Ultimate Performance: Measuring Human Resources at Work

Metric Three: “High Potential” Mobility

Managers and Human Resources both know who the high potential stars are. They probably have additional compensation consideration, may have been singled out for additional training, and more. How does your organization manage the career paths of these A players? A manager’s preference is almost always to keep their star talent within their organization. But that might not be a healthy move for the organization if stars are turning over for lack of a career path.

Auditing career path plans for stars is, of course, essential. However, what kind of metric would assist an executive team in quickly assessing the mobility of your stars in the organization?

Simply enter the High Potential Mobility metric. By combining different pieces of data from performance reviews, voluntary turnover, and internal hire data, your Human Resources team can assess how the organization manages the career path of your stars. Star mobility provides a data point to the movement of the A players in your organization.

Value. The High Potential Mobility Metric provides Human Resources and executive teams with a summary statistic on the movements of their star performers. Use this statistic to focus the reader on your high potential employees to determine patterns—are your high potential employees moving about the organization the way you expect them to? Are they being promoted to new, higher-level positions? If not, then what can be done to address this situation? If ...