Predictive Competences of High-potential Talent Employees

  1. José M. de Haro 1
  2. Mariano García-Izquierdo 2
  3. Ana Castaño 3
  4. Antonio L. García-Izquierdo 3
  1. 1 Universidad Miguel Hernández, Elche, Alicante, Spain
  2. 2 Universidad de Murcia, España
  3. 3 Universidad de Oviedo, España
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Revista:
Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

ISSN: 1576-5962

Año de publicación: 2023

Volumen: 39

Número: 3

Páginas: 121-130

Tipo: Artículo

DOI: 10.5093/JWOP2023A16 DIALNET GOOGLE SCHOLAR lock_openAcceso abierto editor

Otras publicaciones en: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

Resumen

In talent management, predicting high potential (HP) is one of the most important questions human resources professionals face. The main goal of this study was to analyze which competences predict employees’ HP and whether these competences differ by gender. The study analyzed 806 employees in the Spanish branch of a multinational service firm that employs over 6,000 employees. Participants, were classified as HP using a questionnaire about eight competences identified as key to the firm’s talent management (TM) and divided into two categories: cognitive-intrapersonal and emotional-interpersonal, and assessment interviews of supervisors. Results indicate that the competences in the cognitive-intrapersonal category contribute greater weight in predicting HP. More specifically, competences of Initiative, Appetite for learning, and Thinking beyond boundaries were significantly related to the HP criterion. The competences that were significant by gender were also analyzed. Application of these results, as well as the study’s limitations and recommendations for future research, are discussed.

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