Overview

The People Domain focuses on the human aspects of an organization, including workforce capabilities, organizational culture, leadership approaches, and knowledge management practices that enable strategic execution. This domain provides a structured approach for modeling workforce segments, competency frameworks, cultural attributes, and knowledge assets, enabling a people-centric view that drives strategic planning and operational excellence.

Purpose and Value

The People Domain enables organizations to:

Align workforce capabilities with organizational strategy and business requirements
Model cultural elements that support or hinder strategic objectives
Support data-driven decision making about talent development and acquisition
Drive performance through effective knowledge management and competency frameworks
Measure and improve workforce engagement, diversity, and cultural alignment
Provide a structured foundation for talent management and organizational development
Ensure human capital investments support strategic objectives and business outcomes

Core Concepts

Workforce Element

A distinct segment or grouping of employees or contractors with similar characteristics, skills, or organizational roles. Workforce elements provide a way to analyze different parts of the organization's human capital with unique development needs and strategic contributions.

Culture Element

A defined attribute or characteristic of organizational culture that influences behavior, decision-making, and performance. Cultural elements shape how work is performed and how the organization responds to challenges and opportunities.

Competency Framework

A structured collection of knowledge, skills, abilities, and behaviors that define success in specific roles or functions. Competency frameworks provide the foundation for talent development, performance management, and succession planning.

Knowledge Management

A systematic approach to capturing, organizing, and leveraging organizational knowledge and expertise. Knowledge management ensures critical information and insights are preserved and shared effectively.

Domain Structure

Domain Attributes

Basic identification: title, description, talentCategory
Organizational alignment: orgUnitTitle, orgUnitRoles, orgUnitsCovered
Workforce characteristics: workforceSize, skillsProfile, workforceFlexibility
Development approaches: talentDevelopmentApproach, talentAcquisitionStrategy, performanceManagementSystem
Cultural elements: culturalValues, leadershipModel, engagementMetrics
Knowledge factors: knowledgeManagementApproach, competencyFramework
Diversity and inclusion: diversityMetrics
Strategic factors: strategicAlignment

Domain Elements

Workforce Element

Provides a detailed view of a specific workforce segment:

Segment identification and categorization
Size and geographic distribution
Skills and experience profile
Cost structure and availability characteristics
Risk factors and succession planning
Strategic alignment and workforce strategy

Culture Element

Maps the cultural attributes that influence organizational performance:

Cultural attribute identification and description
Current and desired state assessment
Strategic importance and alignment
Supporting and countering behaviors
Measurement and reinforcement approaches
Leadership influence and cultural barriers

Competency Framework Element

Provides a structured approach to defining success requirements:

Framework identification and description
Competency categories and progression levels
Assessment methods and development paths
Certification requirements and ownership
Adoption metrics and review processes
Strategic alignment and industry standards

Knowledge Management Element

Analyzes the approaches to capturing and leveraging organizational knowledge:

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.

The integration with the Strategic Response Model ensures that people insights drive strategic decision-making and organizational change. This domain complements other domains by focusing on the human dimensions that enable organizational capabilities, providing critical context for strategic planning and operational execution.

Organizations can use this domain to develop a more comprehensive understanding of their talent landscape, identify development opportunities, and ensure that people investments are properly aligned with strategic priorities.

