Potenzialanalyse - of Potenzial and analysis - designates the structured investigation of the presence of certain characteristics (abilities). Potenzialanalysen supply structured information to questions about the ability of coworkers, events, means and organizations. It is aligned thereby to the future and answers the question: Which Potenziale is today already present for

An enterprise can examine the own Potenzial (productivity, market position) by comparisons (Benchmarking). A market can be analyzed for the entrance with a certain product on its Potenzial. Processes can be examined by structured analyses for their Optimierungspotenzial. The purchasing power of a certain social class could represent the question for a Potenzialanalyse.

Potenzialanalyse in the area of staff

Potenzialanalysen are accomplished in different operational areas and with different methods. So the own Karrierepotenzial can be determined on the basis structured questionnaires or the requirement profile for the personnel lesson be examined. The Potenzialanalyse serves thus the collection of the for future activities.

Today's personnel work must determine and develop the authority of the individual coworkers. This is the basis for the Potenzial corresponding an employment in the enterprise. The Potenzialanalyse knowledge, abilities, motivation and personality characteristics coworker from the seized characteristics is provided seized among other things a Potenzialprofil. This is confronted to the operational requirements. In a following Potenzialentwicklung the determined weaknesses of the coworker can be diminished and the strengths purposefully be promoted. The suitability profile of the coworker should correspond if possible to the requirement profile of the place.

The Potenzialanalyse is an important instrument for personnel connection, since under and excessive demand of a coworker can lead to demotivation.

In particular in leading positions is the Potenzialanalyse of large importance, since a false estimate of the coworkers within this range can have serious consequences for the entrepreneurial success.

To the Potenzial of the coworker among other things the following characteristics belong:

1. Method authority: operational connections seize, deficits recognize and suitable proposals for solution compile
2. Social authority: Ability to handling other coworkers
3. Specialized authority: Learned ability to solution-oriented employment knowledge (e.g. technologies, procedure, languages)
4. Reflection authority: Ability, own acting in different situations critically analyze and to evaluate to be able
5. Change authority: Ability to flexible reaction with changes in the surrounding field and readiness for lifelong learning

These authority cannot be seized however directly. Therefore certain criteria are assigned to each authority, which can be seized better. Examples of such criteria are: Penetration ability, team ability, identification with the enterprise, personal responsibility. The quality of the personnel analysis depends crucially on the selection of the criteria, which are to seize the Potenzial.

For qualified coworkers the Potenzialanalyse in the future due to the lack of specialist and demographic changing of rising importance, which can be expected, will be.

The absolute Potenzialanalyse can be differentiated between the sequenziellen and. The sequenzielle analysis determines the Potenzial regarding the next higher career ladder. The absolute analysis tries to determine, how far the coworker can develop at all.

Standardized procedures (e.g. over fixed evaluation elbows) are necessary, in order to ensure the objectivity of the Potenzialanalyse.

Literature

• Kahabka, Gerwin: Potenzialbewertung and Potenzialentwicklung of the coworkers, in: Pure Werner Pepels (Hrsg.), personnel connection. Competition advantages by strategic human resource management, Berlin 2004.
• Meier, Andreas: Evaluation of authority and authority development, in: Erich Staudt among other things (Hrsg.), authority development and innovation. The role of the authority at organization. Enterprise and regional development, and others 2002.

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