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Knowledge asset identification and description
Criticality assessment and usage patterns
Capture, storage, and sharing mechanisms
Access controls and utilization metrics
Risk factors and retention strategies
Knowledge sources and users
Implementation Guidelines
Getting Started
Begin by identifying and documenting key workforce segments
Select a high-priority segment and assess its skills profile and strategic alignment
Document critical cultural attributes that enable or hinder strategic objectives
Define core competency frameworks for key roles and functions
Identify critical knowledge assets that must be preserved and leveraged
Best Practices
Ensure workforce elements have clear boundaries and distinct characteristics
Base cultural assessments on objective data and systematic observation
Link competency frameworks to strategic objectives and operational requirements
Connect knowledge management approaches to business outcomes and performance metrics
Involve multiple perspectives in people domain development
Maintain a balance between current talent needs and future capability requirements
Common Pitfalls to Avoid
Creating too many workforce segments, diluting management focus
Basing cultural assessments on assumptions rather than evidence
Failing to connect people elements to strategic and operational domains
Not updating people models as organizational needs evolve
Overlooking the interdependencies between culture, competency, and knowledge
Neglecting the measurement of people domain initiatives and outcomes
Schema Evolution Guidance
The People Domain schema is expected to evolve with emerging practices in talent management and organizational development. Future extensions may include:
Enhanced remote/hybrid workforce modeling
AI-augmented workforce frameworks
Advanced cultural analytics
Employee experience journey mapping
Future of work scenario planning
Skills taxonomy integration
Organizations should plan for these evolutions by maintaining clean taxonomies and clear relationship models in their current implementation.
Conclusion
The People Domain extends the Orthogramic Metamodel with a robust framework for modeling and managing human capital aspects of business architecture. By providing structured schemas for workforce segments, cultural attributes, competency frameworks, and knowledge assets, it enables organizations to systematically align their talent strategies with strategic objectives and operational requirements.
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Property | Description | Example |
|---|---|---|
knowledgeID | Unique identifier for the knowledge element | "KM-ARCH-001" |
knowledgeAssetTitle | Name of the specific knowledge asset | "System Architecture Knowledge Base" |
assetDescription | Detailed explanation of the knowledge asset | "Repository of architectural decisions, patterns, and principles for core systems" |
orgUnitTitle | Organization unit responsible for this asset | "Enterprise Architecture" |
peopleID | ID of the people domain this knowledge asset belongs to | "PEOPLE-KNOWLEDGE-001" |
knowledgeType | Category of knowledge | "explicit" |
knowledgeCriticality | Strategic importance | {"criticalityLevel": "high", "businessImpact": "Ensures consistent architectural decisions and prevents technical debt"} |
knowledgeSources | Origin points | {"primarySources": ["Architecture review meetings", "Design documentation"], "contributorRoles": ["Enterprise Architects", "Technical Leads"]} |
knowledgeUsers | Consumers | {"primaryUsers": ["Development Teams", "Solution Architects"], "usageContext": "During design and implementation phases"} |
captureMethod | How knowledge is captured | {"method": "Architecture Decision Records", "captureProcess": "Post-decision documentation with structured templates"} |
storageApproach | How knowledge is stored | {"storageSystem": "Enterprise wiki with version control", "organizationMethod": "Taxonomical categorization with tagging"} |
accessControls | Who can access | {"accessRestrictions": "Read access for all technical staff, write access for architects and tech leads", "securityLevel": "Internal only"} |
sharingMechanisms | How knowledge is shared | {"formalMechanisms": ["Architecture forums", "New hire onboarding"], "informalMechanisms": ["Communities of practice"]} |
utilizationMetrics | How usage is measured | {"usageMetrics": ["Page views", "Reference citations in design documents"], "utilizationRate": "73% of eligible staff access monthly"} |
knowledgeRisks | Risk factors | [{"riskName": "Knowledge decay", "riskLevel": "medium", "mitigation": "Quarterly review and refresh process"}] |
retentionStrategy | How knowledge is preserved | {"retentionMethod": "Living documentation with ownership assignments", "successorProgram": "Architect mentoring program"} |
Schema Evolution Guidance
The People Domain schema is expected to evolve with emerging practices in talent management and organizational development. Future extensions may include:
Enhanced remote/hybrid workforce modeling
AI-augmented workforce frameworks
Advanced cultural analytics
Employee experience journey mapping
Future of work scenario planning
Skills taxonomy integration
Organizations should plan for these evolutions by maintaining clean taxonomies and clear relationship models in their current implementation.