Once your job titles are mapped to Pearson’s ontology, each occupation is associated with a set of skills, skill domains, and skill characteristics. This view helps you see the capabilities represented across your organization and how skills are distributed.
This article explains every component of the Skills tab and how to use it—following the same structure as the other tabs and in the exact order they appear on the page.
Your Classified Skills Summary
This section provides a high-level overview of the skills identified in your workforce through ontology mapping.
You’ll see three metrics:
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Distinct skills – The number of unique skills identified using Pearson’s Skills Ontology.
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Future-proof skills – Skills that are resilient to automation, expected to stay in high demand long-term, and have shown consistent importance in the job market—making them valuable for future career stability.
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In-demand skills – Skills widely mentioned in current job postings that have recently gained strong momentum, making them highly valuable in the job market.
These metrics help you understand both the breadth of skills in your workforce and the strategic importance of those skills in today’s and tomorrow’s labor market.
Top 10 Skills Based on Employee Count
This table shows the skills with the highest estimated number of employees associated with them.
Each row includes:
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Occupation category and code – The Pearson occupation domain in which the skill appears.
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Skill name and skill domain – The specific skill along with the ontology-defined skill domain it belongs to.
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Estimated employees – A modeled probability-based estimate of how many employees likely possess this skill.
Badges such as future-proof and in-demand help you quickly identify which capabilities are strategically important.
This section helps you understand:
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Which skills are most widely distributed across your workforce
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Where highly valuable or emerging capabilities are concentrated
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The relative strength of your organization’s skill profile
Future-proof Skills Across Organization
This section shows how future-proof skills are distributed across different units within your workforce.
Chart Customization
At the top of the chart, you’ll find dropdown inputs that let you adjust what appears in the heatmap:
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Skill Domain (also known as Skill Areas) – Choose the ontology skill domains you want to examine (e.g., Computer Use, Transversal Skills, Mathematics & Statistics).
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X-axis (Org Layer/Org Unit) – Select the organizational layer or unit to display along the horizontal axis.
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Y-axis – Select which unit grouping appears on the vertical axis.
These filters help you explore how specific skill areas appear across different parts of your business.
About the Heatmap
The heatmap shows:
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Skill domains (e.g., Business & Administration, Computer Science, Social & Behavioral Science)
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Org Layer/Org Unit (e.g., Engineering, Operations, Legal & Advisory)
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Estimated occurrences – Modeled values showing how frequently skills in that domain appear in each org unit
Color intensity corresponds to higher or lower concentrations, allowing you to quickly:
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Identify where future-proof skills are strongest
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Compare capability strengths across different parts of the organization
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Pinpoint gaps or areas for development
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Understand the alignment between organizational structure and skill presence
When selecting a heatmap cell, you’ll see:
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The org unit and skill domain
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Estimated occurrences
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A list of example future-proof skills contributing to that count
What You Can Do With the Skills View
The Skills tab helps you:
- Understand your workforce’s capabilities
Reveal which skills are most common, emerging, or strategically positioned. - Identify strengths and skill gaps
Future-proof and in-demand classifications help assess readiness for future workforce needs. - Compare skill patterns across the organization
See which areas of the business hold more technical, analytical, creative, or transversal skills. - Support talent development and workforce planning
Use skills data to shape learning pathways, hiring strategies, and capability-building programs. - Connect skills to roles and occupations
Because skills are mapped through occupational assignments, the view helps you understand which roles drive key capabilities.