This view defines the human architecture, career structures, and capability-formation frameworks that govern who holds the capabilities, chapters, and capacity required to execute the work system.
1. View Purpose & Decision Surface
The Org & Talent view owns capability formation and capacity stewardship. It answers:
- What are the permanent, durable organizational units (engines) of the enterprise?
- How are career progression, craft growth, and skills evaluation organized independently of project lines?
- How does the Human Agent Team (HAT) staffing paradigm replace traditional headcount-based models?
2. Directory & Chapters
- 01. Durable Org Units: The permanent structural engines of Zeta (GTM, Product Lines, Engagement Factory, Outcomes CoEs).
- 02. The Engagement Factory: The centralized capacity, staffing, and talent-assembly spine of the enterprise.
- 03. Socio-Technical Classifications: Explicit team topologies, cognitive load boundaries, and Team API contracts.
- 04. Functional Chapters: The dual-axis reporting model and our four enterprise career homes.
- 05. Human Agent Teams: The HAT staffing model and context-embedded capacity pooling.
- 06. Talent Acquisition, Training & Rotation (To Be Drafted): Outline and placeholders for recruiting, skills matrix, training paths, and capacity rotations.
3. Boundary & Exclusions
- In-Scope: Strategic engines, career chapters, HAT staffing definitions, capacity pooling mechanics, and functional skill progression.
- Out-of-Scope: This view does not define product taxonomies (View 1), the phase-gated engagement lifecycle (View 2), partner escalations (View 4), risk councils (View 5), or financial variable allocations (View 6/7). It owns the people, not the work or capital.