Glossary of Talent Management Terms
# - A - B - C - D - E - F - G - H - I - J - K - L - M - N - O - P - Q - R - S - T - U - V - W - X - Y - Z
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360 Degree Feedback - an assessment method that aims to deliver performance feedback from as many sources as possible, such as: supervisors, peers, coworkers and customers. This type of performance review is typically the most comprehensive and costly, type of appraisal, but remains popular because of its effect at gathering diverse information about behavior and performance at work; also known as multi-rater feedback.
A
Auto Industry HR - recruiting, hiring, training, and managing a workforce that will contribute to an automotive organisation’s efficient production and growth.
B
Blended Learning - mixing different methods of training to cater to multiple learning styles.
Blended Learning Tools - types of blended learning which include e-learning classes, instructor-led training sessions, virtual classroom training, custom tests, or posted documents and whitepapers
Business Process Improvement - identifying talent or knowledge gaps in order to improve performance or production flow
Business Process Outsourcing - the utilisation of outside resources to assist with internal business processes
Business Process Workflow - the mapping of a series of necessary business functions in order to allow for an abstract view on real work and personnel under different situations or timeframes.
Business Readiness - assessing the state of your organisation too see if your workforce has the skills needed for organisational growth
Business Services - experienced consultants that assist in maximising the use of Cornerstone’s talent management solutions. Cornerstone is flexible enough to be used in countless different ways by different clients. The company's business services group ensures that your usage is optimised to your specific organisation, workflows, and challenges.
Business Succession Planning - a process designed to ensure future performance of all members of an organisation
Career Goals - a method of charting a career path that can encompass career choice, career timeline, and specific workplace achievements. These goals can either be tied into overall company performance, or just relate to the individual.
C
Competencies - the measurable knowledge, skills, and observed attitudes that are required for effective workforce performance. Often they're organised by increasing levels of knowledge or responsibility and can thus be used to design training programs, and develop tiered performance standards--guiding learning objectives and succession planning.
Compliance Management - aims to efficiently create a compliant workforce and workplace based on regulators' requirements, a robust compliance management system should address present rate of compliance, future compliance milestones, and display compliance reports.
Compliance Report - presents the progress of an organisation towards compliance milestones as determined by the regulations within their specific industry.
Compliance Reporting - tracks an organisations progress towards a fully compliant workforce and/or displays the maintenance of a fully compliant workplace.
Compliance Requirements - laws set by the federal government that govern businesses and/or industries
Compliance Services - ensuring that your organisation complies with the most recent regulatory compliance measures
Compliance Solutions - tightly-focused methods to meet industry-specific regulations; often, compliance requirements are meted out by government regulators, must be met, and need to be resolved as efficiently as possible to maintain a compliant and productive workforce.
Cornerstone Business Services - consultants that are available to assist any cornerstone client on all aspects of Cornerstone’s talent management suite. The company's business services group ensures that your usage is optimised to your specific organisation, workflows, and challenges.
Corporate Compliance - the ability of a corporate organisation to be able to adjust and adhere to industry-specific government regulations that standardise organisational processes.
D
Development Planning - focused attention to prescribing a course of development for an employee on the basis of developmental objective, departmental/organisational objectives, managerial preference, competency assessments, and future state modeling. By focusing and targeting development, training programs become more effective and aligned with organisational goals.
E
Employee Appreciation - is the practice of maintaining motivation and satisfaction within the workforce through mixtures of compensation, learning, and succession, and other types of career planning.
Employee Compensation - pertains to all forms of employee pay, often regulated by state or federal laws, employment contracts, and collective bargaining agreements, but can also be tied to performance of the company, the business unit, or an individual employee. Ideally, compensation is administered in a fair and orderly way in accordance with workforce performance and the requirements of specific jobs.
Employee Development - a long-term commitment by a company to continually train its members as part of mission critical, vision, and strategic goals; examples of different types of development include internships, job rotation, coaching, mentoring, training courses, and peer group assistance within the work place.
Employee Engagement -the provision of employee choices in compensation and work that aims to foster a mutual organisational interest and an engaged employee who is active in and enthusiastic about his or her work.
Employee Evaluations - evaluating the employee’s attitude, success, and skill at his/her position within the organisation.
Employee Performance Management (EPM) - the process in which an organisation focuses on improving employee effectiveness and performance.
