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9 Box Matrix - November 2021

The document discusses a 9 box matrix talent management tool. It describes the tool as dividing employees into nine groups based on their performance and potential. It outlines three phases of the talent management cycle and explains how the 9 box matrix can be used to analyze employee positions, identify development opportunities, and inform training, succession planning, and retention strategies. Steps for assessing potential, performance, and readiness are provided. The matrix is presented as a way to effectively manage talent and identify employee placement, development, and succession choices.

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Indira Prastika Arifiandhita
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237 views18 pages

9 Box Matrix - November 2021

The document discusses a 9 box matrix talent management tool. It describes the tool as dividing employees into nine groups based on their performance and potential. It outlines three phases of the talent management cycle and explains how the 9 box matrix can be used to analyze employee positions, identify development opportunities, and inform training, succession planning, and retention strategies. Steps for assessing potential, performance, and readiness are provided. The matrix is presented as a way to effectively manage talent and identify employee placement, development, and succession choices.

Uploaded by

Indira Prastika Arifiandhita
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

NOV 2021

9 BOX
MATRIX
A Talent Management Tool
TALENT MANAGEMENT CYCLE

Phase I : Recruitment/Talent Scout, Employment


Assestment, On boarding
Phase II : Training and Development, Performance
Management
Phase III : Succession Planning, Rentention
TALENT ASSESSMENT
9 BOX MATRIX
WHY TALENT MAPING?

1. Analyze all employee's position (top, core, bottom) based on their performance
and potential.
2. Identify development opportunities based on the map
3. A strategy for :
Training and Development Program be more effective and efficient
Succession Planning
Retention
9 BOX MATRIX
POTENTIAL X PERFORMANCE

[Link]’t rely on Intuition. Use 9 Box to get it right


[Link] go through three steps:
a) Assessing Potential
b) Assessing Performance
c) Defining Readiness
STEP #1

ASSESSING POTENTIAL

Potential may be tricky


DEFINING POTENTIAL
POTENTIAL = IDENTIFIES AN EMPLOYEE’S CAPACITY FOR FUTURE
CHALLENGES AND ROLES.
Potential can be measured using the following criteria:
STEP #2

ASSESSING PERFORMANCE

Yearly Performance Appraisal Needed. Use Our PDR


Result and KPI Result.
DEFINING PERFORMANCE
PERFORMANCE IS AN INDICATOR OF RESULTS AND
ACHIEVEMENTS THAT THE EMPLOYEE HAS ACCOMPLISHED
STEP #3

DEFINING READINESS

Willing or Not?
DEFINING READINESS
READINESS IS THE DEGREE TO WHICH THE PERSON IS WILLING TO
TAKE ON A NEW CHALLENGING ASSIGNMENT OR ROLE.
Assess an Employee’s Readiness:
Each combination of potential and performance represents a subgroup and talent profile/pool in the grid
9 BOX &
ACTION STEPS
EXAMPLE (FINANCE)
EXAMPLE FOR FINANCE
MITIGATE BIASES
THAT INFLUENCE ASSESSMENTS
RESULT
9 BOX
The 9 box Matrix is a well-known talent
SUMMARY
management tool in which employees are divided
into nine groups, based on their performance and
potential.
The 9-box Matrix provides a framework that
helps to manage all employees in an organization
in simple and effective way.
Use it to evaluate talent, how to place employees
across the grid and identify development
opportunities, potential relocation for succession
choices.

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