People Domain

The People domain represents human aspects including workforce structure, roles, skills, competencies, and organizational culture. It provides a structured approach for modeling the human capital that enables organizational capabilities and drives business outcomes.

Schema: people.schema.json
Specification: JSON Schema Draft-07

Overview

What is the People Domain?

The People domain captures the human dimension of business architecture, connecting workforce elements to organizational capabilities and strategic objectives. The domain covers:

Roles — Defined positions with responsibilities and authority
Skills — Competencies and expertise needed for capability delivery
Workforce Structure — Organization of teams and reporting relationships
Culture — Values, behaviors, and ways of working
Talent Management — Development, retention, and succession

The domain recognizes that people are the ultimate enablers of organizational capability—technology and process alone cannot deliver value without skilled, engaged workforce.

Purpose and Value

The People domain enables architects and planners to:

Map skills to capabilities — Understand workforce requirements for capability delivery
Plan workforce development — Align training and hiring with strategic needs
Identify skill gaps — Highlight areas needing investment or recruitment
Support transformation — Plan people aspects of organizational change
Enable workforce planning — Connect headcount to business outcomes

For Data Engineers

The People domain maps directly to data team concepts:

Role → Data Engineer, Analytics Engineer, Data Scientist
Skills → SQL, Python, dbt, Spark, ML
Workforce Structure → Data Team, Analytics Team
Competency Level → Junior, Mid, Senior, Staff, Principal
Talent Pipeline → Hiring plans, career paths

Core Components

A people record describes a workforce group, team or talent area. Within it, four kinds of named element give structure:

Workforce elements (workforceElements): Segments of the workforce, with size, location, skills, cost, risks and succession
Culture elements (cultureElements): Cultural attributes, with current and desired state, behaviours and enablers
Competency frameworks (competencyFrameworks): Competency categories, levels, assessment and development paths
Knowledge assets (knowledgeAssets): Explicit and tacit knowledge, how it is captured, stored, shared and retained

Domain Attributes

Core Attributes

Attribute	Type	Description	Required
`peopleID`	String	Unique identifier for the people element	✓
`title`	String	Name or title of the people element	✓
`description`	String	Detailed explanation of what the people element entails	✓
`talentCategory`	Enum	Classification of the people element (see below)	✓
`orgUnitTitle`	String	Organization unit responsible for this people element	✓
`orgUnitID`	String	ID of the organization unit (see `orgUnitTitle`)
`orgUnitRoles`	Array[String]	Roles within the organization unit that manage this people element
`orgUnitsCovered`	Array[String]	Organizational units affected by this people element
`workforceSize`	Object	Workforce metrics: `currentHeadcount`, `plannedHeadcount`, `timeframe`, `vacancies`
`skillsProfile`	Object	Skills represented: `technicalSkills`, `coreCompetencies`, `criticalSkillGaps`, `skillAssessmentMethod`
`competencyFramework`	String	Name of the competency structure used
`talentDevelopmentApproach`	Object	Approach to developing talent: `developmentMethodology`, `formalPrograms`, `learningResources`, `developmentBudget`
`talentAcquisitionStrategy`	Object	Approach to acquiring talent: `sourcingChannels`, `selectionCriteria`, `onboardingProcess`, `timeToProductivity`
`culturalValues`	Array[String]	Core values represented
`leadershipModel`	Object	Leadership approach: `leadershipStyle`, `decisionMakingApproach`, `leaderToIndividualContributorRatio`
`engagementMetrics`	Object	Engagement measures: `overallEngagementScore` (Number), `benchmarkComparison`, `keyDrivers`, `improvementAreas`
`knowledgeManagementApproach`	Object	How knowledge is handled: `primaryKnowledgeSharing`, `technicalDocumentation`, `knowledgeRetention`
`performanceManagementSystem`	Object	Performance approach: `reviewCycle`, `performanceCriteria`, `feedbackMechanisms`
`workforceFlexibility`	Object	Adaptability: `workModel`, `geographicDistribution`, `adaptabilityScore`
`diversityMetrics`	Object	Diversity and inclusion measures: `genderDiversity`, `ethnicDiversity`, `inclusionScore` (Number), `diversityGoals`
`strategicAlignment`	Object	Alignment with strategy: `alignmentDescription`, `strategicObjectives` (each `objectiveID` + `alignmentDescription`), `alignmentStrength` (`low`, `medium`, `high`, `critical`)
`dependencies`	Array[Object]	Domains, processes or systems this element depends on: `dependencyType` (`critical`, `important`, `supportive`, `optional`), `domainType`, `entityID` (all three required), `description`
`relatedPeopleElements`	Array[Object]	Other people elements related to this one: `elementID`, `relationshipType`, `relationshipStrength` (Integer 1–5) (all three required), `description`
`workforceElements`	Array[Object]	Workforce segments (see Workforce Element)
`cultureElements`	Array[Object]	Cultural attributes (see Culture Element)
`competencyFrameworks`	Array[Object]	Competency frameworks (see Competency Framework)
`knowledgeAssets`	Array[Object]	Knowledge assets (see Knowledge Asset)
`crossDomainRelationships`	Array[Object]	Directional relationships from this record to entities in other domains (see Cross-Domain Relationships)

