{"id":28,"date":"2026-02-09T15:22:41","date_gmt":"2026-02-09T15:22:41","guid":{"rendered":"https:\/\/widmer-hrconsultant.de\/?page_id=28"},"modified":"2026-03-01T10:44:41","modified_gmt":"2026-03-01T10:44:41","slug":"talent-management-insbesondere-high-potential-programme","status":"publish","type":"page","link":"https:\/\/widmer-hrconsultant.de\/en\/meine-services\/talent-management-insbesondere-high-potential-programme\/","title":{"rendered":"Talent management \u2013 especially high potential programs\u00a0"},"content":{"rendered":"<p><\/p>\n\n\n\n<p>Developing employees and especially retaining top performers is essential for a company! <\/p>\n\n\n\n<p>The most important thing in this is to keep them in such a program \u2013 or even afterwards \u2013 and not to lose them. Therefore, in such a program, top management must be brought on board as a \"mentor.\"<\/p>\n\n\n\n<p><strong>My approach:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Exchange with top management (expectations, goal, project benefits ROI, mentoring program, \u2026)<\/li>\n\n\n\n<li>Communication support for managers on the nomination of talents<\/li>\n\n\n\n<li>Creation of assessment sheets, gladly also linked to your competency profiles<\/li>\n\n\n\n<li>Creation of candidate profiles for a talent conference \/ HR conference<\/li>\n\n\n\n<li>Suitability diagnostics in the career interview: Accompaniment of assessments or other testing procedures (I use the BIG5Reflector test)<\/li>\n\n\n\n<li>Nomination of the talents<\/li>\n\n\n\n<li>Accompany the feedback discussion or prepare the manager to lead it \u2013 especially with regard to rejections, which should be conducted appreciatively so that good employees are not lost.<\/li>\n\n\n\n<li>Creation of a program with a duration to be determined by you (common is 12-18 months)<\/li>\n\n\n\n<li>Mentoring for the selected candidates<\/li>\n\n\n\n<li>Program Implementation \/ Organization \u2013 also internationally, for example for 'High Potentials'<\/li>\n\n\n\n<li>Accompany the career planning of the talents<\/li>\n\n\n\n<li>Project support for the talents<\/li>\n\n\n\n<li>Budget planning for the program<\/li>\n\n\n\n<li>Evaluation of projects within the framework of an ROI<\/li>\n<\/ul>\n\n\n\n<p><\/p>","protected":false},"excerpt":{"rendered":"<p>Mitarbeitende zu entwickeln und insbesondere Leistungstr\u00e4ger zu halten ist f\u00fcr ein Unternehmen existenziell! Das Wichtigste dabei ist, sie in einem solchen Programm &#8211; oder auch danach &#8211; zu halten und nicht zu verlieren. Daher muss bei einem solchen Programm das TOP Management als &#8222;Mentor&#8220; ins Boot. Meine Vorgehensweise:<\/p>","protected":false},"author":1,"featured_media":0,"parent":16,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-28","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/widmer-hrconsultant.de\/en\/wp-json\/wp\/v2\/pages\/28","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/widmer-hrconsultant.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/widmer-hrconsultant.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/widmer-hrconsultant.de\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/widmer-hrconsultant.de\/en\/wp-json\/wp\/v2\/comments?post=28"}],"version-history":[{"count":6,"href":"https:\/\/widmer-hrconsultant.de\/en\/wp-json\/wp\/v2\/pages\/28\/revisions"}],"predecessor-version":[{"id":280,"href":"https:\/\/widmer-hrconsultant.de\/en\/wp-json\/wp\/v2\/pages\/28\/revisions\/280"}],"up":[{"embeddable":true,"href":"https:\/\/widmer-hrconsultant.de\/en\/wp-json\/wp\/v2\/pages\/16"}],"wp:attachment":[{"href":"https:\/\/widmer-hrconsultant.de\/en\/wp-json\/wp\/v2\/media?parent=28"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}