{"title":"基于队列的高潜力员工领导力发展:程序化设计模型","authors":"Tani K. Bialek Ph.D., Marcia S. Hagen Ph.D.","doi":"10.1002/hrdq.21459","DOIUrl":null,"url":null,"abstract":"<p>Leadership development is a top priority for many organizations and a critical driver of success. This qualitative case study research examined ways participation in a cohort-based LDP contributed to HiPo employee's leadership development for the purpose of talent management, including an examination of which programmatic components help promote participant growth. This study illustrates the importance of, and methods to support, better leadership development outcomes for HiPos to improve talent management efforts. This research utilized a method for qualitative analysis and was conducted using a constant comparative method, requiring new findings and interpretations be compared with those previously found during analysis. Data included end-of-program graduate evaluations, semi-structured interviews, and manager evaluation surveys. Findings support the importance of 360-feedback and peer coaching as part of HiPo employee development. Each of these simultaneously improves self-awareness, human capital, networking, and participant well-being; the resulting model provides an illustration of the relationships found.</p>","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":4.0000,"publicationDate":"2021-09-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21459","citationCount":"2","resultStr":"{\"title\":\"Cohort-based leadership development for high-potential employees: A model for programmatic design\",\"authors\":\"Tani K. Bialek Ph.D., Marcia S. Hagen Ph.D.\",\"doi\":\"10.1002/hrdq.21459\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p>Leadership development is a top priority for many organizations and a critical driver of success. This qualitative case study research examined ways participation in a cohort-based LDP contributed to HiPo employee's leadership development for the purpose of talent management, including an examination of which programmatic components help promote participant growth. This study illustrates the importance of, and methods to support, better leadership development outcomes for HiPos to improve talent management efforts. This research utilized a method for qualitative analysis and was conducted using a constant comparative method, requiring new findings and interpretations be compared with those previously found during analysis. Data included end-of-program graduate evaluations, semi-structured interviews, and manager evaluation surveys. Findings support the importance of 360-feedback and peer coaching as part of HiPo employee development. Each of these simultaneously improves self-awareness, human capital, networking, and participant well-being; the resulting model provides an illustration of the relationships found.</p>\",\"PeriodicalId\":47803,\"journal\":{\"name\":\"Human Resource Development Quarterly\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":4.0000,\"publicationDate\":\"2021-09-15\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://sci-hub-pdf.com/10.1002/hrdq.21459\",\"citationCount\":\"2\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Human Resource Development Quarterly\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1002/hrdq.21459\",\"RegionNum\":3,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"INDUSTRIAL RELATIONS & LABOR\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Resource Development Quarterly","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1002/hrdq.21459","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
Cohort-based leadership development for high-potential employees: A model for programmatic design
Leadership development is a top priority for many organizations and a critical driver of success. This qualitative case study research examined ways participation in a cohort-based LDP contributed to HiPo employee's leadership development for the purpose of talent management, including an examination of which programmatic components help promote participant growth. This study illustrates the importance of, and methods to support, better leadership development outcomes for HiPos to improve talent management efforts. This research utilized a method for qualitative analysis and was conducted using a constant comparative method, requiring new findings and interpretations be compared with those previously found during analysis. Data included end-of-program graduate evaluations, semi-structured interviews, and manager evaluation surveys. Findings support the importance of 360-feedback and peer coaching as part of HiPo employee development. Each of these simultaneously improves self-awareness, human capital, networking, and participant well-being; the resulting model provides an illustration of the relationships found.
期刊介绍:
Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.