Comprehensive Talent and Workforce Management Glossary

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Glossary

This comprehensive resource defines key terms and concepts commonly used in the field of talent management. It serves as a valuable reference for HR professionals, leaders, and anyone involved in attracting, developing, growing and retaining top talent.

−A−

Adaptive Data Fabric ArchitectureA flexible data system connecting sources for real-time insights and decisions.CONTINUE READING

Applicant Tracking System / ATSIs software that organizes and tracks recruitment and hiring processes.CONTINUE READING

Auto-evolving Skill FrameworksAI-driven systems that continuously update required skills based on job trends.CONTINUE READING

Automated Job LevelingA system aligning roles to job levels and pay based on skills and experience.CONTINUE READING

Automated Learning PathsPersonalized development plans auto-created from an individual's skills and career goals.CONTINUE READING

Automated Role-Skill MappingAutomatic matching of job roles with the specific skills needed to perform the job.

Automated Skill Gap AnalysisAutomatic identification of skill gaps to enable targeted upskilling.CONTINUE READING

Automated Skill InventoryReal-time catalog of organizational skills, updated as roles and competencies evolve.CONTINUE READING

Automated Skill ProfilingAI-powered creation and update of employee skill profiles for better mobility and performance tracking.CONTINUE READING

−B−

Business Context Logic TunerAI-driven tool adapting talent management to align with changing business needs.CONTINUE READING

−C−

Candidate AssessmentEvaluating a candidate's qualifications, skills, and experience for a role.CONTINUE READING

Candidate EngagementThe process of building relationships with potential hires throughout recruitment.CONTINUE READING

Candidate ExperienceHow a job seeker perceives and feels about the hiring process.CONTINUE READING

Candidate JourneyThe process a job applicant experiences from application to hiring decision.CONTINUE READING

Candidate PortalOnline platform for job seekers to apply and track job applications.CONTINUE READING

Candidate ScreeningReviewing applications and resumes to determine if a candidate is qualified for a role.CONTINUE READING

Capacity UtilizationMeasures how much of a company's potential output is being used.CONTINUE READING

Career Development FrameworkA structured guide for advancing skills, roles, and career progression.CONTINUE READING

Career Growth OpportunitiesPathways and experiences to advance in one's career.CONTINUE READING

Career Mapping/ Career Pathing/ Career Journey MappingA process of visualizing career paths and steps for achieving career goals.CONTINUE READING

Career MobilityMovement of employees to new roles or career paths within an organization.CONTINUE READING

Career PathA progression of jobs that lead to career goals.CONTINUE READING

Career ProgressionThe process of advancing in one's career through new roles, skills, or responsibilities.CONTINUE READING

Career Progression PlanA roadmap outlining steps to achieve career goals.CONTINUE READING

Career TransparencyOpen communication about internal career opportunities and paths.CONTINUE READING

Competency ModelingIdentifies skills and behaviors required for job success.CONTINUE READING

Contextual SearchSearch that understands query intent to deliver highly relevant results.CONTINUE READING

Continuous Pyramid OptimizationA strategy for promoting internal talent into higher roles to reduce external hiring.CONTINUE READING

−D−

Demand ManagementManaging and forecasting customer demand for products and services.CONTINUE READING

Development OpportunitiesPrograms and activities to enhance employees' skills and knowledge.CONTINUE READING

Digital Skills GapThe gap between the digital skills required by employers and those possessed by workers.CONTINUE READING

Domain-Intelligent AIAI trained in specific industry knowledge for better decision-making and automation.CONTINUE READING

−E−

Employee DevelopmentStrategic process to enhance employees' skills and career prospects.CONTINUE READING

Employee Development PlanA roadmap for employees’ career growth and skill enhancement.CONTINUE READING

Employee EngagementThe level of enthusiasm and commitment an employee has towards their work and organization.CONTINUE READING

Employee ExperienceOverall perception of an employee's interactions and experiences within the company.CONTINUE READING

Employee Management SoftwareA tool to improve employee satisfaction and productivity through HR automation.CONTINUE READING

Employee RetentionAbility of a company to keep its employees and reduce turnover.CONTINUE READING

Employee Retention MetricsMeasurements used to track how well a company retains its employees.CONTINUE READING

Employee UtilizationPercentage of an employee's time spent on billable work.CONTINUE READING

Employee Value Proposition/ EVPThe unique set of benefits and experiences offered to employees.CONTINUE READING

Experience GapsGaps in skills or knowledge due to a loss of experienced employees.CONTINUE READING

External HiringRecruiting candidates from outside the current organization.CONTINUE READING

−G−

Global MobilityThe strategy of relocating employees across borders for work or education.CONTINUE READING

−H−

High Volume RecruitingHiring a large number of people within a short time frame.CONTINUE READING

