Potential Appraisal

1. INTRODUCTION
 The potential appraisal refers to the appraisal
i.e. identification of the talents and skills of a
person. The performance might or might not
be aware of them.
 Potential appraisal is a future-oriented
appraisal whose main objective I to identify
and evaluate the potential of the employees
to assume higher positions and responsibility
in the organizational hierarchy.

2. DEFINITION
 Potential appraisal is a process of
determining an employee's strengths and
weaknesses with a view to use this a
predictor of his future performance
 Potential appraisal is a future oriented
appraisal aimed to identify and evaluate the
potential of the employees to assume higher
potential and responsibilities in the
organizational hierarchy.

3. PURPOSE OF POTENTIAL
APPRAISAL
 To inform employees of their future prospects
 To enable the organization to draft a
management succession programmed
 To update training and recruitment activities
 To advise employee about the work to be
done to enhance their career opportunities
 Motivate the employee to future develop their
skills and competencies

4. CHARACTERISTICS
 Process of identifying hidden skills and
abilities in a person
 The time for potential appraisal is not fixed
 It does not guarantee promotion
 Part of performance appraisal
 It is future oriented prosess

5. PARAMETERS OR
INDICATORS OF
POTENTIAL
 Sense of reality
 Creative imagination
 Power of analysis
 Breadth of vision
 Leadership

6. 1.Role description:-
A good potential appraisal system would
be based on clarity of roles and functions
associated with the different roles in an
organization . The requirement is extensive
job description to be made available for each
job . These job descriptions should spell out
the various functions involved in performing
the job.
REQUIREMENTS

7. 2) QUALITY REQUIRED
 Technical knowledge and skills
 Managerial capabilities and qualities
 Behavioral capabilities
 Conceptual capabilities

8. INDICATORS OF QUALITIES
 Rating by other
 Psychological test
 Simulation games and exercises
 Performance appraisal records

9. 3) ORGANIZING THE SYSTEM
 Once the function , the qualities required to
perform these functions , indicators of these
qualities , and mechanism for generating
these indicators are clear , the organization is
in a sound position to establish and operate
the potential appraisal system.

10. FEEDBACK
 If the organization believes in the
development of human resources it should
attempt to generate a climate of openness .
Such a climate is required for helping the
employee to understand their strengths and
weaknesses and to create opportunities for
development.

11. TECNIUQES OF POTENTIAL
APPRAISAL
 self appraisal self appraisal from
 Name of employee
 Designation
 Department
 Reporting officer
 Responsibilities
 Accomplishments
 Goals for next appraisal period
 Measres taken for personal and
professional development
 Best and worst aspects of the job

12. THANK YOU