Glossary in Growth

A list of specific terms and their definitions used in the Growth module.

• Growth: Growth in talent management means continuous employee development by enhancing their skills, building competencies, career progression, and implementing targeted development plans aligned with organizational goals.
• Growth hub: The growth hub is a centralized platform that helps employees track their skills, competencies, and career development. It enables targeted learning, identifies skill gaps, and supports career growth within the organization.
• Individual development plan (IDP): A tool individuals use to set career goals and plan their professional growth.
• IPD status: It defines the progress of the IDPs, which are categorized into four statuses:
  • Not started: Employees have not started working on their IDP and may need additional support to get started.
  • Active: Employees are working on their IDP, monitoring progress, and taking steps to achieve milestones.
  • On hold: Employees have paused their IDP and can resume it when they rework on it.
  • Completed: Employees have completed all milestones and achieved the IDP.

• Milestone: A milestone is a specific and measurable achievement that marks progress toward IDP.
• Put on hold: Temporarily pausing an IDP until the employee is ready to pursue it again.
• Talent profile: It includes an employee's personal information, work experience, professional development, skills, competencies, performance reviews, and career goals, providing an overview of their strengths, feedback, and potential for growth within the organization.
• Career aspirations: A survey designed to gather information about employees' career goals, ambitions, and aspirations.

• Talent management: A strategy to attract, develop, and retain employees by focusing on skills, competencies, job roles, and career path frameworks tailored for your organization.

• Proficiency scale: A structured framework that defines levels of expertise or behavior expected for a specific skill or competency, ranging from beginner to expert.

• Proficiency level: Offers a clear assessment of current abilities and helps set targets for improvement.

• Job function: Categorizes roles with similar activities and responsibilities within an organization. It helps structure the organization, allocate resources, and define broad areas of work with a common purpose.

• Job family: It groups related roles within a job function based on similar responsibilities, skills, and objectives. It enables specific categorization and alignment of roles, skills, and career paths, providing better organizational structure and clarity.

• Job levels: Clarify career progression and define role expectations at different levels within the organization.

• Career path: A career path shows the progression of job roles an employee follows to grow in their career. It outlines the required skills, competencies, and proficiency levels for each role. Employees can use it to plan their development and achieve their career goals.

• Skill category: Organizes skills into groups, making it easier to identify training needs and skill gaps.

• Skill subcategory enables detailed tracking and development of specific capabilities within a broader skill set.

• Competency: The ability to apply skills, knowledge, and behaviors to perform a task effectively and achieve a goal.

• Competency level: Ensures employees can effectively learn and apply skills in real-world situations.

• Role alignment ratio: The percentage of employees whose aspired roles align with their current career path.

• Skill fitment ratio: The percentage of employees' skills that align with the requirements of their current role.

• Competency fitment ratio: The percentage of employees' competencies that align with the requirements of their current role.

• Future-ready: The percentage of employees who are fully prepared to transition into their next role.

• Skill acquisition rate: The percentage of employees who acquired new skills in the last 90 days.

• Popular skills: The specific skills that employees have acquired in the last 90 days. It identifies trending skills within the organization.

• Skill gap: The difference between an employee’s current skill level and the required level for their role.

• Competency gap: The difference between an employee’s current competency level and the required level for their role.