2. Def…….POTENTIAL. The highest level of work a person could ultimately be expected to handle comfortably and successfully without being over-stretched.
3. In making potential appraisal of managers ,levels of talent and ambition have to be clearly identified. It should be identified that there are limits beyond which any individual employee will be over-stretched. Doing the present job exceedingly well is no indicator of accrued success in a higher job. Some employees are cut-out for specific jobs. Promoting them without assessing their potential may be a lose-lose situation for the organisation.
4. Objectives..of PA. To assess an individual in terms of the highest level of work the individual will be able to handle comfortably and successfully in future without being over-stretched. To assist the organization in discharging its responsibility of selecting and developing managers for the future to ensure continuous growth of the organization.
5. Corporate check…….Vital qualities Analytical power Creative imagination Sense of reality Capability of taking holistic view Effective leadership.
6. Role of Trainer. The trainers role will have to change from one of conducting training programmes to that of being a facilitator. The stress has to be on learning than on teaching.
7. HR portfolio matrix. Job performance refers to the actual achievements of the individuals compared with the objectives of the job. 2 by 2 Grid gives 4 types of employees. Deadwood Work Horses Stars Problem Child.
