SGT UNIVERSITY

FACULTY OF COMMERCE
AND
MANAGEMENT

ASSIGNMENT -2
SUBJECT - TALENT ACQUISITION AND
MANAGEMENT
TOPIC - 9 BOX MODEL

SUBMITTED TO
- Dr. Amita Arora
SUBMITTED BY
- Shivam Garg
MBA (G)3rd Semester
200609005
Que 1- What is the 9 box model?
A definition
The 9 box grid is a well-known talent management tool in which employees are
divided into nine groups, based on their performance and potential.
When assessing employee performance, managers often pay attention to two
things. First, how well they perform today, and second, how well they are likely
to perform in the future (i.e. their growth potential). 
For example, hardworking employees who do well in their role but have little
growth potential are great to have in your team, as well as All-stars who
perform well and have great potential. However, low-performing employees
with low potential will require a lot of management attention and are unlikely
to improve. They require a different approach.
The 9-box grid provides a framework that helps to manage all employees in an
organization. In the next sections, we will explore how to assess performance
and potential. Then, we will explain how organizations can use the 9-box grid
as a performance management tool.
Elements of the Model 9 Box
1. Stars is the ideal location for any employee. Here the potential of
employees as well as work performance are high. They are the most
valuable employees in the organization and can easily become future
leaders. These employees don't need too much motivation and
training. They themselves are very motivated. For their
development, they should be given stimulating tasks so that they can
develop current skills and acquire new ones.

2. Poor Hiring Low performing and potential employees are located

in the lower left corner of the 9-cell grid. If Bad stays for too long,
they will turn into icebergs, jeopardizing the success of the business.
This is because investing in these people will divert time, money, and
other resources from employees with greater growth potential. The
quality of their work will also lower the expectations of their
colleagues, who will spend more time cleaning up the mess left by
less effective team members than adding value to their team &
Company.

3. Go ahead or out and the Grinder dilemmas these include medium

efficiency grinders with low potential (up or out grinders) and
medium potential with low performance (sharpeners). Dilemma up
or down). Grinders are common people. They have low potential, so
spending money on their training will not yield much return on your
investment. To keep them in the organization, they need to be
turned into key players or workaholics. The dilemma is employees
who have some potential to be great but do not perform well. To
improve their catalogue, support them and try to identify the reason
for their inactivity and try to fix it. An individualized training and
counselling program can be selected.
4. Genius with Disability Genius with Disabilities has high potential
but poor performance.
5. Workaholic Workaholics are employees with high performance
but very low potential. They are used to monotonous work. They
don't like challenges or creativity. Worked in the same position for
many years. To keep them, just slowly improve their salary.

6. Potential Stars (High Potential; Main Player; High Performance

Player) Main Players are average players of average potential and
performance. These are potential stars. The pitch players are very
important in any organization because they help the stars and are
generally the good players of the team. They provide the necessary
support. High-potential employees need motivation to do well and
become stars. Top performers need more training or guidance to
improve their potential.

 Advantages of the 9 box grid

The 9 box grid is a very popular tool, and for good reason. It offers
organizations significant benefits, such as: 
A) Being simple and easy to use – The 9 box grid model is an
established tool with a fairly simple and straightforward
structure. During your employee review, all you need to do is
match them to the right box based on their performance and
potential. The way the grid is visualized makes it easy to catch
on, even for those completely new to this tool.  
B) Helping identify valuable talent – The 9 box grid allows you to
spot high performers in your organization with great potential
and identify what they need to improve to further develop.
You’ll have the data to back up your decision of where and how
to direct resources to engage and develop these employees.
Additionally, when internal promotions come up, you’ll know
exactly who to offer these opportunities to. 
 C) A holistic approach to talent appraisal – This tool provides you
with a more well-rounded approach to performance
management. You won’t get sucked into a single element of
an employee’s performance, and you will be able to assess
both current performance and future potential. 
D) A versatile tool – The 9 box talent grid is useful not only for
talent management, but also workforce planning. For example,
this tool gives you a good overview of the potential of your
employees and in which position they might thrive in the
future. In other words, it makes succession planning easier. Or
you can also use the 9 box grid to identify employees with
leadership potential and move them onto management tracks.
 
The disadvantage of 9 boxes is- they often create confusion
and resentment among managers and employees. People struggle
to differentiate between the two dimensions used to place people
on a 9 box. We can always come up with illustrative examples that
show how “performance vs. potential” or “what vs. how” are
different concepts. But these things tend to overlap in the actual
world. Employees who exhibit extremely high performance and
very low potential are rare in most jobs (sales and highly technical
roles possibly being an exception). Similarly, there are few jobs
where people can achieve all the right things if they are doing
things all the wrong way.

Que 2- Prepare a 9 Box Model for

yourself and choose the category
for your evaluation.
- I consider myself as core player because
  I complete the task in a given time
 I am a responsible person
 I believe in teamwork.
 I am helpful in nature and support others to achieve their
goals.

Que 2- Is there any scope for

improvement in the category? If yes, plan
the action.
Ans. - Well, I think there's a lot of room for improvement. In
order to convert from medium to high potential and perform , for
this I need to continuously push myself and push myself to
achieve the required goals and also be in contact with the
Challenging missions and missions to improve current skills
and develop new ones. Track my progress regularly and
improve my leadership skills
Actions that I can take
1. Set clear milestones
2. Plan and prioritize
3. Conquer difficult tasks first
4. Finish what I have started.

Reference links
1. https://www.aihr.com/blog/9-box-grid/
2. https://www.proofhub.com/articles/tips-
to-improve-work-performance