Potential appraisal - Principles of Human Resource Management
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potential appraisal means identification of the hidden talents which a person might be unaware of. In this lecture, students will study how a person can lead to potential appraisal in his career path.
Potential appraisal - Principles of Human Resource Management
- 1. Steps of Potential appraisal 1
- 2. Meaning of Potential Appraisal The potential appraisal refers to the appraisal i.e. 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. 2
- 3. Purpose of Potential Appraisal To advise employees about their overall career development and future prospects. Help the organization to chalk out succession plans. Motivate the employees to further develop their skills and competencies. To identify the training needs. 3
- 4. Techniques of Potential Appraisal Self – appraisals Peer appraisals Superior appraisals MBO Psychological and psychometric tests Management games like role playing Leadership exercises etc. 4
- 5. Steps of Potential Appraisal System Role Descriptions Qualities needed to perform the roles Rating mechanisms Organizing the system Feedback 5
- 6. Explanation!! Role Descriptions: Organizational roles and functions must be defined clearly. To this end, job descriptions must be prepared for each job. Qualities needed to perform the roles: Based on job descriptions, the roles to be played by people must be prepared (i.e., technical, managerial jobs and behavioral dimensions). 6
- 7. Rating mechanisms: Besides listing the functions and qualities, the potential appraisal system must list mechanisms of judging the qualities of employees such as Rating by others, games, tests, records. Organizing the system: After covering the above preliminaries, he must set up a system that will allow the introduction of the scheme smoothly giving answers to some puzzling questions: i. How much weight age to merit in place of seniority in promotions? ii. How much weight age to each of the performance dimensions – technical, managerial,135 behavioral qualities? iii. What are the mechanisms of assessing the individual on different indicators of his potential and with what reliability? 7
- 8. Feedback: The system must provide an opportunity for every employee to know the results of his assessment. “He should be helped to understand the qualities actually required for performing the role for which he thinks he has the potential, the mechanisms used by the organizations to appraise his potential and the results of such an appraisal”. 8