Potentielvurdering

Potentielvurdering refers to the process of estimating an individual's potential for future performance or development, rather than focusing solely on current achievements. It is used across education, recruitment, and organizational development to inform decisions about talent, training, and succession planning.

In HR and talent management, potentielvurdering helps identify people who may take on greater responsibilities, leadership roles, or new areas of work. In educational settings, it can support guidance, early talent development, and individualized learning pathways. The goal is to understand how a person might learn, adapt, and grow in different roles over time.

Methods used in potentielvurdering typically combine multiple sources to reveal cognitive ability, learning agility, motivation, personality traits, and behavioral competencies. Common tools include structured interviews, situational judgment tests, cognitive ability tests, personality inventories, assessment centers, work samples, and analyses of performance history. A multi-source, longitudinal approach—often incorporating input from managers, peers, and self-assessment—tends to enhance validity.

Key considerations include ensuring fairness and reducing bias, protecting privacy and obtaining informed consent, and recognizing that potential is not fixed and can develop with training and experience. Organizations often rely on competency frameworks and validate assessments within their specific context.

Outcomes of potentielvurdering may include tailored development plans, mentorship or coaching initiatives, job rotations, or formal succession planning. Critics caution against overreliance on potential at the expense of proven performance and emphasize the need to address equity and access to developmental opportunities.