Strategic Empathy Attributes

Attribute	Type	Description
`employeeEmpathyIndex`	String	How empathetic employees perceive the organization to be
`cultureOfPsychologicalSafety`	Boolean	Whether the culture promotes a safe environment for expressing concerns and vulnerability
`leadershipEmpathyTraining`	Boolean	Whether leadership development includes training on empathetic leadership and emotional intelligence
`internalCommunicationEmpathyGuidelines`	Boolean	Whether there are guidelines for empathetic communication across the organization
`changeReadinessIndex`	String	Readiness for change, influenced by how well employee fears and concerns are addressed

Enumeration Values

Talent Category (`talentCategory`)

Value	Description	Example
`technical`	Technical and engineering talent	Data Engineering Team
`leadership`	Leadership and management talent	Leadership pipeline
`administrative`	Administrative and support talent	Business support staff
`operational`	Operations and delivery talent	Field operations crews
`creative`	Creative and design talent	Design studio
`analytical`	Analytical and data talent	Analytics Team
`customerFacing`	Customer-facing talent	Customer service agents
`crossFunctional`	Talent spanning several functions	Enterprise-wide culture programme

Workforce Type (`workforceType`)

Value	Description	Example
`permanent`	Permanent employees	Regular staff
`contract`	Fixed-term contract staff	Project-based
`temporary`	Temporary staff	Seasonal cover
`partTime`	Part-time employees	Reduced hours
`fullTime`	Full-time employees	Regular staff
`contingent`	Contingent workers supplied by third parties	Vendor or agency staff
`remote`	Workers based remotely	Distributed engineers
`hybrid`	Workers splitting time between office and remote	Two office days a week
`onSite`	Workers based on site	Plant operators

Skill Proficiency (`skillProficiency`)

Value	Description	Example
`basic`	Basic understanding	Entry level
`intermediate`	Growing, working proficiency	Junior to mid level
`advanced`	Deep expertise	Senior level
`expert`	Industry-leading expertise	Staff/Principal

Knowledge Type (`knowledgeType`)

Value	Description	Example
`explicit`	Documented, codified knowledge	Runbooks
`tacit`	Experience-based knowledge held by people	Troubleshooting know-how
`procedural`	How to perform tasks	Deployment procedures
`declarative`	Facts and concepts	Data definitions
`technical`	Technical knowledge	System architecture
`business`	Business and domain knowledge	Product rules
`institutional`	Organizational history and context	Past decisions
`hybrid`	A mix of the above	Engineering wiki

Relationship Type (`relationshipType`)

Used in relatedPeopleElements.

Value	Description
`enables`	This element enables the related element
`dependsOn`	This element depends on the related element
`complements`	The elements complement each other
`conflictsWith`	The elements are in tension
`precedes`	This element comes before the related element
`follows`	This element comes after the related element
`defines`	This element defines the related element (e.g. a competency framework defining skill requirements)
`implements`	This element implements the related element
`supports`	This element supports the related element

Other people fields use the shared lists in common.schema.json: risk levels (low, medium, high, critical), maturity (initial, repeatable, defined, managed, optimizing), frequency (e.g. quarterly, annually), alignment level (none, low, medium, high) and impact magnitude (negligible, minor, moderate, major, severe).

