EFFECTIVENESS OF HIGH

POTENTIAL EMPLOYEES

BY: R.NAVYA
131218672078

UNDER GUIDANCE : Mr. P.HAMEEM

INTRODUCTION TO HRM
 Human Resource Management (HRM) is the function within
an organization that focuses on recruitment of, management
of, and providing direction for the people who work in the
organization. Human Resource Management can also be
performed by line managers.
 Human Resource Management is the organizational function
that deals with issues related to people such as compensation,
hiring, performance management, organization development,
safety, wellness, benefits, employee motivation,
communication, administration, and training.
 In simple words, HRM means employing people, developing
their capacities, utilizing, maintaining and compensating their
services in tune with the job and organizational requirement.
INTRODUCTION
 High potential of an employee mean just the employee’s
productivity. While productivity at one’s job is an element of
ability, there is more to evaluating a potential leader’s ability. It
focuses on desired competencies, work efficiency, employee’s
initiative towards work.
 Three of the qualities that stand out as consistently appearing in
the profile of a high-potential employee are:
 1. Ability,
 2. Aspiration, and
 3. Engagement.
High potential employees are identified by many tools like:
360 Feedback Surveys
Behavioral Interviews
Situational Judgment Tests/Simulations
Leadership Questionnaires
Performance appraisal methods
 Most commonly used technique to identify potential
employees is performance appraisal methods
  A more widely used classification of appraisal methods into
two categories, viz., traditional methods and modern methods
REVIEW LITERATURE
The earliest use of performance appraisal was as a basis for
administrative decisions such as promotions, salary increase and so on .
Throughout the 1960s and 1970s, however, performance appraisals were
increasing used for employee development and feedback, corporate
planning , legal documentation, system maintenance, and research.
By the early 1950s, appraisal was an accepted practice in many
organizations. In 1962, performance appraisal was conducted in 61 % of
the organization surveyed (Spriegel, 19620) and typically top
management was exempt from such ratings (Whistler &Harper, 1962).
After the passage of the 1964 civil Right Act and the 1966 and 1970
Equal Employment Opportunity Commission (EEOC) guidelines for
regulation of selection procedures, legal considerations exerted strong
pressure on the organization to formalize their appraisal systems (De
Vise, Morrison, Shullman&Gerlach, 1986). Federal legislation and the
civil rights and women's movements of the 1960s and 1970s created the
need for rapid improvements in organizational appraisal practices.
IT INDUSTRY PROFILE
 Information technology, and the hardware and software
associated with the IT industry, are an integral part of
nearly every major global industry.

 Information technology, and the hardware and software

associated with the IT industry, are an integral part of
nearly every major global industry.
 
 Both software development and the hardware involved in
the IT industry include everything from computer
systems, to the design, implementation, study and
development of IT and management systems.
HISTORY OF IT INDUSTRY IN INDIA

 India's IT Services industry was born in Mumbai in 1967 with the establishment of Tata
Group in partnership with Burroughs. The first software export zone SEEPZ was set up
here way back in 1973, the old avatar of the modern day IT park. More than 80 percent of
the country's software exports happened out of SEEPZ, Mumbai in 80s.

 Each year India produces roughly 500,000 engineers in the country, out of them only 25%
to 30% possessed both technical competency and English language skills, although 12% of
India's population can speak in English.

 India developed a number of outsourcing companies specializing in customer support via

Internet or telephone connections.

 By 2009, India also has a total of 37,160,000 telephone lines in use, a total of 506,040,000
mobile phone connections , a total of 81,000,000 Internet users—comprising 7.0% of the
country's population and 7,570,000 people in the country have access to broadband
Internet ,making it the 12th largest country in the world in terms of broadband Internet
users. Total fixed-line and wireless subscribers reached 543.20 million as of November,
2009
FUTURE OF IT INDUSTRY IN INDIA

 The Indian IT sector persists to be one of the flourishing sectors

of Indian financial system indicating a speedy expansion in the
coming years. As per NASSCOM, the Indian IT exports are
anticipated to attain US$ 175 billion by 2020 out of which the
domestic sector will account for US$ 50 billion in earnings.
 
 In total the export and domestic IT sector are expected to attain
profits amounting to US$ 225 billion along with new prospects
from BRIC nations and Japan for its outsourcing operations
 
 
SCOPE OF THE STUDY

 To understand the effectiveness of high potential

employees

 To know various reasons that are creating impact on high

potential employees in Information Technology

 This study is aimed to investigate the high potential

employees career opportunities within the own company
NEED OF THE STUDY
 Human capital is the most valuable asset

 Recognition is the tool to enhance the career

development of employees

 Analyse various elements of performance appraisal as

they relate to the career development of employees.
OBJECTIVES OF THE STUDY

 To study performance appraisal patterns in IT Industry

 To analyse the key factors which recognize and reward

high potentials in the organisation

 To know the cause and effect of performance appraisal

methods on high potential employees
RESEARCH METHODOLOGY

DATA COLLECTION METHODS :

The data collection methods include both Primary and
Secondary collective methods.

