Evaluating people potential – Objectives and tools

We covered in a previous article which is the starting point for evaluating people potential. Now we will focus on which are the objectives and tools that can be used.

Why is it important to assess people potential:

  • Again first of all because people are your first asset and deserve to be assessed to know “where the bet should be placed” with less risk possible
  • Second point is because knowing the break down between people potential and actual situation helps you in tailoring the best approach for their development
  • Third point is because if you have a clear map and path you can manage more easily future tasks and position changes in order to maximize results.

To go through a good potential assessment, please take in mind that is a step different and even more complex from performance evaluation:

  • both are “evaluations”, but one focuses on current performance, the other (potential) is focused in forecasting a potential state.
  • performance is aiming at short term, while potential is aiming at long term, also for rewarding purposes

Stated this objectives, is it clear to understand that tools (in a broad sense) play an important role.

So which are the best tools to be used during the assessment?

Here are my tips:

  • Be prepared on person history, both personal and inside the company. This screening must be done before meeting the person
  • Opt for direct manager interviews, stating clearly the objective of the meeting or plan homogeneous assessment groups
  • Use tests where possible to assess knowledge and potential against a sample of homogeneous people, but remember that tests give you only a point of view, not all the story
  •  Take time to prepare group assessments (a typical ratio in my experience is 10:1 the first number  being the preparation days for each day of assessment. Also this estimate assumes that you have done this before and that you know how to structure the assessment days and where to get material, otherwise you can double the effort)
  • Take time to prepare one to one assessments (again a rule of thumb is to take half a day for each interview)
  • Don’t improvise

Next time we will focus on expected output and dimensions to be covered

Series Navigation<< Evaluating people potential – The starting pointEvaluating people potential – What to look for >>

Author: hotrao

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