrected.
This session reviews ways to assess promotion potential separately from measuring present job performance.

Upon completing this session, participants will be able to:
• Define potential (in more than one way) and distinguish it from performance
• Explain why assessing potential is important
• Review how potential assessment relates to the larger framework of succession planning and talent management
• Describe common and not-so-common ways to assess promotion potential

Brief Outline
I. Introduction
II. Defining Promotion Potential
• More than one way to understand the concept
• Common definition

III. How Promotion Potential Relates to the Framework of Succession Planning and Talent Management
IV. Approaches to Assessing Promotion Potential
V. Final Questions and Answers

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is President of Rothwell & Associates, Inc. and Rothwell & Associates, LLC (see www.rothwellandassociates.com). He is also Professor-in-charge of the Workforce Education and Development program, Department of Learning and Performance Systems, at The Pennsylvania State University, University Park campus. He has authored, co-authored, edited, or co-edited 300 books, book chapters, and articles—including 106 books.

Before arriving at Penn State in 1993, he had 20 years of work experience as a Training Director, HR and Organization Development professional in government and in Fortune 50 multinational company. In 2012 he earned ASTD’s prestigious Distinguished Contribution to Workplace Learning and Performance Award, and in 2013 ASTD honored him by naming him as a Certified Professional in Learning and Performance (CPLP) Fellow. In 2014 he was given the Asia-Pacific International Personality Brandlaureate Award. In 2016 he was named at Distinguished Alum of the University of Illinois at Urbana-Champaign, and at Penn State University he was also given the College Outstanding Research Award.
His recent books include Organization Development in Practice (ODNETWORK, 2016), Mastering the Instructional Design Process, 5th ed. (Wiley, 2016), Effective Succession Planning, 5th ed. (Amacom, 2015), Practicing Organization Development, 4th ed. (Wiley, 2015), The Leader’s Daily Role in Talent Management (McGraw-Hill, 2015), Beyond Training and Development, 3rd ed. (HRD Press, 2015), Career Planning and Succession Management, 2nd ed. (Praeger, 2015), Organization Development Fundamentals: Managing Strategic Change (ATD Press, 2015), The Competency Toolkit, 2 vols, 2nd ed. (HRD Press, 2015), Creating Engaged Employees: It’s Worth the Investment (ATD Press, 2014), Optimizing Talent in the Federal Workforce (Management Concepts, 2014), Performance Consulting (Wiley, 2014), the ASTD Competency Study: The Training and Development Profession Redefined (ASTD, 2013), Becoming An Effective Mentoring Leader: Proven Strategies for Building Excellence in Your Organization (McGraw-Hill, 2013), Talent Management: A Step-by-Step Action-Oriented Approach Based on Best Practice (HRD Press, 2012), the edited three-volume Encyclopedia of Human Resource Management (Wiley/Pfeiffer, 2012), Lean But Agile: Rethink Workforce Planning and Gain a True Competitive Advantage (Amacom, 2012), Invaluable Knowledge: Securing Your Company’s Technical Expertise-Recruiting and Retaining Top Talent, Transferring Technical Knowledge, Engaging High Performers (Amacom, 2011), and Competency-Based Training Basics (ASTD Press, 2010).