Primary Data:
Primary data are fresh data collected through survey from
the employees using questionnaire.

Secondary Data:
Secondary data are collected from books and internet.
QUESTIONNAIRE
1. Is Performance Appraisal helps in the assessment of individual potential? ( )
a)Strongly Agree b)Agree
c) Neutral d)Disagree
e)Strongly Disagree
2.Does the Performance Appraisal system followed in the organization is
rational and fair? ( )
a) Strongly Agree b)Agree
c) Neutral d)Disagree
e)Strongly Disagree
3. Whether the Job expectations are informed and the superiors set the tasks? (
)
a) Strongly Agree b)Agree
c) Neutral d)Disagree
e) Strongly Disagree
 
 4.Does the performance Appraisal followed in the organization helps to assess
the training and development needs of employee? ( )
a)Strongly Agree b)Agree
c)Neutral d)Disagree
e)Strongly Disagree
 5.Does the Performance appraisal in the organization helps to recognize the
competence and potential of an individual? ( )
a)Strongly Agree b)Agree
c)Neutral d)Disagree
e)Strongly Disagree
 6. Whether the employees happy with the assessment of Performance followed in the
organization? ( )
a)Strongly Agree b)Agree
c)Neutral d)Disagree
e)Strongly Disagree
 7.Does the Employees appraised fairly according to the company’s policies?
a)Strongly Agree b)Agree
c)Neutral d)Disagree
e)Strongly Disagree
 8. Does the Advises and suggestions are given to the employees during the
appraisal process? ( )
a)Strongly Agree b)Agree
c)Neutral d)Disagree
e)Strongly Disagree
 9. How do the employees accept the appraisal feedback?( )
a)Positive way b)Negative way
c)Uninteresting d)Neutral
 10.Who should be the appraiser? ( )
a)Superior b)Subordinate
c)HOD d)Peer group
 11.How often should an employee be assessed? ( )
a)Once in 3months b)Once in 6months
c)Once in a year
 12. How the performance appraisal followed in the organization? ( )
a)Motivate b)Denominative
 13.What types of errors / problems have impact on performance rating in the
organization? ( )
a) Influence b) Biased
c)Subjectivity d)Attitude
e)Personal Grudge
 14. Whether the Feedback on performance communicated after assessment of the
Performance? ( )
a)Yes b) No
 15. Are you aware of 360-degree appraisal? ( )
a)Yes b) No
 16.High-potential employees ambitiously chase after new challenges? ( ) 

a)Yes b)No
 17. HiPo employees  can keep adding value to a company? ( )
a)Strongly Agree b)Agree
c)Neutral d)Disagree
e)Strongly Disagree
 18. Do you think that performance Appraisal help to provide an atmosphere where all
are encouraged to share one another burden? ( )
a) Yes b) No
 19.Do you think performance appraisal helps people set and achieve meaningful
goals? ( )
a) Yes b) No
 20. Do you think performance appraisal give constructive criticism in a friendly and
positive manner? ( )
a) Yes b) No
 21.Do you think that performance of employees improve after process of performance
appraisal ? ( )
a) Yes b) No
 22. Do you think performance appraisal improves motivation and job Satisfaction?
( )
a) Yes b) No
 23. Is the top level management partial in Performance Appraisal? ( )
a) Yes b) No
 24. Do you think performance appraisal helps to change behaviour of Employees? ( )
a) Yes b) No
 25. In your opinion Performance Appraisal system of your organization is related to
which of the following ? ( )
a)Retention of Employees b) Recruitment System
c) Organizational Culture d) Motivation
LIMITATIONS OF THE STUDY

 Time factor can be the major limitation for this survey.

Because it has to be completed within the time limit.

 The data limitation may arise as all the employees may

not give their answers properly according to their mind
set.

 Geographical limitations.

 Respondents are much interested in online surveys.

CHAPTERISATION

The project is divided into 5 chapters

Chapter 1
 Introduction

 Company introduction

 Objectives of the study

 Research of methodology

 Limitations of the project

Chapter 2
 Literature Review

Chapter 3
 Company Profile

Chapter 4
 Data Analysis

Chapter 5
 Finding

 Suggestion

 Conclusion

 Bibliography

 
BIBLIOGRAPHY

BOOK REFFERED:
“Identifying and cultivating high-potential employees” by
Spines.J

WEBSITES:
 www.researchgate.com

 www.pdfdrive.org

 www.wikipedia.com

 
THANK YOU!