Action learning is an educational process in which a group of individuals work on a real company problem together to simultaneously develop a potential solution for the problem and achieve developmental objectives.  It is generally facilitated by a learning coach who ensures that the participants reflect on their actions to get the most out of the learning opportunity.

A competency model defines specific behaviors that make someone successful in a particular role or position.  Some competency models use behavioral indicators (or anchors) to define particular levels of performance.  

Talent management processes (selection, training, development planning, performance management, career management, succession planning) are integrated when they rely on the same foundation (for example, one set of competencies) or when each process feeds information into another process.  For instance, assessment results from a selection process can feed into a development plan for an employee.  Results from the performance management process (ratings on performance) may be one component of input into the succession planning process.  Company-wide results from performance management may be rolled up to inform the training and development priorities for the following year.

A leadership competency model defines specific behaviors that drive success in a leadership role.  Some leadership competency models define behaviors at various levels of performance (needs improvement, meets expectations, role model) while other models define target-level performance at different stages of leadership (manager, director, vice president, officer).

An organizational capability refers to the collective abilities of the organization required to execute on the business strategy (regardless of whether or not the company current possesses that capability).  A strategic capability analysis is an approach to assessing how important the capability is to the organization's success and how the organization performs on the capabilities relative to competitors.  The outcome will identify gaps and surpluses in the organization's capabilities.

Workforce analytics is the application of statistical modeling methods to worker-related data to optimize workplace outcomes such as productivity.