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Tag Cloud
A "tag cloud" is a graphical representation of tags that shows (typically by font size) the frequency of tags or frequency of documents containing a tag, making it easy for people to navigate large amounts of tagged information.
“Tagging” refers to an individual’s ability to “tag” a note onto any object, blog posting or article, so that others can find the resource more easily; the system can then categorize tags into groups or what is commonly called, “tag clouds.” Tagging enables users to dynamically categorize content, showing its popularity, frequency of use and topic area.
Tailored Benefits Packages
Customized benefits packages that are specifically designed for various talent segments based on needs, motivating factors and available benefit options. Packages are often customized to critical talent roles, organizational levels and organizational diversity groups, all within the context of supporting a talent strategy and business goals.
For some companies, “talent” includes everyone within the organization; for other companies, “talent” is limited to critical roles, segments and positions within the organization that create the most impact on the business goals.
Talent Acquisition
“Talent acquisition” is a strategic approach to identifying, attracting, and onboarding talent to efficiently and effectively meet dynamic business needs.
Talent Acquisition Services
Services that support a strategic approach to identifying, attracting and onboarding top talent.
Talent Advisory Council
A “talent advisory council” is a cross-functional group of HR and business leaders that focuses specifically on talent management topics and decisions for the organization.
Talent Analytics (and maturity model)

“Talent analytics” is the use of measurement and analysis techniques to understand, improve, and optimize the people side of business.” (This is also referred to as Big Data.)


Organizations have millions of data elements about people—demographic data, performance data, job history, compensation, mobility, assessment, training, and more. This data can be correlated and matched to many different types of business data to help companies to understand profiles and behaviors which create high performance. For example, a food-service company found that its client renewal rate is highly dependent on certain skills, behaviors, and learning activities. This correlation was so high that the company developed a dashboard for all of its account teams which monitor these talent metrics with red / yellow / green measures for managers to use. There are hundreds of other applications for talent analytics.


For more information on this topic, we recommend learning more about our Talent Analytics Maturity Model.

 Bersin Recommended Reading:
  • High-Impact Talent Analytics: Building a World-Class HR Measurement and Analytics Function 
  • Big Data in HR: Building a Competitive Talent Analytics Function – The Four Stages of Maturity
  • Making Hiring Decisions Using Prehire Assessment Data
  • Talent Analytics: From Small Data to Big Data   
  • High-Impact Learning Measurement: Best Practices, Models, and Business-Driven Solutions for the Measurement and Evaluation of Corporate Training
  • Developing a Learning Measurement Strategy: Playbooks
  • The Modern Approach to Workforce Planning: Best Practices in Today’s Economy
Talent Calibration

"Talent calibration” meetings bring together managers (who are peers) to finalize ratings of all salaried employees within their groups. During these meetings, employees’ individual results are comprehensively calibrated against their peer group (e.g., performance relative to objectives, critical capabilities, potential) and plans for targeted development may be defined.

Talent Forecasting

A process during which organizations consider different variables that affect the future supply and demand for talent, such as strategic plans (e.g., expansion into new geographical regions or new product lines) and limitations on access to qualified talent (e.g., number of engineers graduating annually). Talent forecasting is much more than a simple headcount analysis.