Dear Rik,
I am developing an appraisal system for our managerial and non-managerial employees. I am seeking assistance regarding the potential appraisal of employees to help identify suitable candidates for promotion.
Your help in this area would be greatly appreciated.
Thank you.
Best regards,
Rik
From India, Calcutta
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I am developing an appraisal system for our managerial and non-managerial employees. I am seeking assistance regarding the potential appraisal of employees to help identify suitable candidates for promotion.
Your help in this area would be greatly appreciated.
Thank you.
Best regards,
Rik
From India, Calcutta
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Hello Rik,
Your question is fairly general, so this answer is also quite general.
Your talent recognition process could be an integral part of your existing performance appraisal process or an additional process.
As part of the existing process, identify the qualities and achievements that you need in the people to be promoted. Ensure that these qualities and achievements are included in your existing rating forms. At the end of the rating period, review all of the performance evaluations and separate out those that meet your criteria for possible promotion.
As an additional process, at the end of the rating period, gather all of the managers/supervisors together in a meeting. Ensure that they bring to the meeting names of possible candidates and have reviewed the qualities and achievements that you need in the people to be promoted. Ask managers/supervisors to discuss each proposed candidate in turn and arrive at a consensus of suitable promotions.
Vicki Heath
Human Resources Software and Resources: [http://www.businessperform.com](http://www.businessperform.com)
From Australia, Melbourne
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10Your question is fairly general, so this answer is also quite general.
Your talent recognition process could be an integral part of your existing performance appraisal process or an additional process.
As part of the existing process, identify the qualities and achievements that you need in the people to be promoted. Ensure that these qualities and achievements are included in your existing rating forms. At the end of the rating period, review all of the performance evaluations and separate out those that meet your criteria for possible promotion.
As an additional process, at the end of the rating period, gather all of the managers/supervisors together in a meeting. Ensure that they bring to the meeting names of possible candidates and have reviewed the qualities and achievements that you need in the people to be promoted. Ask managers/supervisors to discuss each proposed candidate in turn and arrive at a consensus of suitable promotions.
Vicki Heath
Human Resources Software and Resources: [http://www.businessperform.com](http://www.businessperform.com)
From Australia, Melbourne
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Hi, sir,
I'm a student of MBA and looking forward to a good future in HR. I just want to know what the criteria, measures, and role of potential appraisal are in an IT organization. Who all can be appraised, and is there a predefined level for it? What are the steps taken after potential appraisal? How is performance audit done, and which IT firms are practicing potential appraisal techniques?
Please reply. This particular question has been bothering me for so many days. I was not able to find the right person to get the knowledge.
Thank you,
Deepti U. Pathak
India.
Acknowledge(0)Amend(0)
I'm a student of MBA and looking forward to a good future in HR. I just want to know what the criteria, measures, and role of potential appraisal are in an IT organization. Who all can be appraised, and is there a predefined level for it? What are the steps taken after potential appraisal? How is performance audit done, and which IT firms are practicing potential appraisal techniques?
Please reply. This particular question has been bothering me for so many days. I was not able to find the right person to get the knowledge.
Thank you,
Deepti U. Pathak
India.
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