Education Degree and Working Time

Performance level and Talent Potential

Assessment Score and Performance Level

Potential mapping and Assessment Score

Competency development and Rotation for job fit.

Counselling and Competency Development

Promotion, included in succession plan, rotation for job exposure.

Rotation for job fit or rotation for job exposure.

Spoil system is better for career empowerment.

Merit system is fairer, for sure.

Spoil system is easier to implement.

Merit system is easier to implement

Texting a coworker at 8 pm to ask for help to complete an urgent task.

Telling a coworker he looks good in a suit.

Emailing a subordinate conveying your concern about her lacks of commitment to finish her job.

Keep asking a coworker to go to a movie even when she already said "no" several times.

High performing, high potential talent can be promoted to the next level.

High performing, low potential talent can be counseled to improve performance

Low performing, low potential talent should get training to improve their competency

Mediocre performers with high potential can be trained to improve competency.

Competency level, Performance level, assessment results, Recommendation.

Track Records, Competency Level, Potential Assessment result, Recommendation from supervisor.

Track Records, Competency Level, Performance level, Recommendation from supervisor.

Track Records, Competency Level, Potential Assessment result, Performance Level.

Ready made succession plan for future needs.

Decreased engagement level

Increased turnover level

Cheaper human capital management processes