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The term “dashboard” refers to a graphical tool that allows users to view data using charts, dials and other visual approaches to understand business data. Dashboards are often included in HR and LMS software systems, and can typically be customized to include many different potential measures. Bersin has a list of high-impact talent management measures that organizations can use to benchmark and measure their enterprise learning and talent management programs. The term also refers to the general use of such metrics without software – often used for monthly review meetings and other management processes.
A “DashRibbon” is an application that is a moving line of information, similar to a realtime moving stock quote, that shows pre-run customized reports which enables the user to view changes as they occur, sends alerts when thresholds set by the user are met / unmet, and can be stopped for a more detailed examination or to run a report.
Data Science (or Scientist)
The term Data Science refers to a new job role for the person in the organization who understands how to find, aggregate, and analyze vast amounts of data for creative new business purposes. While this sounds like a complex role, in reality this is a person who has deep skills in database design, statistics, analysis, and understands the business well.  DJ Patil, one of the original data scientists at Google (where this discipline began), describes it well here.
Datafication or Datafy

"Datafication" is a new term used to describe the process of turning an existing business into a "data business."

In HR it refers to our increasing ability to use Talent Analytics to understand more and more about our people, HR practices and processes, and external demographics.  For more information read .

Deep Specialization
Developing deep expertise within the company in the critical roles and skills which define the organization in the market and provide competitive advantage, along with providing programs and processes which develop specialist leaders.
Defined Behavior
“Defined behavior” or “behavioral anchor” is a specific example of a competency level used to help managers and employees understand how to use a competency model. For example, to define a high level of proficiency (say level 5) in “customer service” (a competency), the behavioral anchor may be “calls customers back within one hour, engages customers in open dialogue, resolves customer problems before hanging up, et al.” The behavioral anchors are specific, easy-to-apply examples of behaviors that demonstrate the competency and proficiency level.
Delivery Model
A “delivery model” refers to the approach taken to “deliver” enterprise software. It is usually used when referring to a software application. There are three primary delivery models for enterprise software: (1) licensed model in which a customer purchases software and owns it; (2) SaaS or “Software as a Service” model in which the customer “rents” the software, and the supplier runs and updates the software, providing the software as a service offering rather than as a product; and, (3) hosted model in which a customer purchases or leases the software, and a third party runs the software for that customer. The hosted model varies from the SaaS model in that hosted customers still own the software and it is the third-party company that provides the service. In the SaaS model, the software itself is designed for use by many companies at once (called “multitenant”) and the service is provided by the software vendor.
The Greek letter “d” (or “delta”) is commonly used in the science world to stand for change. A “delta” session (also commonly called a “+ / delta” or “plus-delta” session) is any informal gathering of live feedback from audience members as to what they like (the “pluses”) and what they would suggest changing for future interactions (the “deltas”).
Demands-Abilities Job Description
A “demands-abilities job description" highlights a job’s requisites by listing the employee skills needed for the position.
A “derailer” is a behavior or characteristic that could disrupt or spoil a person’s ability to be successful in his / her role or career, for example, a behavior or characteristics that could prevent a promotion.