Please find attached a PowerPoint presentation on the 9-box model, which can be used for classifying people working in your organizations. This tool is especially useful for identifying leaders, potential leaders, utility employees, and laggards.
Please let me know if you have any questions regarding the use of this tool; I will be more than happy to help.
Anand
From India, Bangalore
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2Please let me know if you have any questions regarding the use of this tool; I will be more than happy to help.
Anand
From India, Bangalore
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Dear Anand,
Could you please clarify the following points:
1. Can this be called a Performance Appraisal? Or does management have to conduct an annual appraisal and use the 9-box method to reach a conclusion?
2. What needs to be prepared first to use this system (performance parameters, etc.)?
3. How do you suggest assessing potentials?
Thank you.
From Saudi Arabia
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Could you please clarify the following points:
1. Can this be called a Performance Appraisal? Or does management have to conduct an annual appraisal and use the 9-box method to reach a conclusion?
2. What needs to be prepared first to use this system (performance parameters, etc.)?
3. How do you suggest assessing potentials?
Thank you.
From Saudi Arabia
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Yes, this can be used to classify individuals who have been assessed. You can use the 9-box for succession planning, leadership identification, and even for performance appraisal. My recommendation would be that you use the model after performance appraisal so that you can see who are your stars, who are your future stars, and who are your laggards.
If your organization uses performance criteria like ratings on behaviors, work skills, delivery, etc., you can use that as criteria. My recommendation for assessing potentials is to use behaviors, functional and technical skills needed for the role and then compare your individuals against it. This will give an idea of how close they are in terms of fitting the promotion role into the future.
If you need more help, let me know.
From India, Bangalore
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If your organization uses performance criteria like ratings on behaviors, work skills, delivery, etc., you can use that as criteria. My recommendation for assessing potentials is to use behaviors, functional and technical skills needed for the role and then compare your individuals against it. This will give an idea of how close they are in terms of fitting the promotion role into the future.
If you need more help, let me know.
From India, Bangalore
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As a professor teaching Strategic Management, I find this tool very useful for functional strategy in the area of HR. ProfRNV
From India, Hubli
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From India, Hubli
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Thanks for posting, Anand. As there were no references provided, I searched the web as is my habit. I found an article at http://www.ctp.uk.com/uploaded/docum...20Planning.pdf. I also found another at The Succession Planning 9 Box: A Powerful Tool To Be Used Wisely.
From United Kingdom
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From United Kingdom
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