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This document discusses potential appraisal, psychological appraisal, and assessment centers. Potential appraisal identifies employees' hidden talents and skills and evaluates their potential for higher positions. It informs employees of career prospects and helps organizations plan for succession. Psychological appraisal uses psychometric tests to understand an employee's reasoning abilities and perspective on work. An assessment center uses standardized job simulations, interviews, and tests to evaluate critical job competencies under controlled conditions. Multiple trained observers provide comprehensive evaluations that are pooled to assess an employee's performance on key dimensions.
This document discusses potential appraisal, psychological appraisal, and assessment centers. Potential appraisal identifies employees' hidden talents and skills and evaluates their potential for higher positions. It informs employees of career prospects and helps organizations plan for succession. Psychological appraisal uses psychometric tests to understand an employee's reasoning abilities and perspective on work. An assessment center uses standardized job simulations, interviews, and tests to evaluate critical job competencies under controlled conditions. Multiple trained observers provide comprehensive evaluations that are pooled to assess an employee's performance on key dimensions.
This document discusses potential appraisal, psychological appraisal, and assessment centers. Potential appraisal identifies employees' hidden talents and skills and evaluates their potential for higher positions. It informs employees of career prospects and helps organizations plan for succession. Psychological appraisal uses psychometric tests to understand an employee's reasoning abilities and perspective on work. An assessment center uses standardized job simulations, interviews, and tests to evaluate critical job competencies under controlled conditions. Multiple trained observers provide comprehensive evaluations that are pooled to assess an employee's performance on key dimensions.
Roll No: - 93 Class: - 1 st Semester Sec: - B Subject: - Micro and Macro conomics !MM" Colle#e: - J$%$ Birla &nstitute !%e'artment () Mana#ement" *" +hat is 'otential a''raisal, 'sycholo#ical a''raisal and assessment center- !.ns" /he Potential Appraisal re)ers to the a''raisal i$e$ identi)ication o) the hidden talents and s0ills o) a 'erson$ /he 'erson mi#ht or mi#ht not be a1are o) them$ 2otential a''raisal is a )uture 3 oriented a''raisal 1hose main objecti4e is to identi)y and e4aluate the 'otential o) the em'loyees to assume hi#her 'ositions and res'onsibilities in the or#ani5ational hierarchy$ Many or#ani5ations consider and use 'otential a''raisal as a 'art o) the 'er)ormance a''raisal 'rocesses$ 2otential a''raisals are re6uired to: - &n)orm em'loyees about their )uture 'ros'ects7 - 8el' the or#ani5ation chal0 out o) a suitable succession 'lan7 - 9'date trainin# e))orts )rom time to time7 - .d4ise em'loyees about 1hat they must do to im'ro4e their career 'ros'ects$ Psychological Appraisal is conducted throu#h 'sychometric test$ Not only s0ill but also attitude to1ards 1or0 is im'ortant $&/ is a method o) understandin# the 'otential o) an em'loyee throu#h certain 'sychometric test$ /hese tests are s'eci)ically desi#ned to understand a 'erson:s reasonin# ability and ca'ability to analy5e a situation holistically$ &t in4ol4es inter4ie1s throu#h 1hich 'sycholo#ical attitude o) a 'erson is understood$ .t the same time attitude o) the 'erson to1ards 1or0, co-1or0ers and li)e is ta0en into consideration as it is indicator o) the )uture 'er)ormance .n Assessment Center can be de)ined as ;a 4ariety o) testin# techni6ues desi#ned to allo1 candidates to demonstrate, under standardi5ed conditions, the s0ills and abilities that are most essential )or success in a #i4en job; .n .ssessment Center consists o) a standardi5ed e4aluation o) beha4ior based on multi'le e4aluations includin#: job-related simulations, inter4ie1s, and<or 'sycholo#ical tests$ Job Simulations are used to e4aluate candidates on beha4iors rele4ant to the most critical as'ects !or com'etencies" o) the job$ Se4eral trained obser4ers and techni6ues are used$ Jud#ments about beha4ior are made and recorded$ /hese jud#ments are 'ooled in a meetin# amon# the assessors or by an a4era#in# 'rocess$ &n discussion amon# assessors, com'rehensi4e accounts o) beha4ior, o)ten includin# ratin#s, are 'ooled$ /he discussion results in e4aluations o) the 'er)ormance o) the assesses on the dimensions or other 4ariables$ BIBLIOGRAP! 1. Class Notes$ 2. Micro-conomics 3 2indyc0$ 3. Micro-conomics 3 9di'to Ray$