9 Box Matrix Performance & Potential Matrix - DOC Download

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.

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 measure the potential and performance.

Site examples that clearly show the employee's 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 parameters.

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 exercise 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

Hi Tina,

It is certainly a good effort on the 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 behaviors 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 customize the examples more specific to your context.

Regards,
Bharath

Hi Tina, good framework. Just a suggestion - do a search on how to become an employer of choice (EOC). My experience and research confirm that development opportunities will contribute to employees' intention to stay with an employer, but there are more crucial factors (you did address some of them, e.g., challenging assignments, etc).

It is difficult to have an approach of 'one hat fits all,' and you have a challenging task on hand. From an organizational viewpoint, it may be necessary to think about what could be done at team and organizational levels. For example, how should we define our organizational culture, and how can we entrench our culture/values to make people feel that they are crucial? How about bringing the employee's family members closer to the company?

The alignment of strategy with the people is very crucial and should be part of your HR/Business strategy to retain staff. I suggest that you may consider interventions at individual/team and organizational levels.

Pietervr

Good framework. There are many similar frameworks available. Some have reduced 9 into 6 blocks or 7 blocks. This customization depends upon the maturity of the organization and HR processes. A model alone shall not work. All the processes of the organization should align with/support the framework one chooses.

On this specific work, I think you need to pay 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 in the action plan for people who are rated low on performance but have varying degrees of potential.

I also notice that Moderate potential & High Performance and High potential and moderate performance are almost the same. This will lead to a lot of confusion in understanding and implementation.

I would recommend that you do a little more research on this and arrive at a clear differentiation.

Assessment, Performance, and Talent management are all about differentiation and not about looking for similarities. The more you are able to differentiate, the better model you create.

Should you require any specific help, feel free to interact with me at [email]tayals@live.com.

It's a very good point to discuss at this online forum. But if a company conducts a six-scale performance management system, then how is this 9-box going to work? From my understanding, to use the 9-box methodology, a company needs to conduct a 9-scale performance management system. Please put your opinion.