Example Implementation

Example: Corporate Engineering Workforce Segment

{
  "peopleID": "PEOPLE-WORKFORCE-001",
  "title": "Product Engineering Team",
  "description": "Core product development engineering workforce responsible for design, development, and maintenance of enterprise software products.",
  "talentCategory": "technical",
  "orgUnitTitle": "Engineering Division",
  "orgUnitRoles": ["Chief Technology Officer", "VP of Engineering", "Talent Acquisition Manager"],
  "orgUnitsCovered": ["Product Development", "Quality Engineering", "DevOps"],
  "workforceSize": {
    "currentHeadcount": 125,
    "plannedHeadcount": 150,
    "timeframe": "EOY 2025",
    "vacancies": 15
  },
  "skillsProfile": {
    "technicalSkills": ["Full-stack development", "Cloud architecture", "DevOps", "AI/ML implementation"],
    "coreCompetencies": ["Problem solving", "Technical design", "Agile methodology"],
    "criticalSkillGaps": ["Quantum computing expertise", "Advanced AI model development"],
    "skillAssessmentMethod": "Annual technical skills assessment with peer review"
  },
  "competencyFramework": "Engineering Excellence Framework",
  "talentDevelopmentApproach": {
    "developmentMethodology": "70-20-10 learning model",
    "formalPrograms": ["Technical mentorship program", "Engineering leadership pathway"],
    "learningResources": ["Internal knowledge base", "Conference participation", "Online learning subscriptions"],
    "developmentBudget": "$4,200 per employee annually"
  },
  "talentAcquisitionStrategy": {
    "sourcingChannels": ["Technical referrals", "University partnerships", "Tech community events"],
    "selectionCriteria": ["Technical assessment", "Culture-fit interview", "Problem-solving challenge"],
    "onboardingProcess": "6-week structured technical onboarding with mentor assignment",
    "timeToProductivity": "3 months for junior roles, 1 month for senior roles"
  },
  "culturalValues": ["Innovation", "Technical excellence", "Continuous learning", "Collaboration"],
  "leadershipModel": {
    "leadershipStyle": "Servant leadership with technical expertise",
    "decisionMakingApproach": "Distributed authority with clear escalation paths",
    "leaderToIndividualContributorRatio": "1:8"
  },
  "engagementMetrics": {
    "overallEngagementScore": 82,
    "benchmarkComparison": "7 points above technology industry average",
    "keyDrivers": ["Technical challenge", "Learning opportunities", "Work-life balance"],
    "improvementAreas": ["Recognition programs", "Career path clarity"]
  },
  "knowledgeManagementApproach": {
    "primaryKnowledgeSharing": "Documentation-as-code in internal wiki",
    "technicalDocumentation": "Mandatory for all systems and processes",
    "knowledgeRetention": "Pair programming and cross-training on critical systems"
  },
  "performanceManagementSystem": {
    "reviewCycle": "Quarterly objectives with annual in-depth review",
    "performanceCriteria": ["Technical contribution", "Knowledge sharing", "Innovation", "Reliability"],
    "feedbackMechanisms": ["360-degree feedback", "Continuous peer feedback platform"]
  },
  "workforceFlexibility": {
    "workModel": "Hybrid with 2 core in-office days",
    "geographicDistribution": "65% headquarters, 35% distributed",
    "adaptabilityScore": "High - demonstrated ability to reorganize for strategic initiatives"
  },
  "diversityMetrics": {
    "genderDiversity": "28% women in engineering roles vs. industry average of 25%",
    "ethnicDiversity": "Representation matches regional demographics with 15% underrepresented minorities",
    "inclusionScore": 76,
    "diversityGoals": "35% women in engineering roles by 2026, 20% underrepresented minorities"
  },
  "strategicAlignment": {
    "alignmentDescription": "Engineering workforce directly enables product innovation strategy and technical excellence pillar",
    "strategicObjectives": [
      {
        "objectiveID": "STRAT-PROD-2025-01",
        "alignmentDescription": "Technical capabilities support cloud-native product transformation"
      },
      {
        "objectiveID": "STRAT-INNO-2025-02",
        "alignmentDescription": "AI/ML skills enable new product features and capabilities"
      }
    ],
    "alignmentStrength": "high"
  },
  "dependencies": [
    {
      "dependencyType": "Critical",
      "domainType": "Capability",
      "entityID": "CAP-DEV-001",
      "description": "Software development capability"
    },
    {
      "dependencyType": "Important",
      "domainType": "Technology",
      "entityID": "TECH-CLOUD-002",
      "description": "Cloud platform expertise"
    }
  ],
  "relatedPeopleElements": [
    {
      "elementID": "CULT-INNO-001",
      "relationshipType": "enables",
      "relationshipStrength": 5,
      "description": "Innovation culture element supports engineering excellence"
    },
    {
      "elementID": "COMP-ENG-001",
      "relationshipType": "defines",
      "relationshipStrength": 5,
      "description": "Engineering competency framework defines skill requirements"
    }
  ]
}

