ABC PRIVATE LIMITED

9 BOX PERFORMANCE POTENTIAL

MATRIX

FOR
ABC PRIVATE LIMITED

REPORT BY: TINA FERNANDES

ABC PRIVATE LIMITED

In the end, all business operations can be reduced to three words: People, Products and Profits. Unless
youve got good people, you cant do much with the latter two.
-Jack Welch

Former

GE, CEO
The main strength and differentiating factors when it comes to the competitors of ABC Pvt Ltd. is its
competent human resources. To Develop and retain its competent workforce the following Roadmap have
been chalked out using the 9 box Performance Potential Matrix
Potential is the fit between
a persons current
To Identify an Employee fit in the 9 Box Matrix we need to first assess
capabilities and possible
his potential and performance.
future roles, taking into
account the persons longer
Following is the Methodology to Identify an Employee Potential
term capacity for personal
growth and their possible

I) Current and Future Abilities of an Employee

Identify the current abilities of the employees and the actual requirements of the intended or future
role(s) the employee will assume in the Organization. (E.g) the next promotion for the person, or a
longer term leadership role
Tools that can be adopted
Human Job Analysis (HJA): This helps indicates the major role Behavioral Trails/ Characteristics
expected in a role for successful performance
Personal Profile Analysis (PPA): This indicates the major Behavioral Trails/ Characteristics possessed
by an this
employee
Does
person have what it takes to grow and develop? Can the Employee be trained, developed or
molded to assume a higher role. What is his level of rigidity?
Assessment
Centers:
Assessment Programs like Fish Pond, In-Trays, Role plays, Behavioral Interview
II) Growth
Factors
Tools that can be adopted
Wesleys Scale for rigidity: to understand the employee level of openness to learning developing
and growing
REPORT BY: TINA FERNANDES

ABC PRIVATE LIMITED

III) Detailers in an Employee or Organization

Identify aspects of the person- or the organization - that interfere with growth and performance and act
as a detractor.
Methodology Adopted
Review of various Employee related processes in the Organization e.g. Intricate Reporting
Structure

Following is the Methodology to Identify an Employee Performance

Evaluate Employee Performance

REPORT BY: TINA FERNANDES

ABC PRIVATE LIMITED

We can adopt the Management by

Objective PMS Model and then use
the forced Ranking Method to evaluate
employee performance. This process will
help us to Identify High, Moderate and
Low performers

9 Box Performance Potential Matrix for ABC Pvt Ltd as

Displayed below.

REPORT BY: TINA FERNANDES

HIGH

ABC PRIVATE LIMITED

REPORT BY: TINA FERNANDES

ABC PRIVATE LIMITED

HIGH ON PERFORMANCE, HIGH ON POTENTIAL

ROAD MAP
LEADERSHIP
INITIATIVES

Deploy them on Highly complex assignments or projects

Identify them for Reverse Mentoring to the Senior Management
Enable them to venture into new assignment, explore new
opportunities(never been taken up by the company )
Put them in Charge of Key Customers, Potential customers or
Agitated Customers

TRAINING NEED
ANALYSIS

Cost involved in
Orienting them
on new
assignments and
investment in
new business
ventures

Provide them access to exclusive training opportunities

Develop them on the Model of Economic Value Added (EVA)
thus facilitating them to directly affect the balance sheet of the
organization, by making appropriate decisions involving
investments and/or trade-offs between the income statement
and the balance sheet.

TALENT &
PERFORMANCE
MANAGEMENT

FINANCIAL
PERSPECTIVE

High Program
fees and Cost of
absence from
work for learning

TIME LINES

Long Term
( 1-3 years)

MILESTONES

Successfully
handled or
accomplished a
challenging or
unique assignme

Long Term ( 1-3

years)

Short Term
( 4-6 months)

Development o
highly specialize
skills and Expertis

A job rotation in a different work environment. E.g., assigning a

operations manager to do a sales rotation, or a short-term stint
in another region or country.

