Page 203 - Psychological Management of Individual Performance

186 assessing potential and future performance
T-zero T 1 T 2
Diagnosis personal Diagnose which qualities
qualities/determining to develop/determining
potential potential

Test on situational Evaluation on result- Test on situational
criteria/placement in areas and competencies criteria/placement in
function, traineeship, function, traineeship, MD- T3
MD Programme, etc. programme, etc.

Start development plan Revised development plan

Process analysis
Possible learning
experiences

FIGURE 9.3 An interactive model in order to define potential and future performance

THE ROLE OF DEVELOPMENT AND ACTION PLANS WHEN DETERMINING POTENTIAL

We have summarised the train of thought on the measurement of numerous, succes-
sive moments in time mentioned in Figure 9.3. First of all, person-related factors are
measured (e.g. intellect, competencies, performances, at different points in time). In ad-
dition, a test on the situation is also depicted, for example the placing in a more or less
rigidly described position, a traineeship, participation in a management development
programme, etc. This will lead to the beginning of a development plan.
The processes that take place between the different points in time are also taken into
account. These processes are being influenced by numerous factors such as the position
or programme a person is placed in, the developments an organisation goes through,
the way someone deals with the learning opportunities offered, etc. Thus, this process
determines which of the attention points that have been described in the development and
action plans eventually have been realised. Although the role of the personal development
plans is not new in human resource management (for example, in the Netherlands and a
number of other counties they are extensively used), little attention is paid to the results
of this method in the determination of potential at a later point in time (in terms of
Figures 9.2 and 9.3, the determination of potential at T 1 ). This could take place more
efficiently by the use of high-tech automated systems that are able to determine this
information adequately. It should be clear by now that these systems still require a solid
human development policy where the provision of the appropriate learning experiences
and moments is concerned.