Define demand
20 competencies with O*NET 31.0 provenance, local targets, assessment standards, owners, and versions.
Target 4.12
Executive brief · Synthetic workforce lab
Skills-based growth,
made visible.
A governed L&D planner connecting skill demand, talent calibration, individual development, and operational evidence.
Workforce
70
Synthetic profiles
Mastery
81.4%
Active IDPs
58
Talent Growth Engine01 · SIGNAL
One connected operating system
From ontology to evidence—without losing the decision trail.
Diagnose gaps
Source-reconciled proficiency evidence converts current capability into a visible development queue.
Current 3.64 · gap -0.48
Activate IDPs
30/60/90-day milestones connect practice, mentor feedback, protected learning time, and reassessment.
70 governed plans
Evaluate transfer
Reaction, learning, behavior, and results remain distinct—completion never silently becomes mastery.
L2 88.6%
Skills → practice → evidence → decision02 · SYSTEM
Transparent talent calibration
A nine-box conversation aid—not an algorithmic verdict.
14
Star Talent profiles
HIGH POTENTIALEmerging Potential4
HIGH POTENTIALHigh Potential8
HIGH POTENTIALStar Talent14
MODERATEDevelopment Focus6
MODERATECore Contributor16
MODERATEHigh Performer8
LOW POTENTIALPriority Support4
LOW POTENTIALEffective Contributor5
LOW POTENTIALTrusted Professional5
High/High → Star Talent · Low/Low → Priority Support03 · TALENT
Four levels · Four different questions
Learning evidence with an attribution boundary.
L1 · REACTION
4.6
92% satisfaction signal
Was the experience relevant and usable?
L2 · LEARNING
88.6%
Synthetic score mean
What knowledge or skill changed?
L3 · BEHAVIOR
81.4%
Aggregate mastery
Is critical behavior visible on the job?
L4 · RESULTS
+24.6%
Yield · scrap -18.2%
₹4.8 lakhs savings at governed cohort grain.
Association ≠ causation
Never infer higher-level evidence from lower-level success04 · EVIDENCE
Production readiness
Scale the controls
before the scores.
The portfolio proves the information architecture. A real implementation earns trust through local validation, employee voice, secure access, and evaluation discipline.
O*NET provenanceIDP RACILMS audit trailPrivacy by design
1
Validate locally
Behavior anchors, assessors, access needs, and targets.
2
Protect employee agency
Explanation, correction, challenge, and human review.
3
Instrument the workflow
Versioning, idempotency, reconciliation, and rollback.
4
Pre-register results
Outcome window, comparison logic, and confounder log.
All records synthetic · no automated employment decisions05 · NEXT