How to Assess the Potential for Promotion
Overview
Research indicates that most organizations make several mistakes when deciding which workers are well-prepared for promotion. One mistake is to assume that job success at one level on the organization chart will guarantee success at higher levels on the organization chart. A second mistake is to assume that seniority is the best indicator of management success. A third mistake is to consider promotions as rewards for past performance or past loyalty. A fourth mistake is to assume that the same criteria should be used to measure performance in a present job and potential to carry out future jobs. There are many other mistakes, and this webinar will review the common mistakes and how to overcome them. It will also list ways to assess promotion potential and describe what approaches are most often used to assess promotion potential.
Information at a Glance
Code:
PRC-A6963B-2020-1-NLCommencement Date:
Tuition fee for Members:
HK$2,300Tuition fee for Non-members:
HK$2,500Medium of Instruction:
EnglishMode of Instruction:
OnlineTutor
Dr Rothwell, William J.
Dr. William J. Rothwell was born in Springfield, Illinois, the heart of America. His background and education is a blend of practical work experience, college teaching and research, and business consulting. William is a Professor on the University Park campus of The Pennsylvania State University, President of his own consulting firm (Rothwell & Associates, Inc.), and has 47 years of work experience and teaching experience. He has taught in countless nations. He received his Ph.D. in Human Resource Development from the University of Illinois at Urbana-Champaign and holds such professional certifications as SPHR, SHRM-SCP, and CPLP Fellow. He has visited China 83 times since 1993 and has flown more than 2 million miles in the air. He has published 114 books—including translations in Chinese, Vietnamese, Russian, Polish and other languages.
Details
- Explain the difference between performance management and promotion potential assessment
- Review and explain uses of the well-known 9 Box Grid that shows job performance on one axis and future promotion potential on the other axis
- List both robust and fast/practical ways to assess future promotion potential
- Operating department executives and managers
- Vice Presidents of Human Resources
- Human resource professionals
- Talent management/talent development professionals
- Training directors and their staffs
- Decision makers
- Entrepreneurs
- Business professionals
- Define present performance management
- Describe future promotion potential
- Review the 9 Box Grid
- Explain applications of the 9 Box Grid
- List fast approaches to assessing promotion potential
- List robust and rigorous approaches to assessing promotion potential
- Review the presenter’s research on ways to assess promotion potential
- Summary and follow up
Enquiry
Course Details
| Mr Wilson Cheng | |
| Phone: | 2774 8540 |
| Email: | wilsoncheng@hkma.org.hk |
General Enquiry / Course Enrolment / Membership Information
| Phone: | 2774 8500 or 2774 8501 |
| Email: | hkma@hkma.org.hk |
| Fax: | 2365 1000 |