People Domain Schema

Cross-Domain Relationship Mappings

People-Strategy Relationship Schema

{
  "$schema": "http://json-schema.org/draft-07/schema#",
  "title": "People-Strategy Relationship Schema",
  "description": "Schema for relationships between People domain and Strategy domain",
  "type": "object",
  "required": ["relationshipID", "peopleID", "title", "relationshipType"],
  "properties": {
    "relationshipID": {
      "type": "string",
      "description": "Unique identifier for this relationship"
    },
    "peopleID": {
      "type": "string",
      "description": "ID of the people element"
    },
    "title": {
      "type": "string",
      "description": "Name of the strategy"
    },
    "relationshipType": {
      "type": "string",
      "description": "Nature of the people influence on strategy",
      "enum": ["talent-enabler", "culture-enabler", "capability-builder", "competency-provider", "knowledge-provider", "execution-enabler", "other"]
    },
    "relationshipStrength": {
      "type": "integer",
      "description": "Strength of influence (1-5)",
      "minimum": 1,
      "maximum": 5
    },
    "talentFactors": {
      "type": "array",
      "description": "People factors influencing this strategy",
      "items": {
        "type": "string"
      }
    },
    "strategicAlignment": {
      "type": "object",
      "description": "How people elements align with strategy",
      "properties": {
        "alignmentDescription": {
          "type": "string",
          "description": "Description of alignment"
        },
        "alignmentLevel": {
          "type": "string",
          "description": "Level of alignment",
          "enum": ["misaligned", "partially-aligned", "mostly-aligned", "fully-aligned"]
        },
        "alignmentGaps": {
          "type": "array",
          "description": "Areas where alignment is lacking",
          "items": {
            "type": "string"
          }
        },
        "alignmentPlan": {
          "type": "string",
          "description": "Plan to improve alignment"
        }
      }
    },
    "strategicObjectives": {
      "type": "array",
      "description": "Strategic objectives affected by people elements",
      "items": {
        "type": "object",
        "properties": {
          "objectiveID": {
            "type": "string",
            "description": "ID of strategic objective"
          },
          "talentContribution": {
            "type": "string",
            "description": "How people contribute to objective"
          },
          "importanceLevel": {
            "type": "string",
            "description": "Importance to objective",
            "enum": ["minor", "moderate", "significant", "critical"]
          }
        }
      }
    },
    "talentInvestments": {
      "type": "array",
      "description": "Strategic investments in people",
      "items": {
        "type": "object",
        "properties": {
          "investmentName": {
            "type": "string",
            "description": "Name of investment"
          },
          "investmentDescription": {
            "type": "string",
            "description": "Description of investment"
          },
          "investmentRationale": {
            "type": "string",
            "description": "Strategic rationale"
          },
          "expectedOutcomes": {
            "type": "string",
            "description": "Anticipated results"
          }
        }
      }
    },
    "performanceMetrics": {
      "type": "array",
      "description": "Metrics for measuring strategic impact",
      "items": {
        "type": "object",
        "properties": {
          "metricName": {
            "type": "string",
            "description": "Name of metric"
          },
          "metricDescription": {
            "type": "string",
            "description": "Description of what is measured"
          },
          "currentValue": {
            "type": "string",
            "description": "Current performance"
          },
          "targetValue": {
            "type": "string",
            "description": "Target performance"
          }
        }
      }
    }
  }
}

