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JWI 520: People Management
Academic Submissions and Evaluations
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
course guide is subject to change based on the needs of the class.
JWMI 520 – Assignment 3 (1244) Page 1 of 6
Assignment 3: Talent Engagement Exercise
Due: Monday 9 am (eastern), Week 7 (Weight: 15%)
Introduction
Jack Welch believed effective talent management could be achieved by dividing employees into three
groups: the top 20%, the middle 70%, and the bottom 10%. He used this approach to identify top talent
and provide them with challenging professional assignments early in their careers.
While team leaders often know “in their gut” which employees are strong performers, a simple analysis
can help you know why they are doing well and where you can help them to develop. The use of a Talent
matrix tool can make the assessment process very powerful.
This exercise is designed to give you practical experience in using a Talent matrix to analyze your
employees’ performance, as well as their alignment with the organization’s mission and values. For each
employee, you will assess their performance, consider how well they align with core values of the
organization, and identify areas for improvement or professional development.
Four Quadrants Chart
Type 1:
High Performance,
High Values
Type 4:
High Performance,
Low Values
Type 2:
Low Performance,
Low Values
Type 3:
Low Performance,
High Values
JWI 520: People Management
Academic Submissions and Evaluations
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
course guide is subject to change based on the needs of the class.
JWMI 520 – Assignment 3 (1244) Page 2 of 6
One tool used to support the Welch approach to talent management is a matrix based on four different
combinations of performance and values. To prepare for this exercise, look carefully at the Four
Quadrants Matrix above; then review the Sample Talent Engagement Chart and Sample
Rationale statement below. Note how the Talent Engagement Chart provides a snapshot of the
performance of your employees and their alignment with the organization’s mission and values, while the
Rationale describes in detail each employee’s performance and level of alignment with the company’s
core values, and also indicates the manager’s plans for supervising each employee in the future.
* * * * * * * * * * * * * * * *
Sample Talent Engagement Chart
Employee Type
Katelyn Type 1: High Values, High Performance
Jacquelyn Type 1: High Values, High Performance
Shannon Type 3: Low Performance, High Values
Sabrina Type 3: Low Performance, High Values
Cherie Type 4: High Performance, Low Values
Glenn Type 2: Low Values, Low Performance
Sample Rationale
Katelyn and Jacquelyn are both incredibly ambitious and talented, and I consider them to be the top talent
on this team. They align with our company’s results focus, as they always over-deliver on their goals, and
they also fit well with our focus on continuous learning, as they are always looking for ways to learn more.
They both demonstrate our core value of flexibility, as they are keen to take on new challenges and to
experience different roles. They have both stepped up to help keep the wider team connected during the
pandemic, while all staff in our group have been working remotely. I think it will be important to challenge
these employees and to give them some management experience, by putting them in charge of a project
or a small team in the near future.
Sabrina and Shannon are both well aligned to the team in terms of core values, but they are currently not
performing up to their potential. They have struggled to maintain their motivation since moving to work
from home. Although both still complete their work in a timely manner, in our one-on-one weekly
meetings, I have noticed a. decreased sense of engagement. Both have the ability to be productive
employees, but they are not highly passionate and engaged in their current roles.
Sabrina has been with the team less than a year; she is still learning and not positioned in exactly the
right role. She does not yet have the confidence to perform up to her potential, but she adheres to our
JWI 520: People Management
Academic Submissions and Evaluations
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
course guide is subject to change based on the needs of the class.
JWMI 520 – Assignment 3 (1244) Page 3 of 6
core value of team orientation, supporting her coworkers and always putting the customer first. She
needs to be given new challenges in a step-by-step manner. I believe that, in time, she will gain
confidence, improve her performance, and be a productive team player.
Shannon is more experienced than Sabrina and more confident. Even though Sabrina exhibits the core
value of dependability, she sometimes needs an extra push to get the job done. She is fully capable of
doing a great job if placed in the right position. She is a steady worker, but she is not performing up to her
potential in her current administrative role. She is coasting along and does not seem keen to learn new
skills and get to the next level. I believe the key to enhancing her performance is to find a customer-facing
position for her. She has excellent people skills, and this type of role would use her abilities better, as well
as most likely leading her to want to develop professionally.
Cherie has managed purchasing and vendor relations for the team for four years. I became her manager
4 months ago. She is efficient and productive but can be brusque with co-workers and she rarely attends
office events. Since the work-from-home mode was introduced, she has missed multiple online business
meetings without sending any message to explain her absence. Cherie does not align with our core
value of flexibility. She is inflexible when working with team members and shows little interest in
professional development. She attends team meetings but rarely contributes to team discussion. I
provided candid feedback in our month three review meeting about the behavior changes I am looking
for: particularly, better teamwork and willingness to learn new skills. If I do not see significant changes in
the next 6 months, I will not wish to keep her on the team.
Glenn was assigned to my team nine months ago, to provide data analysis for our team. He is a capable
data analyst, but he does the minimum amount of work needed to fulfill his tasks. In addition to his lack of
motivation, he does not adhere to our core values of professionalism and team orientation. He is often
late to work and sometimes leaves early, without informing me. Since he started to work from home, he is
often slow to respond to emails and voicemails, which calls into question his adherence to our online
office hours. At our month three and month six review meetings, I was candid with Glenn and told him I
needed to see regular attendance, more support of his coworkers, and better communication, but I have
seen no change. I believe it is time to let go of this employee; I am meeting with HR next week to discuss
the next steps to put this decision into effect.
* * * * * * * * * * * * * * * *
Instructions
Use the Four Quadrants Matrix above as a framework to assess your direct reports in your current
workplace. If you have no direct reports, use a group of individuals with whom you are familiar. Create a
Talent Engagement Chart, like the sample chart below, with a row for each employee.
