Potential performance portfolio

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The potential performance portfolio , also known as the employee portfolio , is a 4-field matrix that is used to control the immigration and emigration of employees. The portfolio technique was originally used to assess securities accounts. Their use was gradually expanded and used to evaluate business units in companies. The use as a potential performance portfolio is used to evaluate employees in a company with a view to their benefits for the profitability of the company. First, the potential of an employee is assessed. The potential is the probability with which the employee cannot currently acquire sufficiently developed skills.

It is made up of his qualifications, his technical skills, his interdisciplinary skills and his leadership skills. Then the performance, i.e. the work done, is determined. Company-specific measuring instruments are usually available to determine performance. Both values ​​are then entered in the 4-field matrix, with the employees who deliver a low performance being classified on the left. The employees with high performance can be found on the right. The employees with a high potential end up in the upper part, those with low potential in the lower part. This results in 4 groups:

  1. At the top left are the employees with high potential and low performance (“talents”).
  2. At the top right the employees with high performance and high potential ("high performers").
  3. At the bottom left you can find the employees with low potential and low performance (“problem cases”).
  4. At the bottom right are the employees with low potential, but high performance (“middle field”).

evaluation

According to Wolf, each of these groups has specific recommendations in terms of retention management, see also employer branding . The high potentials with low performance should be encouraged to perform better through vertical career steps. The following applies to high-performing people with high potential: This group already performs optimally for the company, so that additional cost-intensive motivational aids such as vertical promotion measures can be saved. Since these employees can motivate themselves to work, they are usually interested in deepening their knowledge. According to Wolf, they can be tied down largely cost-free and risk-free by broadening their work area and further training in their area and adjacent work areas (“horizontal career steps”). In the midfield, incentives should be created with performance-based pay and profit-sharing in order to improve performance as well as to bind them to the company. The employees with poor performance and low potential should not be tied. Here one hopes for their migration.

criticism

This employee portfolio has its origin in a psychoscientific personality concept, which at best represents a marginal trend in personality psychology. Scientifically, these findings are based on the work of the inventor of the "Wonder Woman Comics", William Moulton Marston (1893–1947), who published some of his findings under a pseudonym. His personality concept of the four personality traits dominance (dominance), initiative (inducement), submission (submission) and compliance (compliance) . was further developed by his students Thomas Hendrickson and John G. Geier at the University of Minnesota to the DISC model that is widespread today. The 4-field matrix does appear in current textbooks on personnel management, but no assessment is provided.

References

  1. ^ Manfred Becker: Personalentwicklung, 5th edition, Schäfer-Poeschel Verlag 2009, p. 535.
  2. ↑ a b Gunther Wolf: Employee loyalty and fluctuation control, magazine of management consulting (article as PDF file; 4.18 MB), April 2009.
  3. ^ Sascha Armutat: Management Development, Praxis Edition, 1st edition 2007.
  4. ^ William Moulton Marston: Emotions of Normal People . Routledge Chapman & Hall, June 24, 1999, first published by Taylor & Francis Ltd. 1928.

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