Reference
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 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.
- An employee's class comes from their talent profile — their performance and potential ratings — never from their job title.
- Employees without a performance and potential rating are not yet classified (shown as No data). The Home dashboard counts them in a note under the Talent Grid, and Chat With Data leaves them out unless you ask about unclassified employees.
Talent Segments
The Home dashboard's Talent Overview groups the classes into four segments. Chat With Data uses the same definitions, so a segment means the same thing everywhere.
| Segment | Talent classes included |
|---|---|
| Top Talent | STAR Leaders, Future Leaders, Emerging Leaders, Growing Talent |
| Succession Ready | STAR Leaders, Emerging Leaders, Future Leaders |
| Needs Development | Strugglers, Misfits, Average Workers |
| Hidden Gems | Underutilized, Diamond in the Rough |
Succession Readiness Levels
| Level | Meaning |
|---|---|
| Ready Now | The successor can step into the role immediately with minimal onboarding |
| Ready 1-2 Years | The successor needs 1–2 years of targeted development before being ready |
| Ready 3+ Years | The successor is a long-term candidate needing 3 or more years of preparation |
When a position has several successors, the Home dashboard's Succession Readiness block counts only the best-ready one.
Development Plan Status Labels
| Status | Badge Color | Meaning |
|---|---|---|
| Active | Green | Plan is currently in progress |
| On Hold | Amber | Plan is paused (not deleted) |
| Completed | Green | Plan is finished |
Development Item Status Labels
Each item inside a plan has its own status:
| Status | Badge Color | Meaning |
|---|---|---|
| Not Started | Amber | The item hasn't begun yet |
| In Progress | Green | The employee is working on it |
| Completed | Green | The item is done — its row is highlighted |
Development Item Types
| Type | When to use |
|---|---|
| Training | Instructor-led or classroom training |
| Course | A formal or online course (e.g., LinkedIn Learning) |
| Workshop | A short, hands-on group session |
| On-the-Job | Learning by doing — stretch assignments or projects in the role |
| Mentoring | One-on-one coaching or mentorship |
| Self-Study | Reading or self-paced learning |
| Certification | A professional certification or accreditation |
| Other | Anything that doesn't fit the types above |
Retirement Horizon
Where TalentForge shows people who retire within 24 months (for example, in the Home dashboard's Critical Role Risk block), it means employees who reach Indonesia's statutory pension age within the next 24 months.
The pension age follows Government Regulation (PP) No. 45 of 2015. It is 59 for 2025–2027 and rises by one year every three years, up to a maximum of 65. TalentForge updates it automatically each year.
Glossary
| Term | Definition |
|---|---|
| All business units | An access level that lets an account see every business unit, including ones added later. Set by an admin. |
| BU (Business Unit) | An organizational division (e.g., SINARMAS ASSET MANAGEMENT). Your access is scoped to your assigned BUs. |
| Calibration | A review session where talent ratings are checked and agreed. The Home dashboard shows what share of ratings have been calibrated. |
| Critical Role | A tag in Talent Finder marking an employee's position as business-critical. The Home Critical Roles tile counts all of them; Critical Role Risk shows the ones with no active succession plan. |
| Development Plan | A structured plan with specific items (training, courses, mentoring, certifications and more) to prepare an employee for a target role. |
| Fit Score | An AI-calculated percentage (0–100%) showing how well an employee matches a target role based on experience, education, and skills. |
| Gap Analysis | An AI-generated report detailing what an employee needs — in terms of experience and skills — to transition into a target role. |
| Hiring memo | A record in SWORD of a hiring decision as it moves through its stages. The Home dashboard's Incoming hires section counts memos per stage. |
| Intelligence Feed | The alerts panel on the Home dashboard: how many critical roles there are, and how many development plans end within 30 days. |
| Interview assessments | The module showing interview verdicts scored in SWORD. An admin must grant access. |
| Layer | An employee's job layer or grade, from most to least senior. Shown in the Home dashboard's Organisation Layers block. |
| Organisation Structure | The module showing who reports to whom, as a list and a tree. |
| Position Match | The module that ranks internal candidates for a vacancy, beside the people who applied through Workable. |
| 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. |
| Recent Activity | The list of the latest actions in your business units on the Home dashboard, such as new succession plans and tag changes. |
| Sign-in method | How you sign in: Google (your company Google account) or Username and password. Shown on your Profile. |
| Skills to Develop | A prioritized list of skills an employee needs to build for a specific target role, shown in Career Navigator. |
| Succession Plan | A plan designating one or more successors for a role or position, with readiness levels. |
| SWORD | The interview assessment system TalentForge reads interview verdicts and hiring memo stages from. |
| Talent Class | An employee's position on the 12-box matrix combining performance and potential ratings. |
| Talent movement | The module that shows who joined, moved or left since 2024. An admin must grant access. |
| Talent Overview | The Home dashboard section that shows the shape of your workforce — the Talent Grid, segments, critical-role risk, readiness, calibration, layers and tenure. |
| Tenure | Years of service with the company. |
| Top Talent | STAR Leaders, Future Leaders, Emerging Leaders and Growing Talent — see the 12-box matrix above. |
| User Admin | The admin-only page for adding users, setting their business units and granting module access. |
| Workable | The applicant tracking system where vacancies are published. Position Match reads its open vacancies and applicants. |