Define and manage skills taxonomy
How define and manage skills taxonomy are reshaped as AGI capability advances.
The bottom line
Roughly 85% of the work in Define and manage skills taxonomy is information-shaped — already within reach of AI delivery. The question here is not whether it shifts, but which tasks go first and who staffs the residual.
Why: Without child occupation data, the evaluation relies on the process name and description. 'Analyzing', 'classifying', and 'organizing' skill requirements are purely cognitive, information-processing tasks. This taxonomy work is executed remotely via databases and HR software, placing it firmly in the digital band.
grounded in the economy graph · digital scalar 0.85 · digital
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How the work flows
Trigger: Strategic workforce planning initiatives or emerging business needs dictate a requirement to categorize and track organizational competencies.
- Analyze current and future skill requirements across business units
- Draft standardized definitions and proficiency levels for identified skills
- Organize skills into a hierarchical and logical framework
- Validate the taxonomy structure with subject matter experts
- Map the validated skills to existing job profiles and roles
- Integrate the taxonomy into HR information systems
- Establish a governance model for continuous taxonomy maintenance
Outcome: A structured, comprehensive skills taxonomy is published and integrated into talent management systems to guide hiring, training, and role mapping.