Remuneration and Talent Management

The nine-box matrix has three horizontal boxes that assess performance and three vertical boxes that assess potential.

t is advisable that the message that high potential status does not guarantee promotion and also is not permanent is reinforced regularly

A candidate may therefore be informed that he/she has potential without clarifying the specific level of potential.

They found significant evidence proving the value of formal identification of high potentials

failing to tell talented people that they are valued by the organisation as top talent may cause them to seek opportunities with other organisations.

Some believe that transparency regarding employees’ talent status can create resentment among those left off the high potential list

Psychometric assessments could also be used to measure behavioural predisposi-tions, thought agility, intellectual capacity, strategic orientation, motivation and emotional intelligence, all of which are useful pieces of information when identifying high potential.

Organisations with successful talent identification processes typically supplement the analysis of performance information with reliable and validated measurement tools such as multi-rater assessments, psychometric tests and talent review meetings.

igh performers may very well be at the top of their game now, but it may be uncertain as to how they will perform in the future if given another challenge

Potential is often best demonstrated through performance in different assignments, and in different situations with different managers, as consistent performance in this instance is easily translated into an individual’s ability to adapt to different situations and succeed in various settings.