Watkinsville, GA (PRWEB) March 3, 2009
In 2009, the strategic necessity for successful Talent Management remains center stage as organizations meet head-on the economy-driven mandates for reduced budgets, hiring freezes and -- for those hardest hit -- workforce reduction. Doing more with less has never been more vital to organizational stability and success.
To maintain high performance, however, organizations should temper a survival mindset with a recovery attitude. While cutbacks may be required, losing top talent can be detrimental to an organization's future positioning. Correctly identifying leaders from the talent pool -- whether present employees or prospective -- is key to safeguarding current and future success. To accurately identify high performers, talent managers must supplement resumes, references and performance data with an unbiased, scientific evaluation process.
High Performing Systems' Leadership Potential Equation™ (LPE™) is a scientifically-validated assessment process that reveals whether a candidate is ready for a specific Role now, plus what the candidate's success potential is for different Role Levels in the future.
The LPE™ analyzes Innate Abilities (cognitive ability, emotional intelligence and motivation) not revealed by Learned Competencies (resume, references and current performance). Taken together, Innate and Learned factors accurately predict a candidate's true potential for job success. The LPE™ also identifies Growth Trajectory -- a measure that shows which Levels a candidate has the ability to advance to and approximately when he or she will reach each Level -- a critical requirement for retaining top talent.
The LPE™ is a proven assessment process that can help any organization dramatically improve and validate: Talent Identification, Hiring Decisions, Leadership Development, Promotion, Retention, Succession Planning, Talent Management Metrics and more. The LPE™ process minimizes talent management decision errors in a way that no other system can.
Find out more about the LPE™ on April 14, 2009, by registering for a complimentary webinar at http://www.hpsys.com. The LPE™ webinar is part of HPS' New Webinar Series that addresses critical talent management issues from a solutions focus, bringing attendees informed presentations that provide not only practical training, but actionable answers. The webinars are organized in a two-track program prepared to solve today's toughest human capital challenges: Recruiting & Hiring Top Talent, Developing & Promoting High Performers & High Potentials and Building Retention Programs that really work. The Series also highlights a broad range of assessments solutions that are ROI-driven and proven to dramatically enhance Leader, Team & Organizational Performance.
About High Performing Systems, Inc.: Since 1984, HPS has specialized in innovative assessments and customized consulting and training to accelerate high performance in leaders, teams and organizations around the globe. HPS provides its clients Leadership Solutions for the 21st Century in all areas of organizational development, including emotional intelligence, stress management, leader selection, placement and promotion, pre-hire screening, personality, strategic planning, executive coaching, tiered leadership training and more. HPS founder and CEO Henry L. Thompson, Ph.D., is an award-winning organizational psychologist and an internationally-recognized researcher known for extensive achievements and contributions to Psychological Type, Emotional Intelligence, FIRO® Theory, Cognitive Ability and Leadership.
Satisfied Clients Include: Acuity Brands Lighting, Apple, Beam Global Spirits & Wines, Calgary Board of Education, Earthlink, Georgia-Pacific, HYDRO Agri, Hyundai Motor America, Kaiser Permanente, Mohawk Industries, National Institute of Corrections, NCR, Noble Drilling, Regent University, SAS Institute, TD Ameritrade, Titan America, UGA, UNC, US Forest Services, US Postal Service and many more.
For more information, log on to the HPS website at http://www.hpsys.com.
High Performing Systems, Inc.