Glossary

The complete hierarchical structure of roles within an organization: Capability Family → Capability Strand → Role → Level. Forms the foundation for all workforce decisions.

The highest level of role taxonomy in AXIOMIA. Groups related roles by shared capabilities and career trajectories. Example: Engineering, Sales, Operations.

A subdivision within a Capability Family that groups roles with similar skill requirements and progression paths. Example: Software Development, Data Engineering, DevOps.

An immutable record of every workforce decision made in AXIOMIA. Captures who decided what, when, with what evidence, and what the outcome was.

AXIOMIA's unified platform architecture that connects all HR decision-making through a single governance layer. Includes Capability Architecture, Talent Intelligence, Workprint, Governance, Ledger, and Audit & Proof.

A list of cryptographic hashes (sha256) for every artifact in a Proof Pack. Proves the evidence hasn't been tampered with.

A detailed decomposition of a role into its component skills, competencies, behaviors, and requirements. Machine-readable, human-auditable.

Statistical analysis to identify unexplained pay differences between demographic groups. AXIOMIA provides evidence-based remediation recommendations with full audit trails.

A configurable checkpoint that evaluates decisions against organizational policies before they can proceed. Enforces rules like budget thresholds, approval requirements, and compliance checks.

A cryptographically signed collection of evidence for a workforce decision. Includes snapshots, analysis outputs, policy evaluations, approvals, and manifest hashes.

A metric measuring how well-defined a role is. Higher scores indicate clear responsibilities, skill requirements, and career progression — reducing governance risk.

A platform setting that controls how much automation is allowed. Ranges from 'Recommend Only' (all changes require approval) to 'Auto-execute' (approved patterns execute automatically).

A measure of how easily skills can be redeployed across the organization. High liquidity means employees have transferable skills applicable to multiple roles.

A frozen view of workforce data at a specific moment. Used as the foundation for analysis, ensuring decisions are based on consistent, auditable data.

The unified interface for managing all workforce decisions. Provides visibility, governance, and proof across the entire talent lifecycle.

The actual distribution of work across the organization at a point in time. Includes assignments, capacity, utilization, and signals like drift, stress, and bottleneck risk.