Terms starting withT Glossary Mercer | Mettl

Talent mobility is the strategic process of managing and optimizing the movement of employees within an organization that involves facilitating internal mobility, international assignments, and inter-departmental transfers to develop employees' skills and experiences

Talent retention refers to an organization's ability to keep its skilled employees and prevent them from leaving to work elsewhere

Talent mapping means a strategic process used by organizations to align their workforce capabilities with their long-term business objectives

Talent development is the process through which organizations guarantee that their employees have the necessary abilities and skills to effectively perform their current roles and adapt to future changes in those roles.

Effective talent management is crucial for organizations as it leads to enhanced performance by ensuring that suitable individuals are in the appropriate roles.

The definition of talent acquisition encompasses processes such as candidate sourcing, interviews, qualification assessments, and job offers.

Technology recruiting is defined as technical or IT recruiting which includes sourcing, screening, and assessing candidates who fit specific technical roles on an online platform.

Technical development is defined by the use of highly efficient technical means to ease mental labor and increase productivity.

Technical training is defined by specific vocational training, meaning the hard skills employees need to perform their daily job tasks and that managers can measure proficiency.

A tech recruitment platform, also known as a technical hiring platform, provides expansive coverage of topics to evaluate coders’ knowledge and skills for specific roles.

A training needs survey is a diagnostic method to identify training needs in the organization. The training needs analysis survey systematically examines the employees of the organization to list down the present level and future requirements of skills.

A TNA model helps organizations create a systematic process for skill gap analysis and answers the relevant questions that feed into designing an effective training program.

A training needs assessment indicates an employee’s current skills and competency levels. This evaluation is then used to determine where each employee stands in terms of the required competency level needed for maximum performance and productivity in the present and future.

Training needs analysis is a carefully regulated process that analyses your organization’s current and required skills level to answer all questions concerning a successful training intervention – in what competencies to train your employees?