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  • Talent Management Matrix

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    pooja228622
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    This talent management matrix summarizes employees in a 3x3 grid based on their potential and performance. The grid includes the following categories: 1) Valued talent with potential for advancement after development. Action is to provide growth opportunities. 2) Capacity for immediate advancement and potential for senior roles. Action is to provide promotions and top assignments. 3) Steady performers but capable of more. Action is to consider expanding their role or providing new challenges.

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    Talent management

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    This talent management matrix summarizes employees in a 3x3 grid based on their potential and performance. The grid includes the following categories: 1) Valued talent with potential for advancement after development. Action is to provide growth opportunities. 2) Capacity for immediate advancement and potential for senior roles. Action is to provide promotions and top assignments. 3) Steady performers but capable of more. Action is to consider expanding their role or providing new challenges.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
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    Download as pdf or txt
    25 views1 page

    Talent Management Matrix

    Uploaded by

    pooja228622
    This talent management matrix summarizes employees in a 3x3 grid based on their potential and performance. The grid includes the following categories: 1) Valued talent with potential for advancement after development. Action is to provide growth opportunities. 2) Capacity for immediate advancement and potential for senior roles. Action is to provide promotions and top assignments. 3) Steady performers but capable of more. Action is to consider expanding their role or providing new challenges.

    Copyright:

    © All Rights Reserved
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    of 1

    Talent Management Matrix

    Maybenewinthejob.Maybein
    thewrongjob/wrongmanager.

    Valuedtalent,capacityfor
    advancementafterfurther
    potentialhasbeenrealized.

    Capacityforimmediateadvancement.
    Potentialforseniorsuccession.

    Potential

    Action:Lookforopportunitiesto
    Action:Givetimefordevelopment
    orneedsintervention.
    Action:Lookforopportunitiesfor promote.Givetoplevelassignments.
    growthandnewexperiences.
    Partnerwithexecutives.Rewardand
    recognize.
    Capacityforimmediate,onelevel
    Steadyanddependable
    Maybenewinjobororganization.
    performers,butcapableofmore. advancement.Considerbesttrack
    Mayhavelostpacewiththe
    Individualcontributor,project
    Maynotunderstandchangesinthe
    changesintheorganization.
    manager,orgeneralmanager.
    organization.
    Action:Continueorientation.
    Action:Lookforopportunitiesto
    Givetimefordevelopment.
    Action:Challenge,allow
    Challengewithclearexpectations. opportunitiesforgrowthandnew expandroleandchallenge,rewardand
    experiences.
    recognize.Engageindecisionmaking.
    Hasreachedjobpotentialandis
    underperforming.
    Action:Manageperformance,set
    clearimprovementplan,orexit
    organization.

    12

    Steadyanddependableandhave
    reachedcareerpotential.

    Excellentperformer;hasreached
    careerpotential.

    Action:Engage,challenge,focus
    andmotivate.

    Action:Engageintrainingothers.
    Challenge,rewardandrecognize.

    Performance

    45

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