Workforce, Culture, Competency and Knowledge Elements

Workforce Element (`workforceElement`)

Attribute	Type	Description	Required
`workforceID`	String	Unique identifier for the workforce element	✓
`workforceTitle`	String	Name of the workforce segment	✓
`workforceDescription`	String	Detailed explanation of the workforce segment	✓
`workforceType`	Enum	Category of workforce (see above)	✓
`workforceSize`	Object	`headcount`, `fullTimeEquivalent`, `contractorPercentage` (Numbers)
`workforceLocation`	Object	`locations`: list of `name` and `percentage`
`workSkills`	Object	`criticalSkills` (Array[String]), `skillProficiency` (Enum)
`workExperience`	Object	`averageYearsExperience` (Number), `seniorityProfile`
`workforceAvailability`	Object	`utilizationRate`, `leaveRate`, `overtimePercentage`
`workforceCost`	Object	`averageSalary`, `fullyLoadedCost`, `annualCostIncrease`
`workforceRisks`	Array[Object]	`riskName`, `riskLevel` (`low` … `critical`), `mitigation`
`successionPlanning`	Object	`criticalRolesCovered`, `benchStrength`
`workforceStrategy`	Object	`growthStrategy`, `developmentFocus`

Culture Element (`cultureElement`)

Attribute	Type	Description	Required
`cultureID`	String	Unique identifier for the culture element	✓
`cultureAttributeTitle`	String	Name of the culture attribute	✓
`attributeDescription`	String	Detailed explanation of the culture attribute	✓
`currentState`	Object	Present condition: `maturityLevel` (shared maturity list), `consistencyLevel`
`desiredState`	Object	Target condition: `maturityLevel`, `consistencyLevel`
`culturalImportance`	Object	`importanceLevel` (`low` … `critical`), `businessImpact`
`supportingBehaviors`	Array[String]	Behaviours reinforcing this attribute
`counteringBehaviors`	Array[String]	Behaviours working against it
`measurementApproach`	Object	`assessmentMethod`, `leadingIndicators`
`reinforcementMechanisms`	Object	`formalMechanisms`, `informalMechanisms`
`leadershipInfluence`	Object	`leadershipAlignment`, `keyLeadershipBehaviors`
`culturalBarriers`	Array[Object]	`barrierName`, `impactLevel` (impact magnitude), `mitigationApproach`
`culturalEnablers`	Array[Object]	`enablerName`, `contributionLevel` (`low` … `critical`)

Competency Framework (`competencyFramework`)

The top-level competencyFramework attribute is the name of the framework in use; the competencyFrameworks list holds full framework elements.

Attribute	Type	Description	Required
`frameworkID`	String	Unique identifier for the competency framework	✓
`frameworkTitle`	String	Name of the competency framework	✓
`frameworkDescription`	String	Detailed explanation of the framework	✓
`competencyCategories`	Array[Object]	Major categories: `categoryName`, `description`
`competencyLevels`	Array[Object]	Progression levels: `levelName`, `description`
`assessmentMethods`	Object	`primaryMethod`, `calibrationProcess`
`developmentPaths`	Array[Object]	Progression routes: `pathName`, `description`
`certificationRequirements`	Object	`internalCertifications`, `externalCertifications`
`competencyOwner`	Object	`primaryOwner`, `supportingRoles`
`frameworkAdoption`	Object	`adoptionRate`, `implementationApproach`
`frameworkReviewCycle`	Object	`reviewFrequency` (shared frequency list), `lastReviewDate` (Date)
`alignmentToStrategy`	Object	`alignmentLevel` (`none`, `low`, `medium`, `high`), `strategicObjectives`
`industryStandards`	Object	`referenceStandards`

Knowledge Asset (`knowledgeAsset`)

Attribute	Type	Description	Required
`knowledgeID`	String	Unique identifier for the knowledge element	✓
`knowledgeAssetTitle`	String	Name of the knowledge asset	✓
`assetDescription`	String	Detailed explanation of the knowledge asset	✓
`knowledgeType`	Enum	Category of knowledge (see above)	✓
`knowledgeCriticality`	Object	`criticalityLevel` (`low` … `critical`), `businessImpact`
`knowledgeSources`	Object	`primarySources`, `contributorRoles`
`knowledgeUsers`	Object	`primaryUsers`, `usageContext`
`captureMethod`	Object	`method`, `captureProcess`
`storageApproach`	Object	`storageSystem`, `organizationMethod`
`accessControls`	Object	`accessRestrictions`, `securityLevel`
`sharingMechanisms`	Object	`formalMechanisms`, `informalMechanisms`
`utilizationMetrics`	Object	`usageMetrics`, `utilizationRate`
`knowledgeRisks`	Array[Object]	`riskName`, `riskLevel` (`low` … `critical`), `mitigation`
`retentionStrategy`	Object	`retentionMethod`, `successorProgram`