People-Capability Relationship Schema

{
  "$schema": "http://json-schema.org/draft-07/schema#",
  "title": "People-Capability Relationship Schema",
  "description": "Schema for relationships between People domain and Capability domain",
  "type": "object",
  "required": ["relationshipID", "peopleID", "title", "relationshipType"],
  "properties": {
    "relationshipID": {
      "type": "string",
      "description": "Unique identifier for this relationship"
    },
    "peopleID": {
      "type": "string",
      "description": "ID of the people element"
    },
    "title": {
      "type": "string",
      "description": "Name of the capability"
    },
    "relationshipType": {
      "type": "string",
      "description": "Nature of the relationship",
      "enum": ["enabling", "supporting", "dependent", "enhancing", "limiting", "critical", "developing", "other"]
    },
    "relationshipStrength": {
      "type": "integer",
      "description": "Importance of this relationship (1-5)",
      "minimum": 1,
      "maximum": 5
    },
    "talentContribution": {
      "type": "string",
      "description": "How talent contributes to capability"
    },
    "capabilityRequirements": {
      "type": "array",
      "description": "Requirements the capability places on talent",
      "items": {
        "type": "object",
        "properties": {
          "requirementDescription": {
            "type": "string",
            "description": "Description of requirement"
          },
          "importance": {
            "type": "string",
            "description": "Importance level",
            "enum": ["low", "medium", "high", "critical"]
          },
          "fulfillmentLevel": {
            "type": "string",
            "description": "How well requirement is met",
            "enum": ["unmet", "partially-met", "mostly-met", "fully-met"]
          },
          "improvementNeeds": {
            "type": "string",
            "description": "Areas needing improvement"
          }
        }
      }
    },
    "talentMaturity": {
      "type": "object",
      "description": "Maturity of talent for capability needs",
      "properties": {
        "maturityLevel": {
          "type": "string",
          "description": "Current maturity assessment",
          "enum": ["initial", "developing", "defined", "managed", "optimizing"]
        },
        "maturityGaps": {
          "type": "array",
          "description": "Key maturity gaps",
          "items": {
            "type": "string"
          }
        },
        "maturityTargets": {
          "type": "string",
          "description": "Target maturity state"
        },
        "developmentRoadmap": {
          "type": "string",
          "description": "Plan for talent development"
        }
      }
    },
    "performanceMetrics": {
      "type": "array",
      "description": "Metrics for measuring talent contribution",
      "items": {
        "type": "object",
        "properties": {
          "metricName": {
            "type": "string",
            "description": "Name of metric"
          },
          "metricDescription": {
            "type": "string",
            "description": "Description of what is measured"
          },
          "currentValue": {
            "type": "string",
            "description": "Current performance"
          },
          "targetValue": {
            "type": "string",
            "description": "Target performance"
          },
          "impactOnCapability": {
            "type": "string",
            "description": "How this metric affects capability"
          }
        }
      }
    },
    "developmentInitiatives": {
      "type": "array",
      "description": "Initiatives to improve talent for capability",
      "items": {
        "type": "object",
        "properties": {
          "initiativeName": {
            "type": "string",
            "description": "Name of initiative"
          },
          "initiativeDescription": {
            "type": "string",
            "description": "Description of initiative"
          },
          "expectedBenefits": {
            "type": "string",
            "description": "Capability benefits expected"
          },
          "status": {
            "type": "string",
            "description": "Current status",
            "enum": ["planned", "in-progress", "completed", "ongoing"]
          }
        }
      }
    },
    "resourceAllocation": {
      "type": "object",
      "description": "Resources allocated to talent for capability",
      "properties": {
        "budgetAllocation": {
          "type": "string",
          "description": "Budget allocated"
        },
        "personnelAllocation": {
          "type": "string",
          "description": "Personnel allocated"
        },
        "trainingInvestment": {
          "type": "string",
          "description": "Training investments"
        },
        "allocationRationale": {
          "type": "string",
          "description": "Rationale for resource allocation"
        }
      }
    }
  }
}