• Include an Introduction and a Conclusion
• Include 4 to 6 employees from your workplace in your chart, using first names only
• List and clearly define the core values you will use to assess your employees
• For each employee, create a row in the chart
JWI 520: People Management
Academic Submissions and Evaluations
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
course guide is subject to change based on the needs of the class.
JWMI 520 – Assignment 3 (1244) Page 4 of 6
Your task is to select one Quadrant for each employee and to indicate the placement that you chose in
the Type column. Think carefully about the core values of your company and use them to assess these
employees. Use the format below to organize your assignment:
Introduction
• Briefly explain the purpose of the overall Talent Engagement exercise.
• Describe the company’s core values that you will use to assess your employees.
Chart
• Include your Talent Engagement Chart here. See the sample below for the chart format.
Rationale Statement
Write a Rationale statement of 4 to 6 paragraphs. For each employee:
• Explain why you positioned them in the selected quadrant
• Assess their work and describe how well they align with the core values
• Identify areas for improvement or professional development
• Indicate your plans for managing the employee in the future
Note: In writing your Rationale, use the sample statement on the next page as a guide.
Conclusion
• Reflect on your experience using this Talent Matrix tool. Was the exercise beneficial?
• Would you use some similar tool as a manager in the future? Why or why not?
Formatting Requirements
• The assignment is typed and double-spaced, with a professional font (size 10 – 12)
• The assignment is submitted in MS Word document format
• Includes a Cover Page with the assignment title, your name, the professor’s name, course title,
and date
• Includes an Introduction and a Conclusion
• Includes a Talent Engagement Chart, with a row for each employee.
• Includes a Rationale statement of 4 to 6 paragraphs
• The assignment is written in a formal manner, with correct spelling and grammar
• References are included and provide appropriate information that enables the reader to locate the
original source.
• Citations and references must follow the formatting instructions found in the JWMI Writing
Standards Guide. Check with your professor for any additional instructions.
JWI 520: People Management
Academic Submissions and Evaluations
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
course guide is subject to change based on the needs of the class.
JWMI 520 – Assignment 3 (1244) Page 5 of 6
RUBRIC – Assignment 3: Talent Engagement Exercise
CRITERIA Honors High Pass Pass Low Pass Unsatisfactory
1. Create Talent
Engagement
Chart with 4-6
employees and
define the values
you will use to
assess your
employees.
Weight: 25%
Creates a Talent
Engagement Chart
with 4-6
employees and
excellently defines
the values you will
use to assess your
employees.
Creates a
Talent
Engagement
Chart with 4-6
employees and
fully defines the
values you will
use to assess
your
employees.
Creates a
Talent
Engagement
Chart with 4-6
employees and
adequately
defines the
values you will
use to assess
your
employees.
Creates a Talent
Engagement
Chart but
includes too few
employees or
does not fully
explain the
values you will
use to assess
employees.
Does not create
a Talent
Engagement
Chart with 4-6
employees. Does
not define the
values you will
use to assess
your employees.
2. Assign each
employee to a
Positioning
quadrant.
Weight: 15%
Assigns all of the
employees to a
Positioning
quadrant and
provides an
excellent variety
of types.
Assigns all of
the employees
to a Positioning
quadrant and
provides some
variety of types.
Assigns all of
the employees
to a Positioning
quadrant but
does not
provide much
variety of types.
Assigns some
but not all of the
employees to a
Positioning
quadrant.
Does not assign
each employee to
a Positioning
quadrant.
3. Write an
assessment for
each employee,
explaining clearly
why you placed
each one in the
particular
quadrant.
Weight: 25%
Writes an
excellent
assessment for all
employees, with
thorough review
of past
performance and
analysis of why
you placed each
one in the
particular
quadrant.
Writes a good
assessment for
all employees,
with thoughtful
analysis of why
you placed each
one in the
particular
quadrant.
Writes a
satisfactory
assessment for
all employees
and explains
clearly why you
placed each
one in the
particular
quadrant.
Writes an
assessment for
some but not all
employees, or
provides a poor
explanation of
why you placed
each one in the
particular
quadrant.
Does not write an
assessment for
each employee,
explaining clearly
why you placed
each one in the
particular quadrant.
4. For each
employee,
identify areas for
improvement or
development;
then indicate your
plans for
managing them
in the future.
Weight: 25%
Writes an
excellent
description, that
clearly identifies
areas for
improvement or
development, and
indicates plans for
future
management of
each employee.
Writes a good
description, that
clearly identifies
areas for
improvement or
development,
and indicates
plans for future
management of
each employee.
Writes a
satisfactory
description, that
clearly identifies
areas for
improvement or
development,
and indicates
plans for future
management of
each employee.
Clearly identifies
areas for
improvement or
development,
and indicates
plans for future
management of
some, but not all,
of the
employees.
Does not clearly
identify areas for
improvement or
development, or
does not indicate
plans for future
management of the
employees.
JWI 520: People Management
Academic Submissions and Evaluations
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
course guide is subject to change based on the needs of the class.
JWMI 520 – Assignment 3 (1244) Page 6 of 6
CRITERIA Honors High Pass Pass Low Pass Unsatisfactory
5. Clarity, Logic,
Writing
Mechanics, and
Grammar
Weight: 10%
Minimal minor
mechanical
errors; writing is
excellent and
succinct, with a
clear, coherent
flow; student
follows formatting
instructions.
Few mechanical
errors; writing is
good with a
clear and
coherent flow;
student follows
formatting
instructions.
Some
mechanical
errors; writing is
adequate has a
clear flow;
student follows
formatting
instructions.
Mechanical
errors; writing
has an unclear
flow; student
does not fully
follow formatting
instructions.
Mechanical errors;
writing has an
unclear flow;
student fails to
follow formatting
instructions.
