To kick things off, let's cover some common TalentBoost terminology to help you better understand, and use this product effectively.
A skill, by definition, is the ability to act and achieve determined results. Skills are predefined by the supervisor. To quantify a skill, you can set a score level for how well you or a colleague can perform. Only a supervisor can rate the skill of another employee.
To help you better manage your skills as an individual or company, you will be able to distinguish skills by:
Core skill: A skill that is necessary to possess in a particular skill set.
Additional skills: Optional skills, or skills that are not mandatory for a given skill set.
1st grade of ease: A skill that has an immediate relationship (based on the Skill map’s structure or its influence on another skill with a skill you already possess.
2nd grade of ease: A skill that has an intermediate relationship with a skill you already possess.
Recommended: A skill that is needed or desired at the team / company level.
Find out more about the best practices and different use cases
There are different assessment sources that provide an overview of skill performance. In essence one skill can have multiple score types such as:
TalentScore: Score received after completing an inbuilt test that assesses your performance in a specific skill.
Manager: The subjective opinion of a manager or supervisor about your performance in a specific skill, based on specific observations.
Self-Assessment: The self-reported assessment of your own skill level. The rating system is based on a ten point structure, with 1 being the lowest and 10 the highest possible score level.
Desired: An aspired level of skill performance.
Recommended: A level of performance that is desired by the company.
We differentiate three rate scales:
A gradation score is incremental, which means that the highest level of knowledge consists of all the levels in-between.
A requirement checklist means that a skill has a strict list of requirements you need to acquire to get a maximum score.
A dependable requirement checklist is a combination of the two scales above and enables building dependencies between the regular checklist elements
Learn how to create your own custom skill definitions.
Learn more about assessment scale types.
A structured skill catalog that enables efficient skill management.
The map contains all the skills that can be configured and filtered by the manager. See use cases
SkillMap structure: There are 3 levels of aggregated skills. The smallest element of the map is the skill that can only appear once in the structure. This way skills are easier to manage and highlight connections with skills from different categories. See examples and use cases of how to build a Skill map.
- Group level: A group of skills that are related or very similar to each other.
- Domain level: Groups that are related to each other.
- Category level: Domains that fall into the same category.
Active skills: Skills that are visible at the default view of the map, which are configurable. The remaining skills are hidden and called Inactive.
A logical set of skills. Multiple skill sets define a job position and enable easy skill management across the company and positions. See best practices
// Edit: Each project helps managers find users with the necessary skills within their company, and later rate them based on their performance.
A structured hierarchy of users within a company. Each user may be in multiple teams at once.
An aggregate of a user’s skills with current scores and the possibility to view their development through time.
A TalentBoost user can keep track of skill changes that are added to the user profile. They can explore potential growth opportunities through the skill map as well as career, and learning materials.
Manager: manages the company view of skills, evaluates employees, and sends skill assessments. See more