Hiring BiasUnconscious preferences influencing hiring decisions, leading to unfair outcomes.CONTINUE READING

HR DatabaseA centralized system to store and manage employee information.CONTINUE READING

Human Capital Management/ HCMPractices for managing and developing an organization's workforce.CONTINUE READING

Human Resource PlanningProcess to align workforce needs with organizational goals.CONTINUE READING

−I−

Internal MobilityMovement of employees within an organization to new roles or positions.CONTINUE READING

Internal Recruiting/ Internal HiringFilling vacancies by promoting or hiring current employees.CONTINUE READING

Internal Talent MarketplaceA platform for matching employees with internal opportunities based on skills.CONTINUE READING

International Human Resource ManagementManaging human resources on a global scale.CONTINUE READING

−J−

Job ArchitectureFramework organizing roles, responsibilities, and hierarchy within an organization.CONTINUE READING

−K−

Knowledge GapThe disparity between what individuals know and what they need to know.CONTINUE READING

−L−

Labor Management SoftwareSoftware to optimize workforce productivity and efficiency.CONTINUE READING

Learning AgilityThe ability to rapidly learn and apply new skills and knowledge.CONTINUE READING

Learning and DevelopmentHR function focused on employee skill and knowledge growth.CONTINUE READING

Learning JourneysA continuous process of acquiring and refining skills for professional growth.CONTINUE READING

Learning PathA structured course sequence guiding learners toward mastery of a subject.CONTINUE READING

LGM for SkillsA sophisticated network that maps out the complex relationships between skills, competencies, and qualifications across different industries and roles.CONTINUE READING

−M−

Manpower PlanningStrategically ensuring the right people are in the right jobs at the right time.CONTINUE READING

Mobility in the EnterpriseUse of mobile devices and apps to enable employees to work outside traditional office environments.CONTINUE READING

−O−

Opportunity MarketplaceDigital platform connecting individuals with projects, gigs, and roles.CONTINUE READING

Organization RestructuringA process to intentionally change a company’s internal structure and processes.CONTINUE READING

Organizational AgilityThe ability to quickly adapt to market and internal changes.CONTINUE READING

Org-wide Cross-pollinationStrategy of assigning talent across diverse projects, fostering innovation through skill diversity.CONTINUE READING

−P−

Performance ManagementContinuous process to improve employee performance and achieve organizational goals.CONTINUE READING

Pool of CandidatesA group of qualified applicants available for consideration in a hiring process.CONTINUE READING

Professional DevelopmentThe process of gaining skills and knowledge to advance in a career.CONTINUE READING

Profile Relevancy ScoreA numerical value that reflects how well a candidate matches a job's requirements.CONTINUE READING

−Q−

Quality of HireMeasures the value and performance of new hires over time.CONTINUE READING

−R−

Recruitment Management SoftwareA tool designed to streamline the hiring process.CONTINUE READING

ReskillingTraining employees in new skills for different roles.CONTINUE READING

Resource AllocationProcess of assigning resources to various tasks and projects.CONTINUE READING

Resource Capacity ManagementDetermines how much work can be done by resources within a timeframe.CONTINUE READING

Resource ForecastingEstimating future resource needs for projects or objectives.CONTINUE READING

Resource ManagementPlanning and allocating resources to achieve business goals.CONTINUE READING

Resource OptimizationUsing resources efficiently to achieve best outcomes.CONTINUE READING

−S−

SkillThe ability and knowledge required to perform specific tasks effectively.CONTINUE READING

Skill Adjacency GraphsVisual representation of how different skills are related to one another.CONTINUE READING

Skill-Based OrganizationAn organization that prioritizes skills over traditional job roles and hierarchies.CONTINUE READING

Skill ChartA visual tool to map employee competencies against required skills.CONTINUE READING

Skill DevelopmentThe process of improving and acquiring new skills for better performance.CONTINUE READING

Skill Gap/ Talent GapThe difference between required and existing employee skills.CONTINUE READING

Skill Gap AnalysisIdentifying the gap between current employee skills and required skills for a job.CONTINUE READING

Skill MappingIdentifying, documenting, and analyzing the skills needed for various organizational roles.CONTINUE READING

Skill PlansA strategic guide to developing workforce skills for current and future needs.CONTINUE READING

Skill Proficiency Analyzer™ (SPA)A tool that assesses and quantifies the depth of an individual’s expertise in specific skills, providing a detailed evaluation of their proficiency.

