AI-powered talent management systems guide employer decisions and employee development. HR and business leaders often lose sight of their skills and capabilities after onboarding, so these systems ensure that leaders keep focused on developing employees’ potential.

Augmented talent management systems surface insights about employees’ skills and potential to help guide their careers. Talent management professionals often use these augmented technologies, powered by AI, to manage workforce development.

Employee engagement is an HR term for how invested workers are in their organizations. HR leaders often use employee engagement as a barometer for the overall health and well-being of their organization. Engaged employees take pride in their jobs and are invested in supporting their organization’s goals.

Hyper-personalization uses AI and real-time data to inform and create highly targeted products, services, content, or experiences. Talent management professionals using hyper-personalized systems powered by AI, generally receive more targeted recommendations that resonate with their audiences.

Internal mobility is the ability for employees to move to new opportunities within an organization. These moves can include transferring departments, promotions, mentorships, projects, and more.

A request for proposal, or RFP, is a public announcement asking for bids from contractors to work on a project. RFPs can include project overviews, requirements, deliverables, timelines, budgets, outcome expectations, and more.

Reskilling is the acquisition of new skills to move to another role or training for alternative roles. For example, it might be learning a new way to execute on the same job, but not necessarily learning an entirely new skill set.

Skills intelligence is the ability to understand your talent at the skills level to help you lead more effectively, better manage and motivate workers, and develop the skills needed for your organization’s future. This data is obtained by integrating technology, data analytics, and strategic insights.

Skills management is how an organization catalogs its workforce’s skills and maps them to its current and future needs. Through this process, organizational leaders should understand where to best deploy talent to support overall business goals.

Succession planning is the process of creating a talent bench to fill key positions in an organization. By identifying employees and preparing them to step up, organizational leaders are prepared when employees retire, resign, or move on.

HR systems architecture, where the talent profile is the foundational component and integrates skills, experiences, and interests to create a dynamic understanding of talent that can be used both within traditional constructs of jobs and new and evolving ways of work.

Talent-centered design explained →

Talent experience (TX) is an employee-centric approach to managing talent. Using a talent management system that highlights employees’ skills and potential shows them learning and career growth opportunities that improve their experiences and instill purpose.

Talent management analytics and reports use employee data to inform decision-making around workforce planning and organizational goals. HR professionals use talent management analytics and reports to improve HR functions and performance.

A talent marketplace is an AI-powered digital platform that aligns employees’ skills to new roles, projects, mentorships, and other opportunities within the organization. HR and talent management leaders use this talent marketplace to improve internal mobility and retention.

Talent marketplace explained →

Talent misalignment is the disconnect between workforce capabilities, skills, or resources and strategic business goals. This misalignment creates skills gaps, mismatches workers to roles, or underutilizes talent, leading to a reduction in productivity.

What talent misalignment might be costing your business →

Talent redeployment is moving or reassigning employees into new roles or departments to make better use of their skills.

Talent retention, or employee retention, is the process of keeping top talent from leaving your organization. HR and business leaders need a strategy in place so they can easily see and engage high performers, as turnover can be expensive and disruptive to a workforce and delay business outcomes.

Upskilling is the practice of teaching workers new skills or capabilities to build upon their existing roles. Upskilling should be based on employees’ potential to learn more advanced skills that will add to their skills portfolio — and better support the organization’s goals.