Technical Skills: Definition, Examples, and How to Manage Them

Developing, assessing, and managing skills in any organization is critical. They’re an important business asset, just like your customer portfolio or the cash in your accounts. 

Skills churn just like customers, and can dry up faster than funding. That’s why actively defining, tracking, and developing skills should be a core part of any workforce strategy.

Technical skills are often the most visible and measurable, making them easier to assess, hire for, and develop internally. And when they’re lacking, the impact is immediate: slower product delivery, knowledge gaps, and missed growth opportunities.

In this article, we’ll break down what technical skills are, share real-world examples, and explore how companies can effectively define, manage, and build these capabilities to support long-term performance and agility.

3 key takeaways

• Technical skills are the specific, measurable abilities people need to do their jobs. They range from programming and data analysis to equipment operation and accounting. Unlike soft skills, they can usually be tested, certified, and trained for directly.
• Every role needs technical skills, and some now apply to everyone. Each function has its own technical requirements, but skills like digital literacy, data literacy, cybersecurity awareness, and AI literacy are quickly becoming baseline expectations across the workforce.
• Technical skills need active management to stay current. Tools and technologies change fast, so organizations need to map the skills each role requires, identify gaps early, and use internal experts and targeted training to close them.

What are technical skills? 

Technical skills, also called hard skills, are the specialized knowledge and practical abilities needed to perform specific tasks, such as using software, operating equipment, analyzing data, or following a professional method. Unlike soft skills, they're usually learned through education, training, or experience, and they can be measured and tested.

While more pronounced and specific in some fields, every role includes a mix of technical and soft skills. Being able to measure these and test for them during hiring is critical. 

Equally, many technical skills will be proprietary, and must be learned once in a specific role. You must be able to identify these and provide regular, high-level training.

Broadly speaking, technical skill sets can include: 

• Language proficiencies. Team members need to be able to communicate with their peers, customers, and prospects. But this also includes programming languages for engineers, legal and regulatory terminology, accounting and finance vocabulary, and all of the internal and industry names for features, products, and processes.
• Methods, procedures and systems. Most professions have some form of accepted best practices and processes. Project managers may need to show expertise with Scrum or Agile methodologies, and most accountants need GAAP. 
• Certifications. Some roles require adherence to a professional body, including lawyers, chartered accountants, and doctors. Others need specific certifications, like a forklift or driver’s license.
• Task execution. This is probably the first thing we think of as defining a technical skill: can the person complete a given task? That might mean debugging a software issue, making a cold call, or preparing an omelet. 

Technical (hard) vs. soft skills

Technical skills are most often contrasted with soft skills. Technical skills are the specific abilities needed to perform particular tasks, like coding, financial modeling, or operating machinery. Soft skills are the interpersonal and behavioral qualities that shape how people work, such as communication, teamwork, adaptability, and problem-solving.

Here's how the two compare:

Technical skills are generally easier to define and measure objectively, which is why job descriptions and hiring processes often focus on them. But soft skills determine how effectively people apply their technical expertise: whether they can explain a complex idea, collaborate across teams, or adapt when priorities change.

The two also work together in practice. A salesperson needs product knowledge and CRM skills, but also the communication skills to build trust with customers. A developer needs to write good code, but also to collaborate with colleagues and give and receive feedback on their work.

For organizations, this means a complete skills framework should include both. Technical skills show whether someone can do the job today. Soft skills often show how well they'll grow, adapt, and help others succeed over time.

Why define technical skills in your organization?

Knowing how to determine the technical skills suited to the different professions in your company is crucial in order to then be able to evaluate them against a performance grid.

Skills assessments are essential to:

• Ensure you have the best technical skills in house, and upskill or reskill team members as and when necessary. 
• Design better Learning and Development programs. This includes finding the right online courses, offering on-the-job training, or sourcing experts to share and nurture technical expertise.
• Maintain company performance and productivity and let everyone clearly see the role they play in the organization.
• Give employees oversight of the skills they’ve acquired and encourage them to want to train and grow further towards career goals.
• Design logical career paths, and ensure each employee knows what’s required to move forward.
• Avoid talent drain thanks to an engaged, highly skilled workforce.

To achieve the above, you need to be able to build an effective skills map highlighting the range of skills your company needs. This must include the technical skills specific to each role, and broader skills applicable to all roles at differing levels of attainment. 

Build a technical skills profile by business function by precisely identifying the role of the function and the skills attached to it.

This work will necessarily require time and human investment. And it needs to be updated regularly, particularly as technology and the demands of each role evolve.

Technical skills examples

The specific technical skills required to perform in a certain role obviously depend highly on the role. And team members need to implement this knowledge in a particular context and use a certain number of tools depending on the profession.

Here are some examples of technical skills for key roles in many companies. 

Software engineers, developers, or programmers

Key technical abilities for software development and information technology professionals include: 

• Programming languages (JavaScript, Java, HTML, CSS, Swift, Python)
• Operating systems (iOS, Android