Eshaan Potential Appraisal
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Transcript of 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