Abstract: A talent management portfolio game including a board representing an organization, whereby game pieces representing members of the organization having a potential value to the organization can be managed so as to maximize the value of the organization according to its members. Value pieces representing realized potential can be attached to the game pieces based on played talent action cards, thereby realizing some of the potential of the game piece. Game pieces can be promoted within the organization or exchanged in attempts to maximize the value of the organization.

Abstract: A candidate assessment system reviews gaming data from a plurality of players to determine how well those players fit a particular job opening. The system uses one or more interpretation metrics to derive skill sets for each player by analyzing game attribute data from game scenarios played by the player. Each interpretation metric is generally unique, allowing the candidate assessment engine to derive a player's skill sets in markedly different ways.

Abstract: A system for benefits management that includes a benefit metaphor engine that can apply a user-facing metaphor over the benefit plan, where characteristics of the benefit plan are used to identify rule sets to generate an appropriate metaphor. The metaphor presents information about the benefit plan within the metaphor setting, and allows for the user to make decisions within the metaphor that affect the benefit plan outside of the metaphor.

Abstract: A candidate assessment system reviews gaming data from a plurality of players to determine how well those players fit a particular job opening. The system uses one or more interpretation metrics to derive skill sets for each player by analyzing game attribute data from game scenarios played by the player. Each interpretation metric is generally unique, allowing the candidate assessment engine to derive a player's skill sets in markedly different ways.

Abstract: A goal optimization ecosystem is presented. Contemplated systems include a database storing participant data representing aspects across the life of one or more participants. The system further includes a goal database storing one or more goal objects representing a participant's objectives in life. As participant data flows through a goal engine, the goal engine tracks the progress toward objectives of the objective objects and can calculated a life score reflecting a balance or level of optimization between the goals. Further, the goal engine can make recommendations on participant actions that can alter the likelihood that the objectives could be achieved individually and the value of the life score.

Abstract: A talent management portfolio game including a board representing an organization, whereby game pieces representing members of the organization having a potential value to the organization can be managed so as to maximize the value of the organization according to its members. Value pieces representing realized potential can be attached to the game pieces based on played talent action cards, thereby realizing some of the potential of the game piece. Game pieces can be promoted within the organization or exchanged in attempts to maximize the value of the organization.

Abstract: A talent management portfolio game including a board representing an organization, whereby game pieces representing members of the organization having a potential value to the organization can be managed so as to maximize the value of the organization according to its members. Value pieces representing realized potential can be attached to the game pieces based on played talent action cards, thereby realizing some of the potential of the game piece. Game pieces can be promoted within the organization or exchanged in attempts to maximize the value of the organization.

Abstract: A candidate assessment system reviews gaming data from a plurality of players to determine how well those players fit a particular job opening. The system uses one or more interpretation metrics to derive skill sets for each player by analyzing game attribute data from game scenarios played by the player. Each interpretation metric is generally unique, allowing the candidate assessment engine to derive a player's skill sets in markedly different ways.

Abstract: A method and system for the management of the planning and implementation of a target program, directed to a target entity, across multiple jurisdictions. In healthcare implementations, metrics associated with a particular health program for jurisdictions being considered, and for target groups within those jurisdictions, can be gathered and analyzed to generate a jurisdiction score for each jurisdiction. Recommendations regarding where to implement a health program and in what capacity can be made based on the generated jurisdiction scores.

Abstract: A job benchmarking system and method that allow a user to create a job scenario for a job based on scenario attributes, according to the market value of the job. A job modeling engine generates the job scenario for the job based on defined scenarios having defined scenario attributes and quantified market value dimensionalities representative of the market value of the job. After generating the job scenario, a user can request a comparison with other generated scenarios for the job. When a scenario is satisfactory, it can be formatted to work with a human resources system, such as for posting a job opportunity.

Abstract: Position class modeling systems are presented. Modeling systems can include a position class modeling engine configured to model one or more positions within an organization as a position class as a function of one or more values of modeling factors. The modeling engine derives one or more elasticity of the modeling factors where the elasticity provides in indication of how a position class would change based on changes of the modeling factor values.