Cost Involved in
Training them on
the new job or an
International
Assignment

Long Term ( 1-3

years)

Successfully
performed in a ne
role or function

Pair employees with experts who are willing to guide them in

meeting certain work challenges and in defining a career path.
Mentors outside the organization having a broader perspective
will be a more suitable fit.

Cost involved in
Involving Mentors
from the Industry

Mid Term ( 8-12

months)

Enhanced
performance
evident from fruit
Mentoring

REPORT BY: TINA FERNANDES

ABC PRIVATE LIMITED

REPORT BY: TINA FERNANDES

ABC PRIVATE LIMITED

HIGH ON PERFORMANCE, MODERATE ON POTENTIAL

ROAD MAP
LEADERSHIP
INITIATIVES

Deploy them on Highly complex assignments or projects

Appoint them to Understudy Teams
Put them in Charge of Key Customers, Potential customers

TRAINING NEED
ANALYSIS

Provide them access to exclusive training opportunities

Develop them on the Model of Economic Value Added (EVA)
thus facilitating them to directly affect the balance sheet of the
organization, by making appropriate decisions involving
investments and/or trade-offs between the income statement
and the balance s

TALENT &
PERFORMANCE
MANAGEMENT

FINANCIAL
PERSPECTIVE

Cost involved in
Orienting them on
complex
assignments

High Program
fees and Cost of
absence from
work for further
learning

TIME LINES

MILESTONES

Long Term
( 1-3 years)

Successfully
handled or
accomplished a
challenging
assignment

Long Term ( 1-3

years)

Short Term
( 4-6 months)

Development of
Scarcely found
skills and Expertis

A job rotation in a different work environment. E.g. , assigning

a operations manager to do a sales rotation, or a short-term
stint in another region or country.

Cost Involved in
Training them on
the new job

Long Term ( 1-3

years)

Successfully
performed in a ne
arena

Pair employees with experts who are willing to guide them in

meeting certain work challenges and in defining a career path.

Cost involved in
Involving Mentors
from the Industry

Mid Term ( 8-12

months)

Enhanced
performance
evident from fruitf
Mentoring

REPORT BY: TINA FERNANDES

ABC PRIVATE LIMITED

HIGH ON PERFORMANCE, LOW ON POTENTIAL

ROAD MAP
LEADERSHIP
INITIATIVES

Deploy them on Complex Assignments or Projects

Appoint them to Understudy Teams

TRAINING NEED
Provide them access to Management Development Programs
ANALYSIS
Development Centers, Development program that can be
organized are Wholesome Leadership Development, Sensivity
Training.

TALENT &
PERFORMANCE
MANAGEMENT

AS it is evident that ABC has 70 employees in the role of people

development we can pair employees with In-House Experts,
Coaches who are willing to guide them in meeting certain work
challenges and in defining a career path.

FINANCIAL
PERSPECTIVE

Cost involved in
Orienting them
on complex
assignments

Program fees
and Cost of
absence from
work for further
learning

Cost Involved in
Developing
Mentors

TIME LINES

MILESTON

Long Term
( 1-2 years)

Successfu
handled o
accomplishe
challenging
unique
assignmen

Long Term ( 1-3

years)

Short Term
( 4-6 months)

Mid Term ( 6-10

months)

REPORT BY: TINA FERNANDES

Understand
ones Tru
potential an
Displaying it a
Work plac

Enhanced
performanc
evident fro
fruitful Mento
and Coachi

ABC PRIVATE LIMITED

MODERATE ON PERFORMANCE, HIGH ON POTENTIAL

ROAD MAP
LEADERSHIP
INITIATIVES

Allocate Stretch assignment to these employees as they have the

potential, An opportunity to improve the wavelength of performance

Appoint them to Understudy Teams

TRAINING NEED
Access to Management Development Programs
ANALYSIS
More work oriented Training to engaged enhanced performance
from the employee

TALENT &
Pair employees with In-House Experts, Coaches who are willing to
PERFORMANCE guide them in meeting certain work challenges and in defining a
MANAGEMENT career path.

