A

Report on

“Build a comprehensive plan to develop employee

potential and lower the attrition rate of a
company”
A report submitted to
“Mentorminds”

Content:
 Identify your needs
 Set criteria for identification of potential

Submitted by
Kaperthi. Srikari
Email: kaperthisrikari.27@vjim.edu.in
EMPLOYEE PERFORMANCE
Definition:
Employee performance is defined as how an employee fulfills their job duties
and executes their tasks. It refers to the effectiveness, quality, and efficiency of
their output. Performance also contributes to our assessment of how valuable
an employee is to the organization.
Adding value in an organization:
The value added is the real contribution the person makes to your organization's
success. Performing the activities listed in the job description or the job
specification is more important and makes a real contribution to the
organization. Value-added activities or contributions are the most often
measurable results for your company. These are things that make the company
better, more profitable and a nicer place to work for the employees.
 Protected Money
 Overcome Customers
 Enlarged Sales
 Reduced the Time
 Stages to Complete a Work Process
Benefits of Adding Value:
 Employees who have an identifiable, remarkable value add impact on their
organization are eligible for pay raises, promotions, recognition, and
appreciation in the organizations.
 Take accountability for the great things someone do and the value someone
add to the company.
Identify high performance employee:
 High performers achieve their goals and seek out extra value-added duties.
 High performers take the initiative to increase their skills in any field to
improve themselves and to see themselves in higher positions.
 High performers seek feedback to improve their performance and learn from
mistakes and improve themselves
 High performers have a persistent ambition for quality of work they do and
contribute themselves to the organizational success.
Every organization wants high-performing employees to run the organization
effectively. And not all employees have to fall into the high-performing category
for the organization to be successful they can be in any field to work for
organization.

HIGH POTENTIAL
Definition:
A high potential is someone who has the ability, potential and aspiration and to
hold sequential leadership positions in organizations.

Develop high potential employee:

 High potential employees are more valuable to a business than non-high
potential workers. High potential work shows much impact then non
potential workers.
 These high-quality individuals can raise the performance bar of other
workers; simply adding a star performer to a team alone boosts the
effectiveness of other team members.
 Organizations need high employee potential for skill of an individual to
development up the ranks.
 The ability to build and lead teams that can constantly beat the competition
 High potential employee as one who has ‘the potential, ability, and
aspiration to hold successive leadership positions in an organization to rise
the company to the top this can be done by the high-potential.

Identifying high potential employees:

High potential model identifies leadership potential along three dimensions.
 Leadership foundations: The employees who can manage their careers, are
rewarding to arrangement with, and are good organizational employees.
 Leadership emergence: The employees who can stand out from their peers,
build strategic business relationships with others, and who are exert in
influencing other, and are said to be a good leader.
  Leadership effectiveness: The employees who can build and maintain high-
performing teams and drive those teams toward organizational success are
said to be effective leader.
Organizations identify high potential employees:
 The employees who set perfect criteria for promotion that define clearly
what behaviors, achievements and KPIs that equate to high potential.
 The employee should use objective and reliable methods to assess
performance and be transparent about everyone’s output.
 Provide developing provision for those who fail to meet those targets in the
face of trying – potential can be trained and improved.
 Don’t just focus on past or current performance of the employee it is better
look if personality is a better indicator of employee’s potential for a new
role, especially when it involves dealing with the employees.

key personality traits that distinguish a high potential employee:

There are several key traits that business leaders sense set high potential
employees. These range from flexibility and being goal-oriented, to an
obsessive and collaborative approach.
Identified three general markers of high potential: ability, social skills and drive
and they are explained as follows
 Ability: The potential for accomplishment in a leadership role at a decision-
making level requires planned thinking and the ability to adapt an
organization for the long-standing and future it also involves in vision and
imagination, as well as an entrepreneurial mindset.
 Social skills: Employees likely to be high potential employees must first be
able to manage themselves in the organization and better performance
compared to other employees and they need to handle increased pressure,
deal usefully with difficulty, and act with dignity and integrity – but also
manage others while doing their work.
 Drive: This can be measured by consistent tests that measure thoroughness,
achievement motivation, and ambition but can also be identified
behaviorally how hard an individual works for himself and work for the
organization better and they are willingness to take on extra duties and tasks,
 and excitement for more responsibility that they need to do for their better
future in organization.

Organization identify to develop and retain a high potential

employee:
 Although many organizations do invest in the identification of high
potentials, there is then less attention paid to the development of high
potential individuals.

 Individuals have been identified as having ‘highly-potential’ they are not

independent leaders ready to step into senior executive roles; they need
developing and development.
 Effectively every individual identified as having the potential for a
leadership role will require some grade of development. Personality
assessment provides a perfect plan for building custom development plans
for high-potential employees
 Employees may deserve to know that they are excelling, and their
performance is reaching high standards with the potential for advancement,
but in some cases, this can lead to inflated egos and increased expectations

5 Traits of High-Potential Employees:

 High-potential employees are the ones who have true expertise in the better
skills and keep learning more to improve themselves in all aspects.
 Others respect them because they are perfect in their field and confident
enough to speak in a better way and one must appreciate how much your
high potentials know.
 High potential employees are ambitious at their work there are doing for
better tomorrow.
 They work well with others and understand other and communicate in a
better way.
 They have guts to do work in effective and efficient way in given period.
Behaviors of high potential employees:

 They Have Superhero powers like they are good at grasping power and they
are good ate listening to other patiently.
 They Trust and Believe in the people that they lead with-in the organization
and in a team, they are working for success.
 They Are Good at Coaches the other employees and taking initiative in
solving their problems and Believe in the Power of Coaching in what they
are giving that means they believe in themselves before they coach others.
 They see problems as little and put their best to solve the problem within
give period.
 They Are Tough in all the aspects they work they interact with employees
and know their problems and take initiative in doing things first.