This document discusses potential appraisal and career development in organizations. It defines potential appraisal as identifying an employee's ability to take on higher responsibilities. Potential is assessed based on supervisor observations, performance history, and simulated roles. Career development involves guiding employee movement through positions to retain talent and improve motivation. It outlines the steps of developing a potential appraisal system, including defining roles and qualities, and providing feedback. Career development aims to attract and utilize employees effectively through assessing needs, creating vision, and evaluating results. Individual development focuses on performance and networking, while organizational development uses tools like counseling, information services, and training programs.

1. POTENTIAL APPRAISAL & CAREER DEVELOPMENT Presented by, Manju.N.Premanand III sem MBA

2. POTENTIAL APPRAISAL

3. The term ‘potential’ refers to the abilities possessed by an employee but not put to use currently or the the abilities to assume challenging responsibilities in the future assignments.The objective of potential appraisal is to identify the potential of a given employee to occupy higher positions in the organisational hierarchy and under take higher responsibilities.The appraisal is carried out on the basis of : #1 supervisor’s observations. #2 performance data relating to various previous roles played by an employee. #3 performance on roles in simulated settings relating to a new position.

4. NEEDS OF POTENTAL APPRAISALTo inform the employees about their future prospects;

5. To help the organisation chalk out a suitable succession plan;

6. To update training efforts from time to time;

7. To advice employees about what they must to do improve their career prospects. STEPS TO BE FOLLOWED IN A GOOD POTENTIAL APPRAISAL SYSTEMRole Descriptions: Organisational roles & functions must be defined clearly. Job descriptions must be prepared for each job.Qualities needed to perform the roles: Based on job descriptions ,the roles to be played by people must be prepared.

8. Rating mechanisms: Besides listing the functions & qualities, the potential appraisal system must list mechanisms of judging the qualities of employees such as: Rating by others

9. Tests

10. Games

11. RecordsOrganising the system:After covering the above preliminaries, the HR manager must set up a system that will allow the introduction of the scheme smoothly incorporating answers to some complex Qns such as:How much weightage to accord to merit in place of seniority promotions?

12. How much weightage to accord to each of the performance dimensions?

13. What are the mechanisms of assessing the individual on different indicators of his potential,& with what degree of reliability?Feedback: The system must provide an opportunity for every employee to know the results of his assessment.He should be helped to understand the qualities actually required for performing the role for which he thinks he has potential,the mechanisms used by the organisations to appraise his potential & the results of such appraisal.

14. CAREER DEVELOPMENT

15. Career development means the process of increasing an employee’s potential for advancement & career change. It is a process of planning the series of possible jobs which an individual may hold in the organisation over time & developing strategies designed to provide necessary job skills . It is a systematic process of guiding the movement of people in an org. through different hierarchical positions.

16. OBJECTIVESTo attract & retain effective persons in an org.

17. To utilise human resources optimally.

18. To improve morale & motivation level of employees.

19. To reduce employee turn over.

20. To maintain harmonious industrial relations.

21. To make make employees adaptable to changes.

22. To increase employees’ loyality & commitment to org.STEPS IN CAREER DEVELOPT. SYSTEMStep 1: NeedsThis step involves in conducting a needs assessment as a training programme.Step 2: Vision The needs of the career system must be linked with the interventions.An ideal career developt. system known as the vision, links needs with the interventions.

23. Step 3: Action plan An action plan should be formulated in order to achieve the vision.The support of the top mgt should be obtained in the process.Step 4: Results Career developt. progrmme should be integrated with the organisation’s on going employee training & mgt developt. Programmes.The programme should be eval uated from time to time in order to revise the programme.

24. SIGNIFICANCE & ADVANTAGESIt reduces employee turn over.