Achieving a target is an easy game, however the real challenge is in demonstrating your potential to your managers to show them that you are ready to move ahead in the corporate ladder.
In the words of the HR,'Potential is not only the skill but also the will to develop or perform at a higher level in future.'
Potential refers to the capability of an individual to perform at a particular level and, as such, it is a prerequisite for performance.
To find people who can be promoted to take on more responsibilities, companies gauge the degree of potential you have, and this is called potential analysis.
The measurement of potential in general sense simply means the measure of personal qualities.
Intelligence tests is one of the most commonly used methods; intelligence tests are oriented towards assessment of a candidate’s abstractive capabilities, verbal reasoning, numerical ability, and spatial insight and so on.
Most of the organisations tend to base their decision purely on the level of intelligence. This is often a conscious decision because they assume intelligence as an essential condition, which indicates whether someone can further develop, or not.
In addition to the cognitive skills, companies are increasingly measuring the personality factors; it tries to identify an individual’s stable traits.
Although most of the people are able and/or are prepared to adapt their behavior to the circumstances that arise, there are still certain personality traits that recur in different situations.
There are quite a few instruments to measure personality and the most common ones can be found on the web, and it will be a good idea to take one of the free ones to judge what’s your style and trait.
In the yesteryears, values and motivation were often used to determine potential. The idea behind this was that somebody who has to develop must also possess a certain drive.
Assessment or development centers commonly refer to the situational tests, often called exercises or practical case studies.
These methods consist of a series of measurement instruments, using which an individual’s skills or competencies can be identified.
These centers are a three-way conversation, whereby agreement has to be reached between the two conflicting parties, for resolving a fictional company dilemma, by giving presentations, a group discussion, negotiation meetings or other small group activities.
The assessors want to see how the candidate reacts in an unfamiliar situation and is s/he able to take the desired action even under such circumstances, where there is a lack of data, hostile environment and a lot of risks.
Courtesy: www.humanresourcesblog.in
