IJSTR

International Journal of Scientific & Technology Research

Home About Us Scope Editorial Board Blog/Latest News Contact Us
0.2
2019CiteScore
 
10th percentile
Powered by  Scopus
Scopus coverage:
Nov 2018 to May 2020

CALL FOR PAPERS
AUTHORS
DOWNLOADS
CONTACT

IJSTR >> Volume 9 - Issue 5, May 2020 Edition



International Journal of Scientific & Technology Research  
International Journal of Scientific & Technology Research

Website: http://www.ijstr.org

ISSN 2277-8616



IT Professionals’ Potential Assessment: A Gap Analysis

[Full Text]

 

AUTHOR(S)

Masrath Syed, Raghunadha Reddy P, Saleem Shaik

 

KEYWORDS

Appraisal, career, competencies, performance, potential, progression, skills etc.

 

ABSTRACT

Potential assessment plays an important role in career progression of IT Professionals as high potentials get promoted faster than other employees do. In this study an attempt has been made to examine the perception for importance and proficiency level of IT professionals regard to generic competencies. In the study gap analytic approach has been used to identify competencies which need to be improved by IT Professionals. The results of the study show significant difference between the perceived importance and proficiency level for all the competencies irrespective of gender.

 

REFERENCES

[1]. Chamorro-Premuzic, T., Adler, S., & Kaiser, R. B. (2017). What science says about identifying high-potential employees. Harvard Business Review. Retrieved from https://hbr. org/2017/10/what-science-says-about-identifying-high-potential-employees.
[2]. Chan, E. W. (2018). Promotion, Relative Performance Information, and the Peter Principle, The Accounting Review, 93 (3), 83–103.
[3]. Dharmaraj A., and Mohammed Sulaiman I (2015). Employee’s Perception of Potential Appraisal (A Study among Managerial Cadre Employees in Public Sectors in Kerala). Bonfring International Journal of Industrial Engineering and Management Science, l (5), 155 – 161.
[4]. Juhdi, N., Pa'wan, F., & Hansaram, R. (2015). Employers’ experience in managing high potential employees in Malaysia. Journal of Management Development, 34 (2), 187 - 201
[5]. Kavitha. V. (2011). A Study on Potential Appraisal as an Emerging Tool for Institutional Development with Special Reference to Erode District. IJEMR, 1 (4).
[6]. Lei, Y., & Zhang, C. (2016). How do organizations assess for potential, in addition to a talent review process? Retrieved from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/ student/129
[7]. Michael Armstrong (2006). People Resourcing, A Handbook of Human Resouce Management Practice, Cambridge University Press, Great Britain
[8]. Pepermans, R., Vloeberghs, D., &Perkisas, B. (2003). High potential identification policies: An empirical study among Belgian companies. Journal of Management Development, 22(8), 660–678.
[9]. PriyaInfanta Judith J and Ashok G (2010). A Study on Potential Appraisal: The strategy for taking the Business Ahead. Journal of Contemporary Research in Management, 75 – 88.
[10]. Ready, D. A., Conger, J. A., & Hill, L. A. (2010). Are you a high potential. Harvard Business Review, 88(6), 78-84.
[11]. Sanjay Shrivastava and Prashant Shrivastava (2014). 3 Questions on How Potentiality of Communication can lead to Managerial Effectiveness for Global Business Practitioners, IMPACT: International Journal of Research in Business Management, 2 (2), 77 – 84.
[12]. Singh Narender (2010), Performance Management, Industry Psychology, Tata McGraw Hill, New Delhi
[13]. Silzer, R., & Church, A. H. (2010). Identifying and assessing high-potential talent. Strategy-driven talent management: A leadership imperative, 28, 213-280.
[14]. Tiwari Usha (2014). An Analysis of Performance and Potential Appraisal in Higher Education Institutions of Madhya Pradesh. Sai Om Journal of Commerce & Management, 1 (10), 32 – 37.