Potential Appraisal and Career Development What is
Description: Potential Appraisal and Career Development What is Potential Appraisal? The potential appraisal refers to the appraisal involving identification of the hidden talents and skills of a person. The person might or might not be aware of them.
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slide1. Potential Appraisal and Career Development<br>
slide2. What is Potential Appraisal? The potential appraisal refers to the appraisal involving identification of the hidden talents and skills of a person. The person might or might not be aware of them.
Potential appraisal is a future-oriented appraisal whose main objective is to identify and evaluate the potential of the employees to assume higher positions and responsibilities in the organizational hierarchy.
Many organizations consider and use potential appraisal as a part of the performance appraisal processes. Potential appraising is different from appraising performance.<br>
slide3. PotenÂtial refers to abilities of an employee which are currently not brought to use by an organization. Potential means the talent capacity to underÂtake higher challenges on job in future.
The potential appraisal is made up of two words viz. potential and appraisal. Potential means the abilities of an employee which are required for meeting the challenges of future assignments while appraisal means the evaluation of that abilities in present status of an employee.
Thus, potential appraisal is the process of evaluation of the abilities of an employees that uses by employee in the future assignments. It is different from performance appraisal and needs to be carried out at regular intervals.<br>
slide4. The basic objectives of potential appraisal Identify the abilities of an employee in order to evaluate whether that employee is suitable for future assignments or otherwise, and
Occupy higher positions in the organizational hierarchy and undertake higher responsibilities because past performance may not be a good indicator for future and higher role.
 Inform employees about their future roles;<br>
slide5. Make suitable corrections in training efforts from time to time;
Inform employees about they must do something for their career prospects;
Help organization for suitable succession plan;
Improve quality and quantity of performance of an employee; and
Give proper feedback to the employees for their potential.<br>
slide6. Features of potential appraisal Helps assess the employees’ capacities, which pave way for them to give their best performance
ii. Helps assess an organization’s ability to develop future managers
iii. Helps assess the employees’ analytical power, which indicates the ability to analyze problems and examine them critically
iv. Helps build creative imagination, which is the ability of presenting an existing thing in an unconventional and new manner
v. Helps analyze the sense of reality, which refers to an employee’s way of interpreting a situation
vi. Helps develop leadership skills, which refer to the abilities to direct, control, and harmonize with people.<br>
slide7. The mechanisms that could be used for potential appraisal Rating by Superior – The potential of a candidate could be rated by the immediate supervisor who is acquainted with the candidate’s work and also his technical capabilities.
Psychological Tests – Managerial and behavioral dimensions can be measured through a battery of psychological tests.
Games – Simulation games and exercises (assessment centre, business games, in-basked, role play, etc.) could be used to uncover the potential of the candidate.
Performance Records – Performance records and ratings of the candidate on his previous jobs could be examined carefully on various dimensions such as initiative, creativity, risk-taking ability, etc., which might play a key role in discharging his duties in a new job.<br>
slide2. What is Potential Appraisal? The potential appraisal refers to the appraisal involving identification of the hidden talents and skills of a person. The person might or might not be aware of them.
Potential appraisal is a future-oriented appraisal whose main objective is to identify and evaluate the potential of the employees to assume higher positions and responsibilities in the organizational hierarchy.
Many organizations consider and use potential appraisal as a part of the performance appraisal processes. Potential appraising is different from appraising performance.<br>
slide3. PotenÂtial refers to abilities of an employee which are currently not brought to use by an organization. Potential means the talent capacity to underÂtake higher challenges on job in future.
The potential appraisal is made up of two words viz. potential and appraisal. Potential means the abilities of an employee which are required for meeting the challenges of future assignments while appraisal means the evaluation of that abilities in present status of an employee.
Thus, potential appraisal is the process of evaluation of the abilities of an employees that uses by employee in the future assignments. It is different from performance appraisal and needs to be carried out at regular intervals.<br>
slide4. The basic objectives of potential appraisal Identify the abilities of an employee in order to evaluate whether that employee is suitable for future assignments or otherwise, and
Occupy higher positions in the organizational hierarchy and undertake higher responsibilities because past performance may not be a good indicator for future and higher role.
 Inform employees about their future roles;<br>
slide5. Make suitable corrections in training efforts from time to time;
Inform employees about they must do something for their career prospects;
Help organization for suitable succession plan;
Improve quality and quantity of performance of an employee; and
Give proper feedback to the employees for their potential.<br>
slide6. Features of potential appraisal Helps assess the employees’ capacities, which pave way for them to give their best performance
ii. Helps assess an organization’s ability to develop future managers
iii. Helps assess the employees’ analytical power, which indicates the ability to analyze problems and examine them critically
iv. Helps build creative imagination, which is the ability of presenting an existing thing in an unconventional and new manner
v. Helps analyze the sense of reality, which refers to an employee’s way of interpreting a situation
vi. Helps develop leadership skills, which refer to the abilities to direct, control, and harmonize with people.<br>
slide7. The mechanisms that could be used for potential appraisal Rating by Superior – The potential of a candidate could be rated by the immediate supervisor who is acquainted with the candidate’s work and also his technical capabilities.
Psychological Tests – Managerial and behavioral dimensions can be measured through a battery of psychological tests.
Games – Simulation games and exercises (assessment centre, business games, in-basked, role play, etc.) could be used to uncover the potential of the candidate.
Performance Records – Performance records and ratings of the candidate on his previous jobs could be examined carefully on various dimensions such as initiative, creativity, risk-taking ability, etc., which might play a key role in discharging his duties in a new job.<br>