ABSTRACT
As an overall evaluation of the training programme, it can be summarized that the observation capability of the supervisors has been improved and their assessments are nowadays sound. The experience of Opel shows that training programmes for the supervisors are worthwhile. With such training programmes the quality of the high potential selection processes can be improved and the accuracy of the assessments can be increased. In the process of training the supervisors, people meet different attitudes towards, and different possibilities of, evaluating the performance and/or the person of the employee. The aim of training should be to operationalize all general, often vague concepts used in the process and to turn them into useful, practical tools, to make clear what are the most personal, subjective attitudes and views, engaged in the process of evaluation. The training should in a large part consist of group discussion about the meaning of terms and concepts used in the assessment.
