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
Table of Contents
22 – Competency Framework
Definition: An organized structure that defines, categorizes, and prioritizes the skills needed for each role and level in the organization.
What you need to know: The competency model is the backbone of an SBO. It provides a common language for describing skills, facilitates their assessment, and supports internal mobility. An effective framework organizes skills into categories (technical, behavioral, functional), establishes levels of proficiency, and sets measurable criteria. Organizations with a solid framework improve the accuracy of talent assessments and reduce hiring errors. Implementing it requires a detailed job analysis, consultation with internal experts, and ongoing validation.
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Related concepts: Internal Taxonomy, External Taxonomy, Skills Ontology.
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NexaRH Resources: https://www.nexarh.com/post/conference-what-solution-of-intelligent-management-of-skills-for-your-strategy-sbo
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External reference: CIPD, Competency Framework Factsheets (2021) .
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External reference: Korn Ferry, How to Build an Effective Skills Assessment Framework, (2025).
23 – External Taxonomy
Definition: Standardized classification of skills based on recognized sectoral or international benchmarks.
What you need to know: External taxonomy provides a consistent and shared nomenclature for describing skills. It is based on established frameworks such as O*NET, ESCO (European Skills, Competences, Qualifications and Occupations), or specialized sector frameworks. This standardization facilitates market comparison, skills portability, and integration with talent management platforms. However, it must be adapted to cultural and organizational specificities to maximize its relevance.
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Related concepts: Internal Taxonomy, Competency Framework, Skills Ontology.
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NexaRH Resources: https://www.nexarh.com/post/cartographie-des-solutions-hr-tech-canada-et-québec
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External reference: European Commission, 2023. https://esco.ec.europa.eu
24 – Internal Taxonomy
Definition: A customized skill classification developed specifically to reflect an organization's unique needs and culture.
What you need to know: Unlike external taxonomies, an internal taxonomy reflects the organization's own reality and strategic priorities. It includes proprietary know-how, distinctive skills, and cultural values. When properly constructed, it enables optimal alignment between talent and corporate strategy, promoting a detailed and differentiated assessment. Its development requires strong involvement from internal stakeholders and a rigorous validation process.
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Related concepts: External Taxonomy, Skills Ontology, Skills Architecture.
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NexaRH Resources: https://www.nexarh.com/post/conference-what-solution-of-intelligent-management-of-skills-for-your-strategy-sbo
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External reference: SHRM, , 2022. https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/internal-skills-taxonomy.aspx
25 – Skills Ontology
Definition: Advanced semantic structure that defines the complex relationships between skills, their dependencies and their interactions.
What you need to know: Skills ontology represents an evolution from traditional taxonomies. It maps the relationships between skills: prerequisites, proximities, synergies, transferability. Powered by AI, it supports the personalization of learning paths and the identification of mobility trajectories. Companies that adopt it improve the accuracy of learning recommendations and reduce the time to identify optimal development paths. Its implementation requires knowledge engineering expertise and advanced technology platforms.
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Related concepts: Internal Taxonomy, Skills Inference, Skills Adjacency.
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NexaRH Resources: https://www.nexarh.com/post/cartographies-hr-tech-un-guide-visuel-pour-faire-le-bon-choix
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External reference: MIT Sloan Management Review, The Ontology of Skills in a Digital Enterprise, 2022. https://sloanreview.mit.edu/article/the-ontology-of-skills-in-a-digital-enterprise
26 – Skills Inference
Definition: An automated process using artificial intelligence (AI) to infer an individual's skills from various data sources.
What you need to know: Skills inference leverages AI, NLP (natural language processing), and semantic analysis to analyze resumes, LinkedIn profiles, project histories, feedback, and digital activities. It detects explicit and implicit skills, estimates proficiency levels, and identifies emerging skills. This automation accelerates the creation of comprehensive profiles and increases their reliability. It supports internal mobility, talent planning, and the detection of “hidden talent.”
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Related concepts: Task Intelligence , Skill Signals, Skills Ontology.
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NexaRH Resources: https://www.nexarh.com/architecture-emplois-postes-comp%C3%A9tences
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External reference: LinkedIn, 2022. https://www.linkedin.com/pulse/ai-powered-skills-inference-new-way-understand-talent
27 – Skills Adjacency
Definition: Identification of similar skills that allow an employee to move into new roles with little additional training.
What you need to know: Adjacent skills facilitate internal mobility and reskilling. They represent skills that can be transferred from one role to another, for example, a customer service representative who can move into an account management position thanks to their communication and analytical skills. Skills Intelligence platforms automatically map these proximities, which accelerates talent allocation and reduces training costs. Their use helps streamline career management and secure the transition to transforming professions.
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Related concepts: Internal Mobility, Reskilling, Cross-Functional Skills.
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NexaRH Resources: https://www.nexarh.com/post/pourquoi-la-gestion-de-la-carrière-et-de-la-mobilité-demeure-la-cinquième-roue-du-carrosse-rh
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External reference: World Economic Forum, 2021. https://www.weforum.org/reports/job-transitions-in-the-age-of-automation
28 – Cross-Functional Skills
Definition: Generic skills applicable in several functions, roles or professional contexts.
What you need to know: Soft skills include communication, collaboration, critical thinking, problem-solving, and leadership. They are essential for navigating complex environments and supporting organizational innovation. In an SBO model, they promote internal mobility and strengthen team versatility. Valuing and measuring soft skills is essential for identifying high-potential talent and designing more flexible and inclusive career paths.
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Related concepts: Skills Adjacency, Career Path, Skills Ecosystem.
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NexaRH Resources: https://www.nexarh.com/post/cartographies-hr-tech-un-guide-visuel-pour-faire-le-bon-choix
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External reference: OECD, 2021. https://www.oecd.org/education/skills-for-21st-century-learners.htm
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.
