Final test & certificate

Choose the best answer for each question.

To pass: at least 8 of 10 correct.

1. Question 1. What are the two axes of the 9-Box Grid?

   ASalary and tenureBPerformance (current performance) and Potential (future potential)CAge and department

2. Question 2. Where did the 9-Box originate?

   AA McKinsey–General Electric collaboration (1970s), originally to assess a business portfolioBA recent mobile appCA university in Vietnam

3. Question 3. Which statement is TRUE about Performance and Potential?

   AHigh performance always means high potentialBPerformance is the present; Potential is the ability for a bigger role — a strong expert can be high performance but not high management potentialCThe two axes are identical

4. Question 4. What should the 9-box be considered?

   AA permanent verdict labeling peopleBA point-in-time snapshot to SUPPORT DISCUSSION and development-investment decisionsCA ranking to fire people

5. Question 5. What is calibration in a talent review?

   ACalibrating machineryBA session of multiple managers cross-checking, agreeing on a standard, and blocking biasCAn individual test

6. Question 6. Rating someone 'high potential' just because they're the best technically is which bias?

   AHalo effectBNo biasCRecency

7. Question 7. Which question helps fight 'visibility bias' in calibration?

   A"Who talks the most in meetings?"B"Who is NOT present / rarely visible but deserves to be named?"C"Who is closest to the boss?"

8. Question 8. For the 'Star' group (high–high), what's the priority strategy?

   ALeave them alone since they're already goodBPriority retention, stretch, mentor/sponsor, add to the succession pipelineCCut investment

9. Question 9. For a 'high performer but medium management potential' (strong expert), what should you do?

   AForce them into managementBRecognize, develop deep expertise, retain on the expert trackCLet them go

10. Question 10. Where is a 'talent pool' built from and what is it used for?

    AFrom the Star + High-potential group, as a priority source for succession and accelerated developmentBFrom a list of employees about to leaveCFrom the lowest scorers