Eshaan Potential Appraisal

Presented by NIRAJ RAI

Potential can be defined as ‘a latent but unrealised ability’. There are many people

who have the desire and potential to advance through the job they are in, wanting the

opportunity to operate at a higher level of competence in the same type of work.

POTENTIAL APPRAISAL Qualities that exist

Evaluation and can be developed

• Beyond the Present Role.

Career Path

Help employees to move upwards in the organization. People do not like to work on dead end jobs. Hence, a career ladder with clearly defined steps becomes an integral

component of human resources management.

An “assessment centre” is a

multiple assessment of several individuals performed simultaneously by a group of trained evaluators using a variety of group and individual exercises.

A sense of reality: This is the extent to which a person thinks and acts objectively, resisting purely emotional pressures but pursuing realistic projects

with enthusiasm.

Imagination: The ability to let the mind range over a wide variety of possible of action, going beyond conventional approaches to situations and not

being confined to ‘This is the way it is always being done!’

Power of analysis: The capacity to break down, reformulate or transform a complicated situation into manageable terms.

Breadth of vision: The ability to examine a problem in the context of a much broader framework of reference; being able to detect, within a specific situation, relationships with those aspects which could be affecting the situation.

Persuasiveness: The ability to sell ideas to other people and gain a continuing commitment, particularly when the individual is using personal influence rather than ‘management authority’.

Part III of the Performance Appraisal form of Maruti Udyog Ltd.

solicits information to assess the future potential and ability of it

L8 and above categories of workers to assume a position ofHigher responsibility (L13)in the following format. Group effectiveness (Maintaining and improving morale of group

and helping its identification with organisational objectives; optimal

utilisation of available manpower resources; directing and co-ordinating efforts an effective follow up action to ensure accomplishment of planned

objectives).OUTSTANDING

VERY GOOD GOOD STATISFACTORY

UNSATIFACTORY

Ability to develop subordinates (Sensitivityto develop

subordinate’s mental skills; ability to provide professional

guidance to produce group results)

Outstanding Very Good Good Satisfactory Unsatisfactory

Potential Capability (Overall rating for managerial capability to head adepartment based on your assessment related to the above two points)

Outstanding Very Good Good Satisfactory Unsatisfactory

ATTRACTING & RETAINING BEST TALENT

BOOSTING THE MORALE-MOTIVATIONAL TOOL

CREATING COMPETITIVE ENVIRONMENT FOR BETTER PERFORMANCE

PERMEATING A HEALTHY ORGANISATIONAL CULTURE

IMPORTANT FOR SUSTENANCE OF FLATTER STRUCTURES

Assessment centers are a more elaborate set of performance simulation tests, specifically designed to evaluate a candidate’s managerial potential.

According to IPMA (The International Personnel Management Association), an assessment center consists of a standardized evaluation of behavior based on multiple inputs. They are used to assess the strengths, weaknesses and potential of employees.

Job AnalysisBehavioural ClassificationAssessment TechniquesMultiple AssessmentsSimulationsAssessorsAssessor TrainingRecording BehaviourReportsData Integration

Recruitment and Promotion

Early Identification of Personnel

Diagnosis of Training and Development Need

Organizational Planning

Integral part of management development process and career planning

Subjective, non-quantitative approach

Focus on future rather than past performance

Essential for grooming future leaders

Job KnowledgeThinking ClearlyGoal-setting & planningRelationshipsLeadership Innovation

Personality tests to capture abilities such as logic, aptitude, deduction and inference

Attribute appraisal:AttitudeAccountabilityCommitmentInitiativeLeadershipEthics

CONCEPTUAL EFFECTIVENESS

•VISION

•BUSINESS ORIENTATION

•ENTREPRENEURIAL ORIENTATION

•SENSE OF REALITY

INTERPERSONAL EFFECTIVENESS

•NETWORK DIRECTEDNESS

•NEGOTIATING POWER

•PERSONAL INFLUENCE

•VERBAL BEHAVIOUR

OPERATIONAL EFFECTIVENESS

•RESULT ORIENTED

•EFFECTIVENESS

•RISK-TAKING

•CONTROL

ACHIEVEMENT MOTIVATION

•DRIVE

•PROFESSIONAL AMBITION

•INNOVATIVENESS

•STABILITY

Separation of reward for potential from reward for past performance

Evaluation and identification of past performance

Transparency of evaluation and appraisal procedures

Communication of potential assessment to each individual at regular intervals