ABSTRACT

The workpresents a hybrid methodological proposal for talent mapping using the nine boxmatrix and the multi-criteria decision making method TOPSIS (technique fororder preference by similarity to ideal solution).

Talentmanagement is a strategic function aligned with the company's business planningand whose objective is to attract, develop and retain talented employees.Talent mapping is a frequent practice in companies interested in identifying employeeswho add critical value and formulate talent management policies aligned with thecompany?s strategic priorities.

Nine BoxMatrix is a tool that provides companies knowledge about their talent availability.The nine-box grid consists of two axes: X and Y axis. The X axis representsperformance divided in three categories: under, effective and outstanding performance. TheY axis represents potential, divided in three categories: high, medium, and lowpotential. The result is a matrix of nine boxesthat combines both variables defined in the axes.

The matrix helpsto apply best practices for talent development and management processes:training, salary raises, reassignments, promotions, or dismissals. Despite thewealth of information that the matrix provides, it is not sufficient when youneed to decide inside the same category.

In order tohave a complete assessment, the evaluation process was improved by applying theTOPSIS method. TOPSIS is a practical and useful technique for ranking andselection of a number of externally determined alternatives through distancemeasures.

The main concept of the TOPSIS method is that the best alternativeshould have the shortest distance from the ideal solution and the longestdistance from the negative-ideal solution, in a geometrical sense. TOPSIS? decisionmatrix refers to n alternatives that are evaluated in terms of m criteria. Inthis case the alternatives are employees, and the criteria are the intrinsiccomponents of performance and potential.

Analyzingthe results, it is concluded that both methodologies provide complementaryinsights. The matrix groups employees according to a category, enable generalinterventions and offering a comprehensive view of talent. The multicriteriamethod facilitates specific decisions helping to prioritize those employees whoare located in the same box in case of scarcity of resources or scarcity ofopportunities. For these reasons, the use of both tools is recommended ascomplementary to improve the decision-making process.