HIPO

HiPo is an abbreviation commonly used in human resources and talent management to denote "high-potential" employees—individuals identified as having the aptitude, motivation, and ability to assume more senior or broader leadership roles in the future. The term is widely applied in succession planning, leadership development, and organizational talent pipelines.

Identification methods for HiPo individuals typically combine current performance data with assessments of potential. Tools include performance reviews, assessment centers, competency models, the 9-box grid, psychometric tests, and evaluations of learning agility and leadership behaviors. Organizations often look for evidence of strategic thinking, adaptability, drive, and the ability to influence others.

Development of HiPo talent commonly involves targeted programs such as stretch assignments, cross-functional rotations, coaching, mentoring, accelerated training, and exposure to senior leaders. These interventions aim to accelerate readiness for critical roles while building a reserve of candidates for succession planning.

Criticisms and challenges associated with HiPo programs include subjectivity and bias in selection, the risk of creating inequities or disengagement among non-designated employees, over-investment in a narrow group, and difficulty in measuring long-term outcomes. Effective practice emphasizes transparent criteria, ongoing evaluation, diverse pipelines, and integration with broader talent management strategies.

Beyond HR usage, "HiPo" may also appear as a brand name, product, or acronym in other contexts; in such cases, meaning depends on the specific industry or organization.