Corporate Programs that Effectively Innovate Career Process from Professional Considered High-Performance

Ligia Mazurkiewicz, Karine Moraes, Otavio Silva, Luciano Junqueira


The aim of this paper is to propose a discussion about the corporative influence that programs have on high-performance careers. The study testes two assumptions: the high-performance professionals from an international IT company are directly influenced by training programs and policies to high-performance or the high-performance professionals from this company are only reinforced by training programs and policies, once technical and behavioral skills are an important part from professionals. The study is implemented with an specific company, driven by company’s results in a survey on leadership, which is classified in December 2009, by HR consultancy Hewitt Associates, as the top company on leadership development. The data collection is made through a questionnaire with closed questions applied to 57 high-performance professionals from different areas, ages, and career time at the company. It is observed that high-performance professionals in this organization are reinforced by the policies, training and programs, but it is concluded that there is a large portion of personal history, studies and life choices, which make them become highperformance professionals and only training programs and policies can not arouse highperformance professions.


Career; High performance professional; Talent development programs

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