People Domain Schema Properties

People Domain Attributes

Property	Description	Example
peopleID	Unique identifier for the people element	"PEOPLE-WORKFORCE-001"
title	The name or title of the people element	"Product Engineering Team"
description	A detailed explanation of the people element	"Core product development engineering workforce responsible for design, development, and maintenance of enterprise software products."
talentCategory	Classification of people element type	"technical"
orgUnitTitle	The organization unit responsible for this people element	"Engineering Division"
orgUnitRoles	Specific roles within the organization unit that manage this people element	["Chief Technology Officer", "VP of Engineering", "Talent Acquisition Manager"]
orgUnitsCovered	Organizational units affected by this people element	["Product Development", "Quality Engineering", "DevOps"]
workforceSize	Quantitative metrics about the workforce	{"currentHeadcount": 125, "plannedHeadcount": 150, "timeframe": "EOY 2025", "vacancies": 15}
skillsProfile	Skills and competencies represented	{"technicalSkills": ["Full-stack development", "Cloud architecture"], "coreCompetencies": ["Problem solving", "Technical design"]}
competencyFramework	Competency structure used	"Engineering Excellence Framework"
talentDevelopmentApproach	Approach to developing talent	{"developmentMethodology": "70-20-10 learning model", "formalPrograms": ["Technical mentorship program"]}
talentAcquisitionStrategy	Approach to acquiring talent	{"sourcingChannels": ["Technical referrals", "University partnerships"], "selectionCriteria": ["Technical assessment"]}
culturalValues	Core values represented	["Innovation", "Technical excellence", "Continuous learning", "Collaboration"]
leadershipModel	Leadership approach	{"leadershipStyle": "Servant leadership with technical expertise", "decisionMakingApproach": "Distributed authority"}
engagementMetrics	Measurement of engagement	{"overallEngagementScore": 82, "benchmarkComparison": "7 points above technology industry average"}
knowledgeManagementApproach	How knowledge is handled	{"primaryKnowledgeSharing": "Documentation-as-code in internal wiki", "technicalDocumentation": "Mandatory for all systems"}
performanceManagementSystem	Performance approach	{"reviewCycle": "Quarterly objectives with annual in-depth review", "performanceCriteria": ["Technical contribution"]}
workforceFlexibility	Adaptability characteristics	{"workModel": "Hybrid with 2 core in-office days", "geographicDistribution": "65% headquarters, 35% distributed"}
diversityMetrics	Diversity and inclusion measures	{"genderDiversity": "28% women in engineering roles", "ethnicDiversity": "Representation matches regional demographics"}
strategicAlignment	Alignment with business strategy	{"alignmentDescription": "Engineering workforce directly enables product innovation strategy"}

Workforce Element Schema

Property	Description	Example
workforceID	Unique identifier for the workforce element	"WORKFORCE-ENG-001"
workforceTitle	Name of the specific workforce segment	"Backend Engineering Team"
workforceType	Category of workforce	"permanent"
workforceDescription	Detailed explanation of the workforce segment	"Core backend development team responsible for API and database architecture"
orgUnitTitle	Organization unit this workforce belongs to	"Engineering Division"
peopleID	ID of the people domain this workforce belongs to	"PEOPLE-WORKFORCE-001"
workforceSize	Size metrics for this segment	{"headcount": 42, "fullTimeEquivalent": 40.5, "contractorPercentage": 10}
workforceLocation	Geographic distribution	{"locations": [{"name": "Headquarters", "percentage": 70}, {"name": "Remote", "percentage": 30}]}
workSkills	Skills and capabilities	{"criticalSkills": ["Node.js", "Microservices architecture"], "skillProficiency": "Advanced"}
workExperience	Experience profile	{"averageYearsExperience": 8.5, "seniorityProfile": "65% senior, 25% mid-level, 10% junior"}
workforceAvailability	Availability characteristics	{"utilizationRate": "85%", "leaveRate": "3%", "overtimePercentage": "5%"}
workforceCost	Cost structure	{"averageSalary": "$120,000", "fullyLoadedCost": "$155,000", "annualCostIncrease": "3.5%"}
workforceRisks	Risk factors	[{"riskName": "Turnover", "riskLevel": "moderate", "mitigation": "Enhanced retention program"}]
successionPlanning	Succession approach	{"criticalRolesCovered": "85%", "benchStrength": "2.1 candidates per critical role"}
workforceStrategy	Strategic approach to this segment	{"growthStrategy": "Organic growth with selective hiring", "developmentFocus": "Cloud-native architecture"}

