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Module

Talent pool: from a potential matrix to ready successors

For every key position, see who's ready to fill it and what that takes. The module identifies a high-potential group — the talent pool — from data: it maps competency scores against actual performance on a 9-box matrix, instead of relying on a manager's memory.

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Launch: 5–10 daysRelies on: competency and KPI evaluation

What the module delivers

Reserves for specific goalsSeparate reserve types for a list of positions and position categories — operational, strategic, leadership-track — each with its own selection rules.
Potential based on data, not sympathyThe 9-box matrix maps competency evaluation results against actual performance and surfaces a high-potential group — the talent pool.
From talent pool to successorTalent-pool employees are distributed into reserve groups or assigned to the reserve for specific positions.
Development for every reservistEach person in the reserve gets a mentor, a career plan and progress tracking.

How it works

Reserve types

HR builds a list of positions and position categories that need a reserve, and sets selection rules for each type.

Potential evaluation

Competency and performance evaluation results flow into the system; a 9-box potential matrix is built from them.

Forming the reserve

The high-potential group is distributed into reserve groups and assigned to target positions.

Development & reporting

Reservists get mentors and career plans; HR tracks reserve composition and movement in reports.

Module capabilities

  • Building a list of positions and position categories for which a given reserve type is created
  • Talent analysis that surfaces a high-potential group — the talent pool
  • A 9-box potential matrix — mapping competency evaluation results against actual performance
  • Distributing talent-pool employees into reserve groups
  • Assigning employees to the reserve for specific positions
  • Entering employee evaluation results for talent-pool formation purposes
  • Assigning mentors to reservists
  • Career planning together with the employee
  • Talent-pool reporting: composition, movement, successor readiness

Outcome

A transparent talent pool built on evaluation and performance data: for every key position, it's clear who's ready to fill it now, who will be in a year, and what development plan that takes.

Frequently asked

Where does the data for the 9-box matrix come from?
The competency axis comes from the competency management module, the performance axis from the goal-setting and evaluation module. Results can also be entered manually if the evaluation happened outside the system.
Can you run several reserve types at once?
Yes. Separate reserve types with their own selection rules and composition are configured for different positions and position categories.
How is a reservist's development tracked?
Each reservist gets a mentor and a career plan; progress and successor readiness are visible in reserve reporting.
How is this different from TopHR 360?
TopHR 360 is a one-off, turnkey competency assessment. Talent Pool is a permanent module that uses evaluation results to build and maintain the reserve year after year.

Related modules

Competency managementThe competency axis for the 9-box matrix. Goal setting & evaluationThe performance axis for the 9-box matrix. Learning & developmentDevelopment plans for reservists.

Build a potential matrix on your own structure?

On a demo call we'll build a 9-box for one department and show how the talent pool forms.

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