The essential dictionary to adopt a "Skills-First" or "Skills-Based Organization" approach.
The approach to managing organizations through skills or "skills-based organization" or "SBO" is multidimensional. This is what stakeholders in this type of project quickly realize. To avoid becoming unwieldy and getting lost, a phased implementation strategy is always required. And to start well, you must understand the dimensions of a skills-based approach.
Mastering the "SBO" vocabulary is therefore essential to communicate effectively with your teams, your technology partners and your consultants.
This comprehensive dictionary offers you a clear and precise definition of the fundamental concepts that shape the future of talent management.
Whether you are a CHRO, talent director, or organizational development expert, this guide will allow you to navigate with confidence in the roadmap of your SBO transformation.
How this dictionary is organized:
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This dictionary constitutes a comprehensive reference to navigate in the universe of "Skills-Based Organizations".
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Each concept interconnects with others to form a coherent ecosystem that will transform your approach to skills management, talents and organizational capabilities.
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At NexaRH, we master these concepts and accompany you in their practical implementation to enhance your SBO transformation.
Table of Contents
SECTION 1 – Skills-based management philosophies
1 – Skills-Based Organization
2 – Skills-Based Organization Strategy
3 – Skills-Based Recruiting
4 – Skills-Based Learning
5 – Skills-Based Succession
6 – Skills-Based Workforce Planning
7 – Agile Skills Matching & Allocation
8 – Skills-Based Performance and Goals
9 – Task Intelligence
10 – Inventory of Organizational Capabilities
11 – Dynamic Skills Intelligence
12 – Talent Intelligence
13 – Precision Training / Precision Training
14 – Skill Signals
15 – Multi-dimensional Skills Assessment
SECTION 2 – The driving forces to adopt an "SBO" approach
16 – Upskilling
17 – Reskilling
18 – Skills Supply & Demand Analytics
19 – Emerging Skills
20 – Speed Skilling
21 – Learning in the Flow of Work / Learning in the Flow of Work
SECTION 3 – Concepts specific to the "SBO" approach
22 – Competency Framework
23 – External Taxonomy
24 – Internal Taxonomy
25 – Skills Ontology
26 – Skills Inference
27 – Skills Adjacency
28 – Cross-Functional Skills
SECTION 4 – The foundations to deploy and operate an "SBO" approach
29 – Job Architecture
30 – Position Architecture
31 – Skills Architecture
32 – Skills Data
33 – Job Description
34 – Job Posting
SECTION 5 – Talent management practices supporting the "SBO" approach
35 – Internal Mobility
36 – Career Aspiration
37 – Career Path
38 – Personal Development Plan
39 – Learning Academies
SECTION 6 – Technological capabilities in intelligent skills management
40 – Self-Declaration
41 – Skills Suggestions
42 – Training Suggestions
43 – Talent Opportunity Marketplace
44 – Skills Intelligence Platforms
45 – Competencies and Skills in Workday HCM
➡️ SECTION 7 – "SBO" governance
46 – Skills Governance
47 – Skills Risk Management
48 – Jobs & Skills Observatory
49 – Strategic Workforce and Skills Planning
50 – Skills Ecosystem
SECTION 7 – "SBO" governance
46 – Gouvernance des compétences / Skills Governance
Definition: Set of rules, processes and roles guaranteeing the quality, integrity and relevance of skills data.
What you need to know: Skills governance ensures the reliability of the SBO system. It defines responsibilities (HR, COE, managers), update processes, and usage rules. Strong governance prevents the proliferation of inconsistent taxonomies and ensures alignment with the company's strategy. It also includes ethical aspects (bias, transparency, confidentiality). Without governance, SBO initiatives risk losing credibility and impact.
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Related concepts: Skills Architecture , Self-Declaration, Multi-dimensional Skills Assessment.
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NexaRH Resources: Practical guide to AI governance for CRHOs and HRDs .
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External reference: edyoucated GmbH, Skill Governance: scaling the skill-based approach correctly, (2025) .
47 – Skills Risk Management
Definition: Automated recommendation of potential skills by a talent management platform.
What you need to know: Skill suggestions use AI algorithms and ontologies to infer implicit skills from experience, tasks performed, or similar roles. They enrich employee profiles and reduce self-reporting bias. In an SBO, they improve inventory completeness and accelerate data updates. Adopting this mechanism increases matching accuracy and enhances the value of talent marketplaces.
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Related concepts: Skills Inference, Self-Declaration, Dynamic Skills Intelligence.
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NexaRH Resources: Skills Roadmap or SBO and AI Roadmap in HR .
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External reference: Mercer, Talent risk management strategies to address the growing labor gap, (2024).
48 – Jobs & Skills Observatory
Definition: Continuous analysis system enabling the monitoring of the development of professions and skills in a large organization.
What you need to know: Observatories identify trends, anticipate needs, and guide training, recruitment, and mobility decisions. In an SBO, they become internal intelligence centers, connected to HR data and the market. They help detect emerging skills, anticipate risks, and strengthen the talent development strategy.
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Related concepts: Emerging Skills, Talent Intelligence, GEPP (Strategic Workforce and Skills Planning)
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NexaRH Resources: Skills Roadmap or SBO
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External reference: Example of Ireland - National Skills Council, Skills Matter: Priorities to Shape Our Future Capabilities (2025).
49 – Strategic Workforce and Skills Planning
Definition: Structured approach in France and the French-speaking world aimed at aligning the forward planning of employment and skills with organizational strategies.
What you need to know: GEPP (Job and Career Path Management) is a legal requirement in France for large companies and a best practice adopted elsewhere. It involves anticipating employment changes, mapping skills, and implementing action plans to close gaps. In an SBO, it takes on a more dynamic dimension thanks to AI and integration into Skills Intelligence platforms.
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Related concepts: Skills-Based Workforce Planning, Jobs & Skills Observatory, Skills Risk Management.
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NexaRH Resources: https://www.nexarh.com/post/conference-quelle-feuille-de-route-ia-pour-les-rh
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External reference: Let's talk HR, What is GEPP (2025).
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External reference: McKinsey & Company, The critical role of strategic workforce planning in the age of AI, (2025) .
50 – Skills Ecosystem
Definition: Network of actors, practices and technologies that interact to develop, recognize and mobilize skills.
What you need to know: The skills ecosystem extends beyond the organization to include educational partners, professional associations, technology providers, and government agencies. It promotes skills portability, supports innovation, and contributes to overall competitiveness. In an SBO, it ensures interconnection between internal platforms and external resources and facilitates market-wide skills recognition.
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Related concepts: Skills Intelligence Platforms, External Taxonomy, Cross-Functional Skills.
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NexaRH Resources: Mapping of intelligent skills management solutions (available for free download).
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External reference: Learn & Work Ecosystem Library, Credential As You Go, (2025)
Resources at Your Disposal
🟣 3- Detailed article on the development of HRIS, AI in HR and Skills (Skill-based Organization) roadmaps
🟣 4- Our mapping of intelligent skills management solutions. Unique on the market. Available for free download.
Why Choose NexaRH to Develop Your Skills Roadmap?
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Specialized expertise in position architecture, job architecture, skills architecture, taxonomies, and skills ontologies.
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In-depth analysis of artificial intelligence technologies applied to talent and skills management, enabling an HRIS roadmap that integrates the most advanced market concepts.
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Technology neutrality and exhaustive knowledge of the intelligent skills management solution vendor ecosystem, ensuring objective recommendations based on your specific needs rather than commercial partnerships.
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Proven SBO transformation methodology with personalized support that considers your organizational maturity, technology constraints, and strategic objectives to guarantee successful and sustainable adoption.
