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Venkatesh Rajendran |
Performance & Potential
01-29-2007 / 3:47 am #1
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Hi, Let me have some notes on Measuring the Performance and Potential of employees. Regards, Anand rvanand1@rediffmail.com |
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Dinesh Prabhakar |
Re: Performance & Potential
10-07-2008 / 1:54 am #2
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Hi Anand, Saw your posting in HR.Com. We have designed and implemented 3*3 profiling (9 box Profiling) for capturing and measuring the performance and potentials of employees in our Organization. Thumb rules for measuring the potential & performance Guideline for Potential:- High Potential – 2 Level Upward Movement expected in the duration of 3 years Medium Potential – 1 Level Upward Movement expected in the Duration of 3 years Low Potential – Nil Upward Movement expected in the duration of 3 years Guideline for Performance:- High Performer - Last two year ratings should be the combination of (5,5) or (5,4) or (4,5) or (4,4) Medium Performer – Last two year ratings in the combination of (4,3) or (3,4)or (3,3) Low Performer – Last two year ratings in the combination of (2, 3) or (3, 2). Regards Dinesh |
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Debora M |
Re: Performance & Potential
10-01-2019 / 5:53 am #3
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There are a number of approaches to measuring high potential. In 2009, Silzer and Church looked at this need for measurement and developed seven categories of criteria that one can use to measure high potential. Some of these criteria are the following: 1. Cognitive skills Cognitive skills, consist of conceptual strategic thinking, breadth of thinking, intellect, cognitive ability and dealing with complexity and ambiguity. "This is a fairly standard component of any method used to identify potential to move into more significant roles. If the person doesn't have the intellectual capability or 'horsepower', this may be a gross disqualifier in terms of their eligibility for a high-potential program. 2. Personality variables Personality variables consist of interpersonal skills, sociability, maturity, stability, and resilience. 3. Learning variables "One of the key expectations of someone in a high-potential program is that they will be receptive to learning," This includes adaptability, flexibility, learning orientation and interest in learning. "The last one is very important because most people - who I've encountered personally and have been designated as a high potential - haven't, unfortunately, had the implication of this explained to them. Consequently, they tend to be slightly arrogant – especially those who have carried the label of 'high potential' over a number of years." The challenge with these 'slightly arrogant' high potentials is that they "think that they know everything" and, as a result, you can't teach them anything. 4. Leadership skills 5. Motivation variables Motivation variables include drive, energy, engagement, tenacity, aspiration for advancement, results-orientation propensity for risk-taking and performance records. 6. Other variables In this category, we look at specialized/specialist predictors or qualifiers. "This talks to the concept of technical potential. This means we can become more focused here on what those key criteria [that determine high potential might be." One thing that you do need to consider when you put together a high potential program for your organization is that if you're going to drive it effectively, you're going to need to invest time, resources and finances to the project. "This means that you have to be 100% sure that the people you're going to be investing in will give you the highest return on investment. |
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Jane Adames |
Re: Performance & Potential
03-23-2020 / 8:07 am #4
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I would recommend the real cloud HR platforms like mihcm.com which introduces performance appraisals powered by real time and continuous feedback. I have personally recommended this to enterprises in my community. MiHCM is a pretty interesting product with :
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