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Potential Appraisal - Performance And Potential Appraisal
Human Resources Management - Performance And Potential Appraisal
Potential Appraisal - Performance And Potential Appraisal
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Performance appraisal has two objectives:
Potential
Appraisal
Performance appraisal has two objectives:
1. Evaluation of an employee in his present role. Making him to do his present job in better ways.
2. His suitability for higher order job, promotion and higher responsibility for which his potential appraisal will help him identify the areas to be improved to reach the requirements.
1. Determination of role dimension for which an employee’s potential is to be appraised. The role dimensions can be identified by job description and specification which provide information about the responsibilities involved in a job and the attributes required.
2. The mechanism for appraising these attributes in an employee should be determined.
3. Potential appraisal based on the scoring of attributes.
Performance appraisal has two objectives:
1. Evaluation of an employee in his present role. Making him to do his present job in better ways.
2. His suitability for higher order job, promotion and higher responsibility for which his potential appraisal will help him identify the areas to be improved to reach the requirements.
Steps in Potential Appraisal
1. Determination of role dimension for which an employee’s potential is to be appraised. The role dimensions can be identified by job description and specification which provide information about the responsibilities involved in a job and the attributes required.
2. The mechanism for appraising these attributes in an employee should be determined.
3. Potential appraisal based on the scoring of attributes.
4. Potential appraisal to be linked to other human resource management elements such as providing feedback, counseling, training, development and job rotation.
Tags : Human Resources Management - Performance And Potential Appraisal
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