Culture Element Schema

Property	Description	Example
cultureID	Unique identifier for the culture element	"CULT-INNO-001"
cultureAttributeTitle	Name of the specific culture attribute	"Innovation Culture"
attributeDescription	Detailed explanation of the culture attribute	"The organization's capacity to generate and implement novel ideas and solutions"
orgUnitTitle	Organization unit responsible for this attribute	"Organizational Development"
peopleID	ID of the people domain this culture element belongs to	"PEOPLE-CULTURE-001"
currentState	Present condition of this attribute	{"maturityLevel": "defined", "consistencyLevel": "variable across units"}
desiredState	Target condition for this attribute	{"maturityLevel": "optimizing", "consistencyLevel": "high across organization"}
culturalImportance	Strategic significance	{"importanceLevel": "critical", "businessImpact": "Drives competitive differentiation and product leadership"}
supportingBehaviors	Behaviors reinforcing this attribute	["Experimentation", "Psychological safety", "Recognition of creative efforts"]
counteringBehaviors	Behaviors working against it	["Risk aversion", "Perfectionism", "Excessive process focus"]
measurementApproach	How attribute is assessed	{"assessmentMethod": "Annual culture survey with innovation index", "leadingIndicators": ["Idea submission rate"]}
reinforcementMechanisms	How attribute is strengthened	{"formalMechanisms": ["Innovation time allocation", "Idea incubator program"], "informalMechanisms": ["Leadership storytelling"]}
leadershipInfluence	Leadership impact on attribute	{"leadershipAlignment": "Strong at executive level, mixed at middle management", "keyLeadershipBehaviors": ["Modeling experimentation"]}
culturalBarriers	Obstacles to developing attribute	[{"barrierName": "Functional silos", "impactLevel": "significant", "mitigationApproach": "Cross-functional initiatives"}]
culturalEnablers	Factors supporting attribute	[{"enablerName": "Technology platform flexibility", "contributionLevel": "high"}]

Competency Framework Element Schema

Property	Description	Example
frameworkID	Unique identifier for the competency framework	"COMP-ENG-001"
frameworkTitle	Name of the specific competency framework	"Engineering Excellence Framework"
frameworkDescription	Detailed explanation of the framework	"Comprehensive model defining technical and behavioral competencies for engineering roles"
orgUnitTitle	Organization unit responsible for this framework	"Engineering Development"
peopleID	ID of the people domain this framework belongs to	"PEOPLE-WORKFORCE-001"
competencyCategories	Major categories in the framework	[{"categoryName": "Technical Skills", "description": "Core technical capabilities"}, {"categoryName": "Leadership", "description": "Team and project leadership capabilities"}]
competencyLevels	Progression levels in the framework	[{"levelName": "Foundational", "description": "Entry-level proficiency"}, {"levelName": "Advanced", "description": "Expert-level mastery"}]
assessmentMethods	Evaluation approaches	{"primaryMethod": "Manager assessment with peer feedback", "calibrationProcess": "Cross-functional review panels"}
developmentPaths	Progression routes	[{"pathName": "Technical Expert", "description": "Progression toward technical mastery"}, {"pathName": "Engineering Leader", "description": "Progression toward leadership roles"}]
certificationRequirements	Formal certifications	{"internalCertifications": ["System Design", "Code Quality"], "externalCertifications": ["Cloud Platform Certifications"]}
competencyOwner	Responsible entity	{"primaryOwner": "VP of Engineering", "supportingRoles": ["Engineering Managers", "Learning & Development Team"]}
frameworkAdoption	Usage across organization	{"adoptionRate": "85% of engineering organization", "implementationApproach": "Role-specific competency profiles"}
frameworkReviewCycle	Update process	{"reviewFrequency": "Annual with quarterly check-ins", "lastReviewDate": "2024-11-15"}
alignmentToStrategy	Strategic alignment	{"alignmentLevel": "high", "strategicObjectives": ["Technical excellence", "Innovation capability"]}
industryStandards	Relevant external standards	{"referenceStandards": ["IEEE Software Engineering Body of Knowledge", "ACM Computing Classification System"]}

Knowledge Management Element Schema

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"}