Employee Performance Reviews - a series of surveys over a course of time that measure the arc of an employees work place contribution.
Employee Profiling - the categorisation of individuals in the workforce to ensure that a team or company is composed of the most complimentary personnel, training gaps are being met, and employees are progressing in learning and performance metrics.
Employee Retention - the rate at which employees stay within your organisation.
Employee Reviews - specific to employees, these reviews are typically tailored around how an individual is progressing with their selves, their team, and the company at large. Conducted at predetermined times they can chart growth, track learning, and address gaps that need to be met in the employee's skill set.
Employee Surveys - used to solicit workforce feedback they allow opinions and views to be turned into data, useful in making informed decisions.
Employee Training - the process of identifying and developing the necessary knowledge and skills required for doing a job, meeting compliance conditions, or performing future responsibilities.
Employee Training Development - the commitment to creating and/or maintaining a workplace education program on best practices, collaborative knowledge, competencies, compliance, and other necessary organisational skills.
Environmental Regulatory Compliance - the regulator delivered rules that both affect an organisation and address how that organisation affects the environment.
Extended Enterprise - the network of customers, suppliers, partners, channels, and members that virtually any organisation can view as a source of added value. Working with customers and partners is a surefire way to build value from these important relationships.
F
Financial Industry HR - the management of processes within the financial industry. This ranges from training and managing new talent to building talent within your workforce
G
Gap Analysis - comparing current organisational capabilities with future goals and evaluating what skills are missing and necessary to improve organisational performance or growth.
Goal Alignment - aligning everyday employee activity with broader organisational or departmental goals should be an objective for any organisation. Goals should be specific, measurable, attainable, realistic and timely - i.e. "SMART" goals.
H
Health Care Human Resources - succession planning, assessing skill gaps, and managing regulatory compliance issues within the health care industry.
Healthcare HR - the sector of Human Resources that deals with healthcare specific issues, such as nursing competencies, maintaining the regulatory body standards for Human Resources Management and other regulatory reporting.
Higher Education HR - measuring the workforce of an educational institution in order to achieve maximum employee and organisational performance.
Higher Education Talent Management - training, managing and maximising talent to assess the skills needed to ensure the future of an educational institution.
HR Manufacturing - the management of an organisation’s workforce to improve production processes and efficiency in compliance with government regulations.
HR Reports - provide groups with in-depth data on talent assessments that not only measure competencies, compliance, HiPo, and performance, but help to manage it as well.
HR Retail - human resources departments in retail organisations face special talent challenges around employee retention, onboarding, and turnover. Retail is an industry typically characterised by high employee turnover. This makes having strategic employee onboarding programs especially important -- that is, it is critical to get new hires up to speed, proficient, and competent as soon as possible.
HR Software Solutions - software designed to automate or administer one or more components of the human resources function in an organisation. Typical software offerings in this respect include employee performance management tools (to automate performance reviews and goal management, for example) and training and development software (to administer the delivery and tracking of employee learning and training activities).
HR Systems - are integrations of Human Resources and information technology that combine data from several sources into a centralised database in order to provide actionable reports on talent for alignment to business goals.
HR Technology - complying with industry regulations, measuring and maintaining sales of your product, and identifying any knowledge gaps to maintain a skilled and talented workforce.
Human Capital - the sum of valuable knowledge, skills, and training that workforce contributes to an organisation.
Human Resource Development - the process optimising processes around employee training, performance, succession plans, and other talent management initiatives.
Human Resource Information System (HRIS) - software that enables either staff or management to update information on the people within the organisation, typically along such data points as payroll, accounting, HR and management require.
Human Resource Management Software - programs that automate the talent management of the workforce and their associated processes, from basic payroll through recruitment, learning & development, performance management and other talent related areas.
Human Resource Planning - the process of combining the right mix of talent to complete organisational goals through analysis and combination of complementary workforce skills and personnel.
Human Resource Software - programs designed to allow automated reporting and planning of an organisation's workforce with the goal of improved oversight, reduction of inefficiency, and enhanced return on investment from, and for, personnel.
Human Resources (HR) - are the personnel employed by a company, or associated in a group, that avail themselves for a common goal of an organisation.
Human Resources Consultants - industry specialists that consult with businesses with reference to human resources issues or processes.
Human Resources Management (HRM) - a systematic approach that aims to ensure effecient and effective use of human talent to achieve group goals. HRM functions include staffing, team and job building, training and development, assessment and compensation, and maintaining talent contribution through retention and succession.
