There are many traits of our personality we are not well aware of unless someone else notices that and informs us. This is the key concept in the potential appraisal.
Potential Appraisal
This refers to analyzing one’s behavior, attitude and skillset to assess if there is some hidden talent or potential for some higher responsibility or talent for a different role as well.
Potential is something underlying that is unleashed yet. This could be a skill if identified and nurtured with time with a willing mindset. Someone working in a construction site might have leanings towards drawing which could be turned into a skill and could be applied in the works like civil drawing, city maps, etc.
Performance appraisal is based on past records while a potential appraisal is more focused on future outcomes. We can say that performance appraisal is reactive and potential appraisal is proactive in nature.
Purpose
- To inform employees about their unleashed potential
- To prepare a workforce within the organization for new roles without new hirings
- To create, update and perform various training programs
- To make the employee more aware of the duties which makes him/her more important for the organization
Techniques
- Self – appraisals – Ratings and reviews on own work
- Peer appraisals – Ratings and reviews on the work by peers
- Superior appraisals – Ratings and reviews on the work by subordinates
- Psychological and psychometric tests – Taking tests like a personality test, etc
- Management games