Provide them with a Knowledge Management system that will

assist them at work and improve performance.

FINANCIAL
PERSPECTIVE
Cost involved in
Orienting them
and providing a
support system to
enhance
performance

Program fees
and Cost of
absence from
work for further
learning

TIME LINES

MILESTON

Long Term
( 1-2 years)

Successfu
handled o
accomplishe
Stretched
assignmen

Long Term ( 1-3

years)

Short Term
( 4-6 months)

Transferrin
learning to th

Cost Involved in
Developing
Mentors

Mid Term ( 6-10

months)

Enhanced
performanc
evident fro
fruitful Coach

Cost Involved in
Implementing a
KMS

Mid Term ( 6-10

months)

Improved D
performanc

REPORT BY: TINA FERNANDES

ABC PRIVATE LIMITED

MODERATE ON PERFORMANCE, MODERATE ON POTENTIAL
MODERATE ON PERFORMANCE, LOW ON POTENTIAL
ROAD MAP

LEADERSHIP
INITIATIVES

After a Training and Development program assign a Project.

Project assigned can be a Post course Project or a Whole Course
Project.

TRAINING NEED Provide More work oriented Training to engaged enhanced

performance from the employee
ANALYSIS

Process-oriented training where the employee learns by sharing

the experiences. The Laboratory Methodology here will provide a
conducive climate to improve ones performance and explore one's
potential

FINANCIAL
PERSPECTIVE

TIME LINES

MILESTON

Recourse cost
involved in the
Project

Mid Term
( 8-12 months)

Successfu
handled o
accomplish
project assign

Program fees
and Cost of
absence from
work for further
learning

Long Term
( 1-2 years)

Cost of
Facilitating a
Laboratory

TALENT &
PERFORMANCE Performance Counseling by the employees Senior
MANAGEMENT

Provide them with an Knowledge Management system that will

assist them at work and improve performance

Cost Involved in
Implementing a
KMS

Mid Term
( 8-12 months)

Transferrin
learning to the
Successfu
functioning o
Lab

Mid Term
( 8-12 months)

Enhanced
performanc
evident fro
fruitful Mento
and Coachi

Mid Term
( 8-12 months)

Improved D
performanc

REPORT BY: TINA FERNANDES

ABC PRIVATE LIMITED

LOW ON PERFORMANCE, HIGH ON POTENTIAL
LOW ON PERFORMANCE, MODERATE ON POTENTIAL
LOW ON PERFORMANCE, LOW ON POTENTIAL
ROAD MAP

FINANCIAL
PERSPECTIVE

TIME LINES

MILESTONES

Short Term
( 6-10 months)

Displaying
improved
performance

Long Term
( 1-2 years)

Transferring
learning to the job

Mid Term ( 6-10

months)

Enhanced
performance
evident from
fruitful Mentoring
and Coaching

Mid Term
( 8-12 months)

Improved
performance in a
new role

Mid Term ( 6-10

months)

Improved Daily
performance

LEADERSHIP
INITIATIVES
Mechanism where employee is accountable for his Learning and
Improved Performance

TRAINING NEED Provide More work oriented Training to engaged enhanced

performance from the employee
ANALYSIS

Program fees
and Cost of
absence from
work for further
learning

TALENT &
Assist in identifying clearly defined goals. Create a prescribed path
PERFORMANCE and timeline for achieving those goals.
MANAGEMENT

Finding the Right Job fit or identifying any Detailers in the job or
organization

Provide them with an Knowledge Management system that will

assist them at work and improve performance

Cost Involved in
Implementing a
KMS

REPORT BY: TINA FERNANDES

ABC PRIVATE LIMITED

Reference
Websites
www.greatleadershipbydan.com/.../beware-of-cult-like-leadership.html
www.apqc.org/portal/apqc/ksn/TheMatrix.pdf

REPORT BY: TINA FERNANDES