Training Performance-Value Matrix

The Training Performance-Value Matrix is a tool used to evaluate employees based on their performance and the value they bring to the organization. It helps in identifying high performers, potential leaders, underperformers, and those who need further development.

At a very high level, the Training Performance-Value Matrix is used in the context of business, human resources, training.

Training Performance-Value Matrix quadrant descriptions, including examples
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What is the Training Performance-Value Matrix?

A visual explanation is shown in the image above. The Training Performance-Value Matrix can be described as a matrix with the following quadrants:

  1. High Performance, Low Value: Employees who perform well but do not significantly contribute to the organization's value. Example: A skilled technician who lacks teamwork skills.
  2. High Performance, High Value: Employees who excel in their roles and significantly contribute to the organization's value. Example: A top-performing sales manager who also mentors junior staff.
  3. Low Performance, Low Value: Employees who neither perform well nor contribute significantly to the organization's value. Example: A consistently underperforming employee with no unique skills.
  4. Low Performance, High Value: Employees who do not perform well but bring high value to the organization. Example: A long-tenured employee with deep organizational knowledge but currently underperforming.

What is the purpose of the Training Performance-Value Matrix?

The Training Performance-Value Matrix is a strategic tool used by organizations to assess and categorize employees based on two critical dimensions: performance and value. Performance refers to how well an employee meets or exceeds their job requirements, while value reflects the employee's overall contribution to the organization's goals and culture.

By plotting employees on this 2x2 matrix, organizations can identify four distinct groups: high performers who also bring high value, high performers with lower value, low performers with high value, and low performers with low value. This categorization helps in making informed decisions about promotions, training needs, and potential terminations.

For example, employees in the top-right quadrant (high performance, high value) are often considered for leadership roles and advanced training opportunities. Conversely, those in the bottom-left quadrant (low performance, low value) may require immediate intervention or reassignment.

Use cases for this matrix include performance reviews, succession planning, and targeted training programs. It provides a clear visual representation that aids in strategic decision-making and resource allocation.


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What templates are related to Training Performance-Value Matrix?

The following templates can also be categorized as business, human resources, training and are therefore related to Training Performance-Value Matrix: Product-Market Matrix, 4 Ps Marketing Mix Matrix, AI Capability-Value Proposition Alignment Matrix, AI Innovation-Value Alignment Matrix, AI Maturity Matrix, AI-Value Proposition Alignment Matrix, AI-Value Proposition Matrix, AIDA Marketing Matrix. You can browse them using the menu above.

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