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Management Theory & Practices Topic: Assessing Leadership Potential at PTCL Submitted By: Muhammad Hammad Aqdas

The document summarizes the responses to questions about assessing leadership potential at PTCL. It discusses that: 1) PTCL's competency assessments are valid predictors of leadership and the results are reliable. Validity and reliability can be improved by testing candidates in new roles and measuring performance changes. 2) Consultants developed competency models through discussions with management and HR. Candidates were assessed through group assignments. 3) Executives from different cadres can and should be assessed on the same competencies to identify strengths across roles and departments. Notifying high potentials benefits the company and individuals through new ideas, techniques, and success.

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Muhammad Hammad Aqdas
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302 views

Management Theory & Practices Topic: Assessing Leadership Potential at PTCL Submitted By: Muhammad Hammad Aqdas

The document summarizes the responses to questions about assessing leadership potential at PTCL. It discusses that: 1) PTCL's competency assessments are valid predictors of leadership and the results are reliable. Validity and reliability can be improved by testing candidates in new roles and measuring performance changes. 2) Consultants developed competency models through discussions with management and HR. Candidates were assessed through group assignments. 3) Executives from different cadres can and should be assessed on the same competencies to identify strengths across roles and departments. Notifying high potentials benefits the company and individuals through new ideas, techniques, and success.

Uploaded by

Muhammad Hammad Aqdas
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Assignment No 1

Management Theory & Practices


Topic:
Assessing Leadership Potential at PTCL
Submitted By:
Muhammad Hammad Aqdas
• Do you think the competencies being assessed by PTCL are valid predictors of
leadership potential? Do you think the assessment results are reliable? How can we
determine and enhance the validity and reliability of the assessment process?
Answer:
(a) Yes, I think the competencies being assessed by PTCL are valid predictors of leadership
potential.
(b) Yes, I think the results we collected from the assessment process are reliable.
(c) We can enhance the validity and reliability of the assessment process by assigning all
the candidates a short project by giving them the rank or positions on the basis of their
assessment results and after some time see the over all results before and after
changing their positions according to their assessment results.
• What assessment tools did the consultants use to assess each of the competencies
designed? What methodology was followed by the consultants to assess the executives for
leadership potential assessment?
Answer:
(a) A lot of meetings were held between the consultants and the senior management of
PTCL. The consultants represent a process or a design and their ideas for the
assessment. So by the mutual consultations and exchanging thoughts and ideas the
competency models were developed for PTCL each competency contains a detailed
behavioral indicators and then HR department gives reviews and feedback and then
finalized.
(b) Many different ways were introduced to assess the executives for leadership potential
assessment. Then the final decision was that to add executives from different cadres to
different groups made for all the candidates.

• Should the executives from three different cadres be assessed on the same
competencies? If yes, how will you cater for the differences among the requirements across
these three cadres? Comment on the results of the individuals assessed in the case.
Answer:
(a) Yes, all the executives from three different cadres should be assessed on the same
competencies.
(b) We will cater the differences between the three cadres with the help of assessment
results we got of each individual.
(c) Now by the results of individual we came to know the abilities of low rank employees in
short by this assessment test the low rank employees got a chance to shine and to show
their extra abilities in other departments or fields rather then they were working on
before and also same for the above ranks. Also we came to know about their
deficiencies or in other words we came to about the fields in which they are good or bad
at.
• Should high potentials be notified? What are the advantages and disadvantages of
high potential notification?
Answer:
(a) Yes, everyone including high potentials should be notified.
(b) Advantages:
High potential gives different ideas and took the company higher with his
hard work and gives new techniques and found different paths to achieve success

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