Development plans for employees with low potential and low performance should emphasize identifying challenging experiences more in line with their interests.
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Q42: Transfers and downward moves could help employees
Q43: In the context of the Big Five
Q44: Employee transfers necessarily increase job responsibilities and
Q45: A defining characteristic of succession planning is
Q46: Describe strategies that companies can employ to
Q48: By definition, mentoring cannot occur between mentors
Q49: In reverse mentoring programs, peers mentor each
Q50: By making a succession planning list public,
Q51: Elaborate on the potential problems with job
Q52: High-potential employees should participate in mentoring but
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