Reference
Talent Classification — The 12-Box Matrix
TalentForge classifies employees using a 12-box matrix based on two dimensions: Performance (4 levels) and Growth Potential (3 levels).
| Low Potential | Medium Potential | High Potential | |
|---|---|---|---|
| Very High Perf. | Consistent Contributors | High-Quality Achievers | ⭐ STAR Leaders |
| High Perf. | Solid Professionals | Rising Performers | Future Leaders |
| Medium Perf. | Steady Contributors | Growing Talent | Emerging Stars |
| Low Perf. | At Risk | Development Priority | High Potential Concern |
- STAR Leaders (top-right) are your highest-value employees — both top performers and high potential.
- At Risk (bottom-left) are employees who may need performance improvement plans or role changes.
- The classification is derived from the
talent_classfield in the talent profile data.
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 |
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 |
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 |
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. |