Although most companies conduct talent reviews EVERY Year, many of them are still unable to clearly define the specific areas of their talents' potential. Hence, many High Potential programmes are merely nominal projects where managers go through the motion without really optimizing their talents' potential to achieve any real contribution.

人才盘点，这是很多企业每年的规定动作。但企业HR在人才盘点工作中常会有以下困惑：

• 九宫格越做越复杂，但是评价很主观；
• 工具用了一堆，但是潜力很难描述；
• 高潜质人才被识别出来了，但是员工似乎不太买账；
• 员工个体能力都很强，但是团队绩效总是不尽如人意！

那么这些问题有解吗？欢迎各位HR伙伴一起探讨：如何精准寻找并激发高潜人才的真正潜能，并跨越个人层面，从团队-组织层面观察并调适配合模式，释放组织潜能。

• Comprehensive analysis of the Key Elements in Talent Reviews | 全面分析人才盘点的关键要素
• Identifying the critical factors that drive talents | 认识激发人才潜能的驱动因素
• Understand the effects of personal efficiency and workforce relationships | 理解个人发挥水平与人际关系对团队业绩的影响
• How to map out a coherent Development Strategy and Action Plan after each Talent Review | 掌握人才盘点后行动方法

1.     How to conduct effective Talent Reviews | 如何正确地进行人才盘点

• Start with business requirements | 从业务开始；
• Assess REAL Potential | 识别真正的潜能；
• Managing talents AFTER the reviews | 重视盘点后管理。

2.     How to define and develop REAL potential | 识别并开发潜能

• Identify talents' strengths and potential | 找到个人的优势和潜能；
• How to bring optimize your talents' potential to convert into real contribution | 如何发挥潜能，生成价值；
• Reviewing work teams beyond individuals | 盘点团队。

3.     How to manage and develop talents AFTER the reviews | 盘点后人才管理

• Systems and tools for individual development | 个人发展工具及支持系统；
• Common mistakes | 常见误区；
• Talent review Index: Q12 | 检验工具：Q12。