HUMAN RESOURCE PRESENTATION

ON

POTENTIAL
APPRAISAL AND
CAREER PLANNING &
MANAGEMENT
TEAM PRESENTATION
MEMBERS: .

1. DEEPANSHU DUTTA
2 . FAYZA ISHMAT KHAN
3. DIVY KAKWANI
4. DIVYANSHI JAIN

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INTRODUCTION
POTENTIAL APPRAISAL
“
The Potential appraisal refers
to the appraisal i.e.
Identification of the hidden
talents and skills of a person.
The person might or might
not be aware of them.

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DEFINITION
□ Potential appraisal is future oriented appraisal aimed to
identify and evaluate the potential of the employees to
assume higher positions and responsibilities in the
organizational hierarchy.

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NEED FOR APPRAISAL

▪ Create competitive environment for better performance

▪ To inform employees of their future prospects.
▪ Attracting and retaining best talent
▪ To update training and recruitment activities.

□ Potential appraisal helps to identify what can happen in

future so that it can be guided and directed towards the
achievement of individual and organizational growth and
goals. 6
SIGNIFICANCE OF POTENTIAL APPRAISAL

▪ Identifying the unexplore abilities with suitability or

future assignments and position.
▪ Career growth and development
▪ Succession planning
▪ Retention strategy

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CHARACTERSTICS

▪ Process of identifying hidden skills and abilities in a

person
▪ It is future oriented process
▪ Help to motivate employees to do different jobs
▪ Helps to identify individuals who can take higher
responsibilities.

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Techniques of potential appraisal

▪ 1. Self appraisals
▪ 2. Peer appraisals
▪ 3. Superior appraisals
▪ 4. psychological and psychometric tests
▪ 5. Management games like “role playing”
▪ 6. Leadership exercises
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10
STEPS TO BE FOLLOWED WHEN
INTRODUCING A POTENTIAL
APPRAISAL SYSTEM :

1. ROLE DESCRIPTION
2. QUALITIES REQUIRED
3. INDICATORS OF QUALITIES
4. ORGANIZING THE SYSTEM
5. FEEDBACK

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CAREER PLANNING AND MANAGMENT

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CAREER PLANNING

■ A Systematic process of choosing and selection one’s

career goal and path to acquire these goal

ORGANIZATION POINT OF VIEW

▪A technique for mapping out the entire career of employees from
employment stage to retirement stage

▪ It involves discovery, development, planned employment and

reemployment 14
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CAREER MANAGEMENT

▪ Career management is a process through which employees

▪ * Become aware of their own interests, values, strengths,
and weaknesses.
▪ * Obtain information about job opportunities
▪ * Identify career goals
▪ * Establish action plans to achieve career goals

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IMPORTANCE

▪ INDIVIDUAL’s Perspective:
▪ The process of career planning helps the individual to have
knowledge of various career opportunities.
▪ It helps the organization to identify internal employees who
can be promoted.
▪ It satisfies employees esteem needs
▪ Increased job satisfaction and enhances employee
commitment.
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ORGANIZATION’S PROSPECTIVE:

The career plan helps to satisfy employee expectations

and as such minimizes employee frustration

By attracting and retaining the people from different culture

Succession planning

Backward communities get opportunities for growth and

development

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CAREER DEVELOPMENT

▪ An ongoing formalized effort by an organization

that focuses on developing and enriching more
capable employees.
▪ It involves a person’s past present and future
work roles.

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PROCESS OF CAREER PLANNING AND
DEVELOPMENT
▪ The following steps are:
1. Analysis of individual skills, knowledge, abilities, aptitudes etc
2. Identify job opportunities in chosen field
3. Learn more about these specific careers
4. Establishing realistic goals both short term and long term.
5. Get the right training and preparation for your career
6. Preparing and implementing action plan for achieving goals.

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POTENTIAL
APPRAISAL AT
“PHILIPS INDIA” (Pvt
Ltd)

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COMPANY INFORMATION
■ Philips began operations in India in 1930 with the establishment
of Philips Electrical Co. (India) Pvt.
■ Industry: Consumer electronics and lighting
■ Founded in May15, year 1891.
■ Founders: GERARD PHILIPS, FREDERIK PHILIPS.
■ Headquarters: NETHERLANDS
■ Manufactures more than 50000 products
■ No of employees: 122,000 (2019) Ltd in Kolkata
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Potential Appraisal at Philips India:
Philips India has combined performance and potential appraisal
together. It is

The various criteria used by Philips N.V. are divided into four types:
1. Conceptual Effectiveness:
Vision, business orientation, entrepreneurial orientation and sense of reality.

2. Operational Effectiveness:
Result orientation, individual effectiveness, risk taking and con­trol.

3. Interpersonal Effectiveness:
:Network directedness, negotiating power, personal influence and verbal
behaviour.

4. Achievement Motivation:
Drive, personal ambition, innovativeness, and stability.
Let us give a brief description of four classifications of appraises:

1. Low Potential – Low Performance:

These employees are low on both dimensions.

2. High Potential – Low Performance:

In order to utilize their high potential, these employees are shifted either to
new locations or new departments..

3. Low Potential – High Performance:

They are performers termed as solid citizens. They lack potential for higher job.

4. High Potential – High Performance:

They are termed as stars.

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CAREER PLANNING
AND DEVELOPMENT at
JOHNSON & JOHNSON
INC.

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COMPANY INFORMATION

▪ Johnson & Johnson is a fortune 500 Pharmaceutical and

consumer packaged goods manufacturing MNC.
▪ FOUNDED: In year 1886
▪ FOUNDERs: Robert wood Johnson, James wood Johnson
and Edward mead Johnson
▪ Johnson & Johnson have more than 265 operating
companies around 60 countries
▪ No of employees: 126,500
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CAREER DEVELOPMENT AT JOHNSON &
JOHNSON
Johnson & Johnson inc. have well defined processes and tools to
helps it employees drive their career in the direction that is most
meaningful to them. These include:

→ a personal, customized development program

→ leadership training and online learning
→ clear succession planning, and programs that are designed
to give you specific experiences and skills acquisition.
→ career opportunities across three business segments
→ Flexible career path 28
CONCLUTION

▪ Through Potential ▪ Career planning is an

appraisal an employee important step to success
evaluate his abilities and in in the workplace.
capabilities to handle ▪ Through career planning
higher responsibilities at one can select goal and
a higher position. path to these goal to
▪ Also an employee can incorporate short term
identify his hidden and long term goals
talents and strengths.
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THANK YOU!