Skill SetA combination of skills and knowledge an individual possesses.CONTINUE READING

Skill ShortageA lack of qualified workers with necessary skills in a specific industry or region.CONTINUE READING

Skills AuditA systematic evaluation of employees’ skills and capabilities.CONTINUE READING

Skills-Based ApproachA method focusing on practical skills over theoretical knowledge.CONTINUE READING

Skills DatabaseA collection of employee skills and competencies.CONTINUE READING

Skills FrameworkA structured approach to identifying and organizing necessary job skills.CONTINUE READING

Skills InventoryA comprehensive database of employee skills and qualifications.CONTINUE READING

Skills ManagementIdentifying, assessing, and developing employees' skills to align with business goals.CONTINUE READING

Skills-FirstA strategy that emphasizes skills over traditional qualifications or job titles.CONTINUE READING

Skills-First HiringA recruitment strategy that prioritizes skills over traditional qualifications.CONTINUE READING

Skills Management SoftwareA tool to track and develop workforce skills.CONTINUE READING

Skills MatrixA visual tool mapping employee skills, knowledge, and competencies.CONTINUE READING

Skills Matrix SoftwareSoftware that maps employee skills and proficiency levels across an organization.CONTINUE READING

Skills OntologiesA structured framework for organizing and categorizing skills and their relationships.CONTINUE READING

Skills ProfileA summary of an individual’s skills, knowledge, and experience.CONTINUE READING

Skills TaxonomyA hierarchical classification of skills.CONTINUE READING

Skills TsunamiA rapid and significant shift in the skills workers need to stay competitive.CONTINUE READING

SpiroBot® RLHF CoreThe core technology behind the Spire.AI engine, using Reinforcement Learning with Human Feedback (RLHF) for learning.

Succession PlanningIdentifying and developing talent for future leadership roles.CONTINUE READING

−T−

Talent AcquisitionProcess of finding and hiring skilled individuals to meet organizational needs.CONTINUE READING

Talent Analytics/ People AnalyticsA data-driven approach to workforce decision-making.CONTINUE READING

Talent AssessmentEvaluates a candidate's or employee's skills, knowledge, and potential.CONTINUE READING

Talent AttractionThe process of engaging and attracting skilled individuals to fill roles.CONTINUE READING

Talent DevelopmentThe process of building and enhancing employees’ skills for career growth.CONTINUE READING

Talent FrameworkA structured approach to identifying, developing, and retaining talent.CONTINUE READING

Talent IntelligenceUsing data-driven insights to make strategic workforce decisions.CONTINUE READING

Talent Life CycleThe stages of managing employee experience, from hiring to retention and growth.CONTINUE READING

Talent ManagementStrategic approach to recruiting, developing, and retaining employees.CONTINUE READING

Talent Management SoftwareTools for managing the entire employee lifecycle, from hiring to succession planning.CONTINUE READING

Talent MappingA strategic process to assess workforce skills and potential.CONTINUE READING

Talent MarketplaceA platform that matches employees with internal job and project opportunities.CONTINUE READING

Talent MatchingThe process of aligning candidates' skills with roles, often using AI technology.CONTINUE READING

Talent MatrixA tool for assessing employee performance and potential.CONTINUE READING

Talent Mobility/ Employee MobilityThe ability of employees to move between roles, functions, or locations within a company.CONTINUE READING

Talent OperationsThe optimization of hiring and talent management using data and technology.CONTINUE READING

Talent OptimizationAligns business goals with talent strategy.CONTINUE READING

Talent Pipeline StrategyA proactive approach to building a pool of qualified candidates.CONTINUE READING

Talent PoolA database of qualified candidates available for current or future job roles.CONTINUE READING

Talent ShortageA lack of qualified candidates to fill job positions.CONTINUE READING

Talent TransformationContinuous development of workforce capabilities to meet changing business needs.CONTINUE READING

Team Capacity PlanningDetermines how much work a team can handle within a timeframe.CONTINUE READING

Time-to-HireThe duration from a job application to the acceptance of an offer.CONTINUE READING

Training BudgetFunds set aside by an organization for employee learning and development initiatives.CONTINUE READING

Training Needs AssessmentIdentifies skill gaps and training requirements in an organization.CONTINUE READING

−U−

UpskillingProcess of enhancing existing skills through training.CONTINUE READING

−W−

WorkforceThe group of people working or available to work in an organization or industry.CONTINUE READING

Workforce AssessmentEvaluates current workforce to inform talent decisions.CONTINUE READING

Workforce ForecastingPredicting future workforce needs to develop staffing plans.CONTINUE READING

Workforce ManagementProcesses for managing employee time, schedules, and compliance to optimize performance.CONTINUE READING

Workforce MobilityThe ability of employees to work from different locations or move within the company.CONTINUE READING

Workforce ModelAnalyzes workforce needs based on data to align with organizational goals.CONTINUE READING

Workforce OptimizationA strategy to improve employee and operational efficiency.CONTINUE READING

Workforce PlanningStrategic process to align workforce needs with business goals.CONTINUE READING

Workforce ResilienceThe ability of employees to adapt to challenges and change.CONTINUE READING

Workplace Skills PlanA strategy to address skills shortages and plan employee development.CONTINUE READING