A port authority maintains a "high potential" list that never produces vacancies, stretch assignments, or actual movement. How should senior HR evaluate the career program?
Select an answer to reveal the explanation.
Short Explanation
A high-potential list that never moves anyone is a yearbook, not a career program. Either hook those names to real vacancies and stretch work or kill the theater. People judge the path by whether someone actually gets a job.
Full Explanation
Career programs are evaluated by actual movement, stretch assignments, and filled vacancies, not by the existence of a list. A port "high potential" roster that never results in work is theater that breeds cynicism and legal exposure. Senior HR should either connect the list to real opportunities with transparent criteria or discontinue it. Expanding, publicizing, or hiding a list that produces no movement does not create career opportunity.