Domain Relationships

The People domain integrates with other metamodel domains:

Target Domain	Relationship Type	Description
Organization	Structure	People organized within org units
Capabilities	Enablement	People enable capability delivery
Strategy	Alignment	Workforce aligned to strategic goals
Technology	Usage	People use and manage technology
Services	Delivery	People deliver services
Performance	Measurement	Workforce performance tracked
Initiatives	Participation	People participate in initiatives
Policy	Compliance	People comply with policies
Stakeholder	Overlap	Workforce are internal stakeholders
Information	Knowledge	People hold organizational knowledge

Examples

Example 1: Product Engineering Team

{
  "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"
    }
  ]
}

Example 2: Competency Framework

{
  "peopleID": "PEOPLE-DATA-002",
  "title": "Data & Analytics Competency Framework",
  "description": "Framework defining skills and competencies for data and analytics roles, used for consistent skill assessment, career development and hiring across data teams",
  "talentCategory": "analytical",
  "orgUnitTitle": "Data and Analytics Division",
  "orgUnitID": "OU-DATA-001",
  "orgUnitRoles": ["Chief Data Officer"],
  "competencyFramework": "Data & Analytics Competency Framework",
  "competencyFrameworks": [
    {
      "frameworkID": "COMP-DATA-001",
      "frameworkTitle": "Data & Analytics Competency Framework",
      "frameworkDescription": "Defines data engineering, data analysis and communication competencies across four proficiency levels",
      "competencyCategories": [
        { "categoryName": "Data Engineering", "description": "Building and operating data pipelines and platforms" },
        { "categoryName": "Data Analysis", "description": "Turning data into business insight" },
        { "categoryName": "Communication", "description": "Explaining findings to non-specialists" }
      ],
      "competencyLevels": [
        { "levelName": "Foundational", "description": "Understands data pipeline concepts, can write basic SQL" },
        { "levelName": "Proficient", "description": "Can build production pipelines independently" },
        { "levelName": "Advanced", "description": "Architects scalable data solutions" },
        { "levelName": "Expert", "description": "Industry-recognized expertise, sets direction and standards" }
      ],
      "assessmentMethods": {
        "primaryMethod": "Technical assessment, code review and project evaluation",
        "calibrationProcess": "Quarterly calibration panel across data teams"
      },
      "developmentPaths": [
        { "pathName": "Data Engineering Bootcamp", "description": "Structured training for new data engineers" },
        { "pathName": "Cloud Certification", "description": "Cloud platform certifications" },
        { "pathName": "Pipeline Project Lead", "description": "Lead a production pipeline project" }
      ],
      "certificationRequirements": {
        "externalCertifications": ["AWS Certified Data Engineer", "Azure Data Engineer Associate"]
      },
      "competencyOwner": {
        "primaryOwner": "Chief Data Officer",
        "supportingRoles": ["Head of Data Engineering", "HR Business Partner"]
      },
      "frameworkReviewCycle": {
        "reviewFrequency": "annually",
        "lastReviewDate": "2025-01-15"
      },
      "alignmentToStrategy": {
        "alignmentLevel": "high",
        "strategicObjectives": ["Build a world-class data organization"]
      }
    }
  ],
  "strategicAlignment": {
    "alignmentDescription": "Supports talent strategy for building a world-class data organization",
    "alignmentStrength": "high"
  }
}

