Section E: What are the common problems in managing HIPO employees in your organization?

Not at
all
A little Quite
common
Common Very
common
B1 Bosses hide the best people who
produce high perIormance
1 2 3 4 5
B2 HIPOs are reluctant to accept
geographical relocation
1 2 3 4 5
B3 Faltering senior executives who are
diIIicult to remove to give way Ior next
generations
1 2 3 4 5
B4 Dealing with personal and work liIe
balance among HIPOs
1 2 3 4 5
B5 The HIPOs do not serve their tenure in
the designated positions until Iull term
1 2 3 4 5
B6 Dual career Iamilies (spouses with
career)
1 2 3 4 5
B7 Losing the non-HIPOs who are
productive but neglected Irom the HIPO
programs
1 2 3 4 5
B8 Others (please state)




The important Ior the survey report provides a detailed description oI the survey design,
implementation, and the results. Individuals who were not involved in the study should be
able to read the report and get a good sense oI the process and methods, not just the major
Iindings. Projects are encouraged to share the report with partner organizations, donor
agencies, and other agencies/institutions working in the same geographic area. II the survey
was part oI the project`s baseline assessment, then the survey report can inIorm stakeholders`
during the early stages oI project design. In addition, project staII can work with local
partners and stakeholders to make the survey report a living` documentone that is reIerred
to throughout the liIe oI the project, speciIically to compare the baseline estimates against
later Iindings (at midterm and again at the end oI the project). PerIormance evaluation is
essential Ior eIIective management and evaluation staII. Assessment helps individuals to
develop, enhance organizational perIormance, and Ieed into the business plan. Formal
perIormance evaluations conducted each year Ior all employees within the organization. Each
employee is evaluated by their managers.
In section E, what can I say in the survey problems in managing high-
potential employees in the organization, the survey is as the table above can be explained
that through this survey every company has their own opinion. can we know that the
company or the top I take wise to solve the problems that arise within the company. In
addition,

For section F, the percentage given on behalI oI the company is 50, This is due to the
administration oI the company's stable and will achieve success and progress in the Iuture.
thereIore, the company can use to illustrate the concept oI oIIshore relocation oI a business
process Irom one country to another, usually the operational processes, such as
manuIacturing, or supporting processes, such as accounting. The state government has been
using oIIshore. More recently, oIIshore has been associated mainly with technical and
administrative resources to support domestic and global operations Irom abroad, by means oI
internal (captive) or outside the delivery model (outsourcing), the term is used in several
diIIerent but closely related. It is sometimes used widely, including replacement oI any
services Irom Ioreign sources Ior services previously produced internal to the Iirm. This
change can assure the Iurther expansion oI the company.







Section F: Following statements are to assess the overall effectiveness of HIPO employee
development practices in your organization. Please indicate your views using the scale
provided.
Strongly
disagree
Disagree Neutral Agree Strongly
agree
E1 Attendance rate during Iormal
development program is high
1 2 3 4 5
E2 Generally, the participants gave Iavorable
Ieedback on the programs
1 2 3 4 5
E3 When a high position is vacant, there is
always available supply oI internal
candidates
1 2 3 4 5
E4 Overall, the turnover rate in this
organization is low
1 2 3 4 5
E5 The resources spent on the development
programs are worthy investment
1 2 3 4 5
E6 Percentage oI HIPOs that have been successIully promoted/appointed to the targeted higher level
and /or leadership positions (please state): 50