Human Resources Software - software to improve an organisation’s efficiency by regulating, improving, or overseeing production and performance. Human resources software also gives the administrator a full picture of employee performance and skill or knowledge gaps.
I
Individual Development Plan - a personalised program designed to address competency gaps, enhance performance, develop knowledge, and furthering workplace skills.
Individual Education Plan - similar to a personal development plan, the main difference being the focus is set on learning objectives either through organisational courses, external classes, or instructor led training.
Internal Recruiting - the processes of searching within the organisation for qualified candidates to fill a vacant role (job) or a role that is expected to become vacant. Internal recruiting can be compared to external recruiting, where candidates for the vacant job are sought outside the organisation.
J, K
Knowledge Management - the practice of identifying, cataloguing, and distributing organisational knowledge. Knowledge management is often linked to human resources processes like performance management. New social networking technologies are taking certain existing knowledge management practices and expanding their scope.
Knowledge Management Software - programs designed to provide organisations with a systematic approach to acquiring and sorting both internal and external information by allowing users to post discussions, query internal subject matter experts, review proprietary documentation, and consult online resources, for example.
Knowledge Management System - the process of capturing, sharing, enhancing, and preserving organisational knowledge for use in training employees, staying current on the latest trends in your industry, and centralising company knowledge.
L
Leadership Development - any activity to enhance the quality of leadership within an individual or organisation.
Learning Content Management System (LCMS) - an application for managing and tracking the creation, maintenance and delivery of learning content.
Learning Management - the ability to strategically and effectively manage training efforts to maximise employee learning.
Learning Management Systems (LMS) - an application for managing and tracking the learning offered within an organisation and the learners have access to it. The LMS is the core application used by companies to manage their learning processes no matter what type: e-learning, instructor-led training (ILT), blended curricula, virtual classroom, etc.
M
Multi-tenancy - the management of multiple private customer environments from a single underlying instance of the application code. Multi-tenancy means all customers are running from the same code base and have the same overall functionality options. It also means the provider only manages one set of the code as all customers are using that one version. Any changes to that version can be accessed by all customers.
N
New Employee Orientation - the traditional method of orienting a new employee to your organisation.
Nursing Assessment - the procedure in which nurses evaluate data about their patient or client.
O
On Demand SaaS - software delivery method that delivers valuable information via the internet in real-time.
Onboarding - the process of acclimating a new employee and ensuring rapid time-to-competence in a new role. Onboarding (or induction) goes beyond traditional "orientation" programs which focus mainly on managing policies, forms, and procedures. Efficiencies result from new employees rapidly integrating into the organisation and into expectations for job roles.
Onsite Training - training that is administered at the location of your organisation.
OSHA Compliance - the Occupational and Safety Health Administration, it administers rules regarding workplace safety, designed to help companies know precisely what must be done to provide a safe and secure workplace for employees.
P
Pay-for-Performance - aims to incent the workforce towards quality improvement goals, create a top performing talent pool, and remain a fair and equitable way to reward and retain the talent within an organisation.
People Management - the management of your workforce to improve performance in conjunction with meeting the goals of your workforce in order to achieve better business results.
Performance Appraisals - an evaluation of how well an employee is performing at his/her assigned job or task.
Performance Assessments - a review of organisational or employee performance.
Performance Evaluations - the process of reviewing an employee’s performance measured with the goals and expectations associated with their position within the organisation.
Performance Goals - in employee performance management processes, human resources practitioners or line managers will establish defined performance goals to set standards of achievement for specific employees or specific roles (jobs). Such performance goals will typically be tracked by routine performance appraisal (review) or other tool.
Performance Management - the systematic processes around improving organisational effectiveness in the accomplishment of organisational goals. This requires managing talent resources to ensure proper development, goal alignment, and regular performance feedback.
Performance Reviews - an annual process in which an organisation evaluates employee effectiveness and efficiency.
Personal Development Plan - in a human resources setting within a company or organisation, a development plan is a set of learning activities designed to address specific identified needs for a specific employee or a specific role (job). Development plans can include any type of formal (classroom-based or e-learning) or informal (on-the-job learning, coaching) development activities and such plans are typically structured in collaboration with a manager.
Personnel Management - managing technical aspects of the workplace such as recruiting, training, hiring, promoting, and organising staff.
