Potential Appraisal 6k4b2p

POTENTIAL APPRAISAL • It is evaluating an employees capability or capacity to handle higher responsibilities and greater challenges at a higher position in an organization. • It helps in identification of hidden talents and skills of a person. • It is future oriented.

NEED FOR POTENTIAL APPRAISAL • Potential Is there in employees but it needs to be discover. • Performance appraisal is not sufficient to judge the suitability of an employee for a higher position with higher responsibilities. • Role played by an employee on the current job may not be the same at a higher position.

STEPS IN POTENTIAL APPRAISAL • Role or job description • Qualities or skills needed to perform the role • Rating mechanisms • Organizing the system •

TECHNIQUES FOR POTENTIAL APPRAISAL • • • • • • • •

Self appraisal Peers appraisal Superior appraisal MBO Leadership exercises Management games like role play Psychological and psychometric tests Records of performance

PURPOSE OF POTENTIAL APPRAISAL • To place right person on right job • To help the organization to carry out succession plans • To motivate the employees to develop skills and competencies required • To advise the employees on their overall career development and future prospects. • To identify hidden talents in an organization

DIFFERENCE BETWEEN PERFORMANCE AND POTENTIAL APPRAISAL • Performance appraisal is conducted for a given period of time where as potential appraisal is conducted for a future role. • Is conducted for a job already been performed where as is conducted for a job which has yet to be performed • Is done on all employees where as is done on star employees • Is conducted annually where as is conducted once in a two, three years. • Is conducted for assessing technical or hard skills where as is conducted for assessing soft or human skills.