Reference

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Talent Classification — The 12-Box Matrix

TalentForge classifies employees using a 12-box matrix based on two dimensions: Performance (4 levels: Low, Medium, High, Very High) and Growth Potential (3 levels: Progression, Grow, Stay — not a "low/medium/high" scale).

	Low Perf.	Medium Perf.	High Perf.	Very High Perf.
Progression	Underutilized	Diamond in the Rough	Emerging Leaders	⭐ STAR Leaders
Grow	Strugglers	Steady Performer	Growing Talent	Future Leaders
Stay	Misfits	Average Workers	Solid Contributor	Expert

• Top Talent is the top-right 4 boxes of the grid — High/Very High performance crossed with Progression/Grow potential: STAR Leaders, Future Leaders, Emerging Leaders, and Growing Talent. This is the definition used everywhere the product says "Top Talent" (the Home dashboard's Talent Overview section and Chat With Data).
• STAR Leaders (top-right corner) are the single highest-value class — both top performers and on a Progression track.
• Expert (bottom-right) is Very High performance but Stay potential — a deep specialist maximizing their current role. Despite the top-tier performance, Expert is not part of "Top Talent" since potential is Stay, not Progression/Grow.
• Misfits and Strugglers (bottom/middle-left) are employees who may need performance improvement plans or role changes.
• The classification is derived from performance_category × potential_grow_category on the talent_class field in the talent profile data — never from job title.

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Succession Readiness Levels

Level	Meaning
Ready Now	The successor can step into the role immediately with minimal onboarding
Ready Later	The successor needs 1–2 years of targeted development before being ready
Ready Future	The successor is a long-term candidate requiring 3+ years of preparation

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Development Plan Status Labels

Status	Badge Color	Meaning
Active	Green	Plan is currently in progress
On Hold	Amber	Plan is paused (not deleted)
Completed	Gray/Muted	Plan is finished — all items done

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Development Item Types

Type	When to use
Course	Formal training or online learning (e.g., LinkedIn Learning, internal workshops)
Project	Hands-on project assignment to build practical skills
Certification	Professional certification or accreditation
Mentoring	One-on-one coaching or mentorship arrangement

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Glossary

Term	Definition
BU (Business Unit)	An organizational division (e.g., SINARMAS ASSET MANAGEMENT). Your access is scoped to your assigned BUs.
Fit Score	An AI-calculated percentage (0–100%) showing how well an employee matches a target role based on experience, education, and skills.
Talent Class	An employee's position on the 12-box matrix combining performance and potential ratings.
Succession Plan	A plan designating one or more successors for a role or position, with readiness levels.
Development Plan	A structured plan with specific items (courses, projects, certifications, mentoring) to prepare an employee for a target role.
Intelligence Feed	The real-time activity log on the Home dashboard showing recent HR actions.
Critical Role	A tag marking an employee's position as business-critical, triggering alerts if no succession plan exists.
Potential Talent	A tag marking an employee as high-potential for targeted development and succession tracking.
Recalculate Model	Button in Career Navigator that forces the AI to regenerate career paths and fit scores using the latest data.
Skills to Develop	A prioritized list of skills an employee needs to build for a specific target role, shown in Career Navigator.
Gap Analysis	An AI-generated report detailing what an employee needs — in terms of experience and skills — to transition into a target role.