Q, R
Regulatory Compliance - the practice of a business or organisation abiding by statutes and laws set by a governing body, it is therefore a critical process to manage successfully due to legal implications. Cornerstone OnDemand provides a SaaS platform for auditing and transparently reporting regulatory information related to such areas as Sarbanes-Oxley, HIPAA, FSA, Basel II and many others.
Regulatory Compliance Software - a programming solution used to track and report on workforce compliance in a wide variety of industries, including finance, higher education, k-12, business services, healthcare, manufacturing to name a few.
Regulatory Requirements - government restrictions, licenses or laws that are applicable to specific businesses and/or industries.
Retail Human Resources - delivering training and strategically managing your workforce to maintain brand consistency and performance.
Retention - the ability of an organisation to retain and grow its workforce.
S
Setting Career Goals - both employees and employers can proactively determine careers goals to encourage rapid progression down a set career path or to meet certain personal and organisational goals. In the past, it was typically viewed as incumbent upon the employee to plan for career development on his or her own, in isolation from activities with the employer. Increasingly, organisations are working with employees to develop career goals and plans within the organisation, to encourage employees to take a long-range view and to ensure that leadership pipelines are filled.
SHRM - Strategic Human Resources Management is the process of aligning business goals with talent resources using data from competencies, reviews, and compliance records in order to create teams that have the most synergy.
Software as a Service (SaaS) - a form of software distribution in which information is hosted by a vendor and delivered via internet. Software as a Service is the new wave of delivering technology, eliminating IT costs and lengthy installation. Real SaaS should be distinguished from "hosted" or "ASP" offerings which do not deliver the benefits described by the SaaS model.
Staff Development - training and developing employees within an organisation. Human resources organisations make staff development a strategic part of a larger plan for integrated talent management -- that is, focusing on optimising workforce performance and value across an organisation.
Succession - when an organisation hires and effectively trains new employees to manage their potential within the organisation.
Succession Planning - the process of identifying and preparing suitable employees through mentoring, training and job rotation, to replace key personnel within an organisation as they leave. Succession planning is traditionally targeted to senior leadership levels, but new technology enables strategic succession planning for other levels of organisations.
T
Talent Development - in the human resources setting, talent development refers to managing employees within an organisation and planning for their training, development, performance management, and succession planning.
Talent Management - the process of optimising the "talent" in an organisation -- that is, the people who make any organisation function. Talent management includes managing, training, developing, retaining, engaging, and planning for the future of a workforce. While the concepts behind talent management are as old as organisations themselves, new technologies can fundamentally alter the way we handle these ideas in practice.
Talent Pool - a cohort of employees selected for various criteria they share in common -- for example, director level employees with working knowledge of Spanish, expertise in negotiation, and a willingness to relocate. Talent pools can be used in various talent management processes, like succession planning and internal recruiting.
Talent Readiness - analysing and understanding your talent to see when your workforce is able to take business to the next level. This is especially critical in the face of the pending retirement of a whole class of senior leadership with the Baby Boomers. In other markets, the shortage of skills senior management generally presents challenges around talent readiness.
Teacher Development - in school settings, the ongoing development and training of teachers is typically mandated by state regulatory agencies. Encouraging ongoing teacher professional development (TPD) ensures that teachers have the requisite skills to perform effectively.
Training Administration - in human resources, training and development refers to programs for employee learning. That is, classes and other forms of learning to improve employee skills in various areas. Training administration is often handled by a Learning Management System (LMS) software.
Training Needs Analysis - the process of identifying ways to improve current training methods in order to meet the objectives of the organisation as well as the goals of the trainee.
U, V
Virtual Classrooms - delivering training in a synchronous mode over the internet via such technologies as WebEx and LiveMeeting.
Virtual Training Classrooms - information is exchanged and training is conducted through the internet.
W
Workforce Development - a long-term commitment by a company to continually train its members as part of mission critical, vision, and strategic goals; examples of different types of development include internships, job rotation, coaching, mentoring, training courses, and peer group assistance within the work place.
Workforce Management - managing your organisation’s workforce in order to improve organisational performance .
Workforce Planning - projecting what training or skills your organisation will need to adjust to organisational growth.
Written Example of Employee Evaluations - a form that is used to document and review an employee’s performance. Can include strengths, areas for development, comments, numbered rankings, or industry specific assessment tools.
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