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Performance Appraisal
 Definition & concept
 The process of performance appraisal
 Pre- requisites for a effective
Performance Appraisal System
 Challenges of Performance appraisal
 Purpose Of Performance appraisal
 Performance Appraisal and
Career Development
 Performance Appraisal Approaches
 
Balanced Scorecard and Performance Management
 The Balanced Scorecard
 Balanced Scorecard Approach to
Measure Performance
 
Methods and Techniques of
Performance Appraisal
 Traditional Method
 Modern Method
      360 degree appraisal
(scalar rating system)
      Arguments Against 360 Degree
Performance Appraisal
      Management by objectives (MBO)
      Assessment Centers
 
IT and Performance Appraisal
 Use of IT in Performance Appraisal
 Performance Appraisal Softwares
 Electronic Performance Monitoring
 Potential Appraisal
 Potential Appraisal Form
 Self Appraisal form
 
Performance Appraisal:
Some Important Issues
 Performance Appraisal and
Change Management
 Total Quality Management and
Performance Appraisal
 Performance Management &
Succession Planning
 Linking Compensation to
Performance
 Appraisal as a Motivating
Mechanism
 Micromanagement & Performance
Management
 Performance Appraisals And
Organisational Performance
 Employee Training Need Assessment
 Performance Appraisal in
Government Organisations
 Arguments Against Performance
Appraisals
 Managing without Performance
Appraisals
 Performance Management
Outsourcing
 Advantage Of Performance
Management Outsourcing
 Performance appraisal for
different levels of employees
 Parameter to Appraise Performance
in BPO Sector
 Current global trends in Performance
appraisal (in general terms)
 
 

Potential Appraisal Form


Appraisals Home » Potential Appraisal Form
 
Potential appraisal is an important part of the appraisal process. Appraising an employee’s potential helps to evaluate and his/her capability for growth and development to greater challenges, responsibilities and positions in the organisational hierarchy. Most organisations incorporate potential appraisal in their appraisal processes for identifying and developing suitable employee base for succession planning.

This Performance appraisal concentrates on the future, based on the performance of the past and helps in developing the personal interests of the employees in alignment to the organisational goals.

With the help of the potential appraisal form, the employees/ individuals are judged on various performance and behavioural parameters like:

  • The performance areas in which the improvement or development is indicated.


  • The accomplishments and the targets achieved in the current appraisal period


  • Overall rating of the performance


  • What skills, knowledge, competencies and qualities should be developed?


  • Has the employee taken any steps for improving his performance and his career development?


  • Recommendations for the training and development of the employee


  • Updating knowledge on the latest developments on their job related and subject areas.


  • Rate the employee on the following characteristics or how does the employee fair on following behavioural characteristics:

    • Decision making


    • Independent


    • Confidence towards the job


    • Handling stress and pressure


    • Inter-personal skills, both with superiors and subordinates


    • Leadership, motivating and conflict handling
The past performance of the employee and the potential of performing in future helps to identify the hidden talents.
 
Once a Year Overview
Self Appraisal
Performance Review - Preparation
Performance Review - The Meeting
How to Complete a Performance Appraisal Form
Analysis for Improving Performance
Active performance appraisal conversation
Performance appraisal feedback
Performance Consulting: Moving Beyond Training
Writing performance appraisal
Performance Appraisal Training
How to Measure Employee Performance
FAQ about Performance Appraisal
 
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