A structure that allows organizations to develop strategy on how to acquire necessary skills required across job roles. It provides key sector information, occupations/job roles, and the required existing and emerging skills. The frameworks are typically co-created by employers, industry associations, educational institutions, unions, and government for use in workforce development. These frameworks often rely on third-party platforms, open-source libraries, or internally developed databases to track and align skills to business needs.

Uses of skills frameworks include: (1) creating a common skills language for individuals, employers, and training providers; (2) facilitating the recognition of skills; and (3) supporting the design of training programs for skills and career development.

Most companies store their skills data in human resource management systems (HRMS), resumes, or digital profiles. As skills-based practices expand, organizations increasingly seek to identify skills at the individual employee level. Common approaches include self-reporting by employees, manager validation, and mapping skills to current job roles. The goal is to enable more strategic workforce planning, reskilling, and talent mobility.