Dear All
I was required to prepare a Mock presentation on Nine Box Matix a concept used for Organisation Development below was the description give to me on lines of which my presentation had to be prepared
Attached is the assignment that I have prepared in response to the guidlines
I request the HR professional to revert with their valuable feedback and this is not a very prevailent subject there is not much subject matter give in this regards, the report prepared by me is purely on anlysis and experience
A gentle request to kindly put in your comments or share any matter avaible on this subject
Thanks
Tina Fernandes
ABC Pvt. Ltd is a heavy engineering company. With the market growing slow, ABC has been able to grow consistently and achieve its goals.
The main strength of ABC is competent human resources. The challenge now is to develop and retain its human resources as they are the differentiating factors when it comes to competitors.
The Management has asked the HR department to work on a framework to retain and develop their talent.
Total strength of employees is 650 which include around 70 employees in people management role.
HR representative is required to propose 9 box performance – potential matrix to create a foundation to design all development programmes.
The 9 box matrix will also be integrated into Performance Management and Leadership Development framework.
From India, Mumbai
3I was required to prepare a Mock presentation on Nine Box Matix a concept used for Organisation Development below was the description give to me on lines of which my presentation had to be prepared
Attached is the assignment that I have prepared in response to the guidlines
I request the HR professional to revert with their valuable feedback and this is not a very prevailent subject there is not much subject matter give in this regards, the report prepared by me is purely on anlysis and experience
A gentle request to kindly put in your comments or share any matter avaible on this subject
Thanks
Tina Fernandes
ABC Pvt. Ltd is a heavy engineering company. With the market growing slow, ABC has been able to grow consistently and achieve its goals.
The main strength of ABC is competent human resources. The challenge now is to develop and retain its human resources as they are the differentiating factors when it comes to competitors.
The Management has asked the HR department to work on a framework to retain and develop their talent.
Total strength of employees is 650 which include around 70 employees in people management role.
HR representative is required to propose 9 box performance – potential matrix to create a foundation to design all development programmes.
The 9 box matrix will also be integrated into Performance Management and Leadership Development framework.
From India, Mumbai
Hi,
The first draft looks good. Please find below my suggestions.
Methodology of measuring & capturing an employee's potential and performance given - good, make sure to know about the tools adopted in measuring employee potential the HJA/PPA/fish-pond/in-tray/behavioural interview/wesley's scale for rigidity.
Now the 9 Box rating scale does not talk back to the first exercise of describing the ways to meaure the potential and performance
Site examples that clearly show the employees level of performance and potential both consistently in each box. you may take 2-3 points each of potential and performance in all, the reason I say so is clear from:
"Low on potential high on performance" Box does not state anything that marks him as low on potential. Stand alone, the credentials look that of a high potential person. you may want to add something depicting the low potential. And map all others against the same paramenters.
So if you talk two points of one low performer, talk about how the other is moderate or high using the two points only.
See how BARS are created that will give you a better idea of the rating scale. which is the base of the 9 Box excercise you have done.
Honestly speaking this is great work still keeping in mind you have done it yourself with only a few references.
Good luck if your presentation is ahead.
Regards,
Gagan
From United States, Irvine
The first draft looks good. Please find below my suggestions.
Methodology of measuring & capturing an employee's potential and performance given - good, make sure to know about the tools adopted in measuring employee potential the HJA/PPA/fish-pond/in-tray/behavioural interview/wesley's scale for rigidity.
Now the 9 Box rating scale does not talk back to the first exercise of describing the ways to meaure the potential and performance
Site examples that clearly show the employees level of performance and potential both consistently in each box. you may take 2-3 points each of potential and performance in all, the reason I say so is clear from:
"Low on potential high on performance" Box does not state anything that marks him as low on potential. Stand alone, the credentials look that of a high potential person. you may want to add something depicting the low potential. And map all others against the same paramenters.
So if you talk two points of one low performer, talk about how the other is moderate or high using the two points only.
See how BARS are created that will give you a better idea of the rating scale. which is the base of the 9 Box excercise you have done.
Honestly speaking this is great work still keeping in mind you have done it yourself with only a few references.
Good luck if your presentation is ahead.
Regards,
Gagan
From United States, Irvine
Hi Tina,
It is certainly a good effort on 9 block model, which can evolve to be a very good framework for potential evaluation. As Gagan has suggested, you may need to define a rating system for each block. i.e examples of performance behaviours that could merit a person to be placed in each block. In this context, I have attached a 9-blocker model tracker model, which I came across in a magazine. You need to customise the examples more specific to your context.
Regards,
Bharath
From India, Madras
It is certainly a good effort on 9 block model, which can evolve to be a very good framework for potential evaluation. As Gagan has suggested, you may need to define a rating system for each block. i.e examples of performance behaviours that could merit a person to be placed in each block. In this context, I have attached a 9-blocker model tracker model, which I came across in a magazine. You need to customise the examples more specific to your context.
Regards,
Bharath
From India, Madras
Hi Tina-good framework. Just a suggestion-do a search on how to become an employer of choice (EOC)-my experience and research confirms that development opportunities will contribute to employees intention to stay with an employer but there are more NB factors (you did address some of them eg challenging assignments etc). Is difficult to have an approach of 'one hat fits all' and you have a difficult task on-hand. From an organisational view point, it may be necessary to think about what could be done at team- and org levels eg how should be define our org culture and how can we entrench our culture/values to make people feel that they are NB-how about bringing the employee's family members closer to the company? The alignment of strategy with the people is very NB and should be part of your HR/Business strategy to retain staff.
I suggests that you maybe consider interventions at individual/team and organisation levels.
Pietervr
From United Kingdom
I suggests that you maybe consider interventions at individual/team and organisation levels.
Pietervr
From United Kingdom
Good Framework.. there are many similar framework are available.. some have reduced 9 into 6 blocks or 7 blocks. This customization depends upon maturity of the organisation and HR processes. Model alone shall not work.. All the processes of the organisation should emit out / support the framework one chooses.
On this specific work, I think you need to have more attention to detail in the model. The framework description has mistakes in it. Please read them again carefully.
Also I do not see any differentiation on action plan for people who are rated low on performance but varying degree of potential.
I also see the Moderate potential & High Performance And High potential and moderate performance is almost same.. This will lead to lots of confusion in understanding and implementation.
I would recommend that you do little more research on this and arrive at clear differentiation.
Assessment, Performance and Talent management is all about differentiation and not about looking similarity. More you are able to differential better model you create.
Should you require any specific help, feel free to interact with me at
From India, Bangalore
On this specific work, I think you need to have more attention to detail in the model. The framework description has mistakes in it. Please read them again carefully.
Also I do not see any differentiation on action plan for people who are rated low on performance but varying degree of potential.
I also see the Moderate potential & High Performance And High potential and moderate performance is almost same.. This will lead to lots of confusion in understanding and implementation.
I would recommend that you do little more research on this and arrive at clear differentiation.
Assessment, Performance and Talent management is all about differentiation and not about looking similarity. More you are able to differential better model you create.
Should you require any specific help, feel free to interact with me at
From India, Bangalore
its a very good point to discuss at this online forum
But if a company conducts six scale performance management systme then how this 9 box gonna to work?
From my understanding to use 9 box methodology company needs to conducts 9 scale performance management system.
pls put your opinion.
From Bangladesh, Dhaka
But if a company conducts six scale performance management systme then how this 9 box gonna to work?
From my understanding to use 9 box methodology company needs to conducts 9 scale performance management system.
pls put your opinion.
From Bangladesh, Dhaka
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The Potential Of Performance Management.doc
Using the Performance – Potential Assessment.ppt
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