LMS May 27, 2026
LMS-SKILLS
Skills-cloud surface of an LMS: employee skill profiles, competency tracking, and skills-driven learning-path recommendation. Masters `skill_profiles` and `learning_paths`. Realizes SKILLS-MGMT and LEARNING-PATH. Distinct from LMS-COURSE-DELIVERY because learning paths here are assigned to close skill gaps rather than sequenced as course curricula. Heavy contributors: TALENT-MGMT (talent reviews), ATS (internal mobility), SWP (workforce planning).
Use the LMS-SKILLS semantic blueprint
/semantic-model-deployer deploy https://www.semantius.com/blueprints/lms-skills-semantic-blueprint.md Customize this LMS-SKILLS blueprint
/semantic-model-analyst customize https://www.semantius.com/blueprints/lms-skills-semantic-blueprint.md Entity summary
| Name | Description |
|---|---|
| Learning Paths | Curated sequence of courses targeting a role, skill, or certification. Drives ordered enrolment and progress tracking across multiple courses. |
| Skill Profiles | Per-worker collection of skills with self-assessed and validated proficiency levels, derived from completed courses, certifications, performance signals, and inferred peer-comparison. The central artifact of HCM-side skills-cloud and talent-intelligence offerings. |
| Certifications | Issued credential against a worker (internal certification, vendor cert, regulatory cert) with issue date, expiry, issuing body, and renewal rules. Drives recertification campaigns. |
| Course Enrollments | Per-learner per-course state record: assigned date, due date, attempts, status (not_started, in_progress, completed, expired), score. The operational unit of learning tracking. |
| Employees | Canonical record of a person currently or formerly employed by the organization. Carries identity (legal name, contact, IDs), employment metadata (start date, end date, employment type, country), and pointers to position, job profile, org unit, manager, and life-event history. The most multi-mastered data object in the catalog: HCM masters the core HR slice, Payroll masters the comp/withholding slice, and IGA masters the identity/access slice. Onboarding, PA, and Talent Management consume or contribute. |
| Job Profiles | Canonical role definition in the job catalog: title, family, level, responsibilities, required skills and competencies, pay range, FLSA classification. Distinct from positions (which are slots referencing a profile). Many positions share a single job profile. |
| Org Units | Node in the organizational hierarchy: division, business unit, department, team. Carries manager, cost center alignment, geographic scope, and parent/child relationships. HCM masters the operational hierarchy; EPM contributes the cost-center mapping (which would be Finance-mastered once a Finance/GL domain is loaded). |
| Positions | Approved slot in the org - a 'chair' with role definition, cost center, reporting line, location, and FTE allocation. Distinct from job_profiles (the catalog definition) and from employees (the person filling the slot). A position can be open, filled, or eliminated. SWP designs future positions via org_designs; HCM operationalizes them once approved. |
| Performance Goals | Individual goal or OKR with owner, period, metric, weight, status, alignment to organisational objectives. Reviewed within performance_reviews cycles. |
| Skills Gap Analyses | Comparison of current-state skills inventory vs future-state demand by role, level, and geography. Drives build/buy/borrow strategy: which gaps to close via training (LMS), external hires (ATS), or contingent workforce. Outputs feed both SWP scenarios and LMS curriculum decisions. |
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