Example 3: Cultural Values

{
  "peopleID": "PEOPLE-CULT-003",
  "title": "Data-Driven Culture Initiative",
  "description": "Cultural transformation to embed data-driven decision making across the organization",
  "talentCategory": "crossFunctional",
  "orgUnitTitle": "Enterprise",
  "orgUnitRoles": ["Chief Data Officer"],
  "culturalValues": ["Data-Driven Decision Making", "Data Quality Ownership"],
  "cultureElements": [
    {
      "cultureID": "CULT-DATA-001",
      "cultureAttributeTitle": "Data-Driven Decision Making",
      "attributeDescription": "Base decisions on data and evidence, not just intuition",
      "currentState": { "maturityLevel": "repeatable", "consistencyLevel": "Strong in analytics teams, patchy elsewhere" },
      "desiredState": { "maturityLevel": "managed", "consistencyLevel": "Consistent across all business units" },
      "culturalImportance": { "importanceLevel": "high", "businessImpact": "Better, faster decisions grounded in evidence" },
      "supportingBehaviors": [
        "Ask 'what does the data say?'",
        "Challenge assumptions with facts",
        "Measure outcomes"
      ],
      "measurementApproach": {
        "assessmentMethod": "Annual data literacy survey (current score 3.8/5)",
        "leadingIndicators": ["Dashboard adoption 72%", "Self-service usage 45%"]
      },
      "leadershipInfluence": {
        "leadershipAlignment": "Executive team role-models data-driven decisions",
        "keyLeadershipBehaviors": [
          "Role model data-driven decisions",
          "Invest in data literacy",
          "Celebrate data-driven wins"
        ]
      }
    },
    {
      "cultureID": "CULT-DATA-002",
      "cultureAttributeTitle": "Data Quality Ownership",
      "attributeDescription": "Everyone is responsible for data quality",
      "supportingBehaviors": [
        "Report data issues immediately",
        "Validate data before using",
        "Document data definitions"
      ],
      "culturalBarriers": [
        { "barrierName": "Unclear data ownership", "impactLevel": "moderate", "mitigationApproach": "Assign data owners and stewards for each dataset" }
      ]
    }
  ],
  "cultureOfPsychologicalSafety": true,
  "strategicAlignment": {
    "alignmentDescription": "Foundation for digital transformation and operational excellence",
    "alignmentStrength": "critical"
  }
}

Implementation Guidelines

Workforce Planning Best Practices

Align to capabilities — Map workforce to capability requirements
Assess skill gaps — Regularly evaluate skills vs. needs
Plan for the future — Anticipate skill needs from strategy
Develop talent — Invest in training and career growth
Manage succession — Plan for key role transitions

Skills-Capability Mapping

OpenMetadata Integration

For Data Platform Teams

When integrating with OpenMetadata, map People entities as follows:

Triodian Element	OpenMetadata Entity	Notes
People record	Team	Team ownership
Workforce element	Team (child)	Sub-teams
`orgUnitRoles`	User Role	Role-based access
`skillsProfile`	Custom Property	Skill tags
Competency level	Custom Property	Level tagging

# Example: Create team in OpenMetadata
def create_data_team(people_element):
    """
    Map Triodian People element to OpenMetadata Team
    """
    return {
        "name": people_element["title"].lower().replace(" ", "_"),
        "displayName": people_element["title"],
        "description": people_element["description"],
        "teamType": "Department",
        "parents": [{"name": people_element["orgUnitTitle"].lower().replace(" ", "_")}],
        "children": [
            {"name": segment["workforceTitle"].lower().replace(" ", "_")}
            for segment in people_element.get("workforceElements", [])
        ],
        "extension": {"triodianPeopleID": people_element["peopleID"]},
        "defaultRoles": ["DataConsumer"],
        "policies": ["DataAccessPolicy"],
        "isJoinable": True
    }

Schema Reference

Repository: Triodian/Triodian_Metamodel
Schema: people.schema.json
Specification: JSON Schema Draft-07
License: Apache License 2.0

Previous: Technology Domain | Next: Customer Domain

Overview​

What is the People Domain?​

Purpose and Value​

Core Components​

Domain Attributes​

Core Attributes​

Strategic Empathy Attributes​

Enumeration Values​

Talent Category (talentCategory)​

Workforce Type (workforceType)​

Skill Proficiency (skillProficiency)​

Knowledge Type (knowledgeType)​

Relationship Type (relationshipType)​

Workforce, Culture, Competency and Knowledge Elements​

Workforce Element (workforceElement)​

Culture Element (cultureElement)​

Competency Framework (competencyFramework)​

Knowledge Asset (knowledgeAsset)​

Domain Relationships​

Examples​

Example 1: Product Engineering Team​

Example 2: Competency Framework​

Example 3: Cultural Values​

Implementation Guidelines​

Workforce Planning Best Practices​

Skills-Capability Mapping​

OpenMetadata Integration​

Schema Reference​