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Presented by   NIRAJ RAI
<ul><li>Potential can be defined as ‘a latent but unrealised ability’. There are many people </li></ul><ul><li>who have th...
<ul><li>POTENTIAL   APPRAISAL </li></ul><ul><li>Qualities that exist  Evaluation </li></ul><ul><li>and can be developed  <...
<ul><li>Career  Path   </li></ul><ul><li>Help employees to move upwards in the organization. People do not like to work on...
<ul><li>An “assessment centre” is a multiple assessment of several individuals performed simultaneously by a group of trai...
<ul><li>A sense of reality : This is the extent to which a person thinks and acts objectively, resisting purely emotional ...
<ul><li>Power of analysis:   The capacity to break down, reformulate or transform a   complicated situation into manageabl...
<ul><li>Part III of the Performance Appraisal form of  Maruti Udyog Ltd. </li></ul><ul><li>solicits information to assess ...
<ul><li>Ability to develop subordinates  (Sensitivityto develop </li></ul><ul><li>subordinate’s mental skills; ability to ...
<ul><li>ATTRACTING & RETAINING BEST TALENT </li></ul><ul><li>BOOSTING THE MORALE-MOTIVATIONAL TOOL </li></ul><ul><li>CREAT...
<ul><li>Assessment centers are a more elaborate set of performance simulation tests, specifically designed to evaluate a c...
<ul><li>Job Analysis </li></ul><ul><li>Behavioural Classification </li></ul><ul><li>Assessment Techniques </li></ul><ul><l...
<ul><li>Recruitment and Promotion </li></ul><ul><li>Early Identification of Personnel </li></ul><ul><li>Diagnosis of Train...
<ul><li>Integral part of management development process and career planning </li></ul><ul><li>Subjective, non-quantitative...
<ul><li>Job Knowledge </li></ul><ul><li>Thinking Clearly </li></ul><ul><li>Goal-setting & planning </li></ul><ul><li>Relat...
<ul><li>Personality tests to capture abilities such as logic, aptitude, deduction and inference </li></ul><ul><li>Attribut...
POTENTIAL HIGH LOW PERFORMANCE HIGH THE PHILIPS MODEL LOW PROBLEM CHILDREN STARS ? PLANNED SEPERATION SOLID CITIZENS
<ul><li>CONCEPTUAL EFFECTIVENESS </li></ul><ul><li>VISION </li></ul><ul><li>BUSINESS ORIENTATION </li></ul><ul><li>ENTREPR...
<ul><li>Separation of reward for potential from reward for past performance </li></ul><ul><li>Evaluation and identificatio...
 
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Eshaan Potential Appraisal

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Eshaan Potential Appraisal

  1. 1. Presented by NIRAJ RAI
  2. 2. <ul><li>Potential can be defined as ‘a latent but unrealised ability’. There are many people </li></ul><ul><li>who have the desire and potential to advance through the job they are in, wanting the </li></ul><ul><li>opportunity to operate at a higher level of competence in the same type of work. </li></ul>
  3. 3. <ul><li>POTENTIAL APPRAISAL </li></ul><ul><li>Qualities that exist Evaluation </li></ul><ul><li>and can be developed </li></ul><ul><li>Beyond the Present Role. </li></ul>
  4. 4. <ul><li>Career Path </li></ul><ul><li>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 </li></ul><ul><li>component of human resources management. </li></ul>
  5. 5. <ul><li>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. </li></ul>
  6. 6. <ul><li>A sense of reality : This is the extent to which a person thinks and acts objectively, resisting purely emotional pressures but pursuing realistic projects </li></ul><ul><li>with enthusiasm. </li></ul><ul><li>Imagination: The ability to let the mind range over a wide variety of possible of action, going beyond conventional approaches to situations and not </li></ul><ul><li>being confined to ‘This is the way it is always being done!’ </li></ul>
  7. 7. <ul><li>Power of analysis: The capacity to break down, reformulate or transform a complicated situation into manageable terms . </li></ul><ul><li>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. </li></ul><ul><li>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’. </li></ul>
  8. 8. <ul><li>Part III of the Performance Appraisal form of Maruti Udyog Ltd. </li></ul><ul><li>solicits information to assess the future potential and ability of it </li></ul><ul><li>L8 and above categories of workers to assume a position of </li></ul><ul><li>Higher responsibility (L13)in the following format. </li></ul><ul><li>Group effectiveness ( Maintaining and improving morale of group and </li></ul><ul><li>helping its identification with organisational objectives; optimal utilisation of </li></ul><ul><li>available manpower resources; directing and co-ordinating efforts an </li></ul><ul><li>effective follow up action to ensure accomplishment of planned objectives). </li></ul>OUTSTANDING VERY GOOD GOOD STATISFACTORY UNSATIFACTORY
  9. 9. <ul><li>Ability to develop subordinates (Sensitivityto develop </li></ul><ul><li>subordinate’s mental skills; ability to provide professional </li></ul><ul><li>guidance to produce group results) </li></ul>Outstanding Very Good Good Satisfactory Unsatisfactory Potential Capability (Overall rating for managerial capability to head a department based on your assessment related to the above two points) Outstanding Very Good Good Satisfactory Unsatisfactory
  10. 10. <ul><li>ATTRACTING & RETAINING BEST TALENT </li></ul><ul><li>BOOSTING THE MORALE-MOTIVATIONAL TOOL </li></ul><ul><li>CREATING COMPETITIVE ENVIRONMENT FOR BETTER PERFORMANCE </li></ul><ul><li>PERMEATING A HEALTHY ORGANISATIONAL CULTURE </li></ul><ul><li>IMPORTANT FOR SUSTENANCE OF FLATTER STRUCTURES </li></ul>
  11. 11. <ul><li>Assessment centers are a more elaborate set of performance simulation tests, specifically designed to evaluate a candidate’s managerial potential. </li></ul><ul><li>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. </li></ul>
  12. 12. <ul><li>Job Analysis </li></ul><ul><li>Behavioural Classification </li></ul><ul><li>Assessment Techniques </li></ul><ul><li>Multiple Assessments </li></ul><ul><li>Simulations </li></ul><ul><li>Assessors </li></ul><ul><li>Assessor Training </li></ul><ul><li>Recording Behaviour </li></ul><ul><li>Reports </li></ul><ul><li>Data Integration </li></ul>
  13. 13. <ul><li>Recruitment and Promotion </li></ul><ul><li>Early Identification of Personnel </li></ul><ul><li>Diagnosis of Training and Development Need </li></ul><ul><li>Organizational Planning </li></ul>
  14. 14. <ul><li>Integral part of management development process and career planning </li></ul><ul><li>Subjective, non-quantitative approach </li></ul><ul><li>Focus on future rather than past performance </li></ul><ul><li>Essential for grooming future leaders </li></ul>
  15. 15. <ul><li>Job Knowledge </li></ul><ul><li>Thinking Clearly </li></ul><ul><li>Goal-setting & planning </li></ul><ul><li>Relationships </li></ul><ul><li>Leadership </li></ul><ul><li>Innovation </li></ul>
  16. 16. <ul><li>Personality tests to capture abilities such as logic, aptitude, deduction and inference </li></ul><ul><li>Attribute appraisal: </li></ul><ul><ul><ul><ul><li>Attitude </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Accountability </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Commitment </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Initiative </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Leadership </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Ethics </li></ul></ul></ul></ul>
  17. 17. POTENTIAL HIGH LOW PERFORMANCE HIGH THE PHILIPS MODEL LOW PROBLEM CHILDREN STARS ? PLANNED SEPERATION SOLID CITIZENS
  18. 18. <ul><li>CONCEPTUAL EFFECTIVENESS </li></ul><ul><li>VISION </li></ul><ul><li>BUSINESS ORIENTATION </li></ul><ul><li>ENTREPRENEURIAL ORIENTATION </li></ul><ul><li>SENSE OF REALITY </li></ul><ul><li>INTERPERSONAL EFFECTIVENESS </li></ul><ul><li>NETWORK DIRECTEDNESS </li></ul><ul><li>NEGOTIATING POWER </li></ul><ul><li>PERSONAL INFLUENCE </li></ul><ul><li>VERBAL BEHAVIOUR </li></ul><ul><li>OPERATIONAL EFFECTIVENESS </li></ul><ul><li>RESULT ORIENTED </li></ul><ul><li>EFFECTIVENESS </li></ul><ul><li>RISK-TAKING </li></ul><ul><li>CONTROL </li></ul><ul><li>ACHIEVEMENT MOTIVATION </li></ul><ul><li>DRIVE </li></ul><ul><li>PROFESSIONAL AMBITION </li></ul><ul><li>INNOVATIVENESS </li></ul><ul><li>STABILITY </li></ul>
  19. 19. <ul><li>Separation of reward for potential from reward for past performance </li></ul><ul><li>Evaluation and identification of past performance </li></ul><ul><li>Transparency of evaluation and appraisal procedures </li></ul><ul><li>Communication of potential assessment to each individual at regular intervals </li></ul>

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