DEVELOPMENT OF HIGH POTENTIAL EMPLOYEES BY THE EXAMPLE OF A FUEL AND ENERGY COMPANY

Abstract

One of the most important areas of work with personnel in large organizations are programs for the development of high potential employees, which are an important part of the policy of human resources management. In dealing with this issue, many industrial enterprises are implementing a corporate competencies pattern, based on which they conduct assessment sessions and select training programs. In general, organizations use external providers to conduct training, sometimes connect to the work of specially appointed mentors. At the same time, work with the high potential employees is not always carried out systematically, which is reflected in the lack of connection between practice and development programs, lack of thought-out mechanisms of motivation for training reservists, and sometimes training activities are one-time without the lack of feedback from the teacher. The purpose of this article is to demonstrate the case of high potential employees development by the example of a fuel and energy company, which shows the tools of system development of the high potential employees and key motivators for the development of employees included in the personnel reserve. The object of this article is a fuel and energy company that combines the largest generating capacity of one region. The main activities of the company are the production of electric and thermal energy. As a result of the work with the high potential employees in this company, the author comes to the conclusion that one of the key elements for an effective training program for the high potential employees is the interest of the chief executive and the reference of the studied technologies to practice. The article also shows the training blocks that can be included in such a program.