Effects of the high potential label on performance, career success and commitment: A matter of communication? Dr. Nicky Dries 7 th Dutch HRM Network Conference Friday, November 11 th , 2011. “Hard” approach to TM. RBV – HR architecture. (Adapted from Lepak & Snell, 1999) .
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Effects of the high potential label on performance, career success and commitment: A matter of communication?Dr. Nicky Dries7th Dutch HRM Network ConferenceFriday, November 11th, 2011
(Adapted from Lepak & Snell, 1999)
Heading for burn-out….
We’re set for life!
I wonder what the organization has in store for me next…!
Are my skills truly appreciated here?
I wish I had more job security….
Does this mean my potential is low…?
This is unfair!
“from the moment you tellthemthey’re a high potential, they start actinglikeone”
“from the moment you tellthemthey’re a high potential, they stop trying”
“can you imagine telling a person that he or she is a ‘low potential’ ?!”
“segmenting your workforceintohaves and have-nots is unfair”
ICAP conference Melbourne
July 11th-16th, 2010| pag. 6
self-rated performance →
← number of promotions
← net month salary
satisfactionwithdegree of job security →
← organizational commitment
← intention to stay