Dyah Adhi Astuti, Albert Surya Wanasida, Rudy Pramono
This study aims to analyze whether Career Progression (CP), Job Performance (JP), and Learning Development (LD) have an effect in determining a High Potential Leader (HPL), using secondary data. This research was conducted based on the population of branch managers who are currently active employees working at the bank. Employee data is obtained from a database stored in SAP, processed, and then analyzed using the Smart-PLS application. The results showed that secondary data can be used to help determine HPL, where the variable career progression and job performance have a positive effect on HPL while learning development does not have a positive effect on HPL. Considering that other variables can affect the determination of an HPL, it is further suggested that there is a need for research to include other variables such as age, gender, psychometric test results that might strengthen the testing of career progression, and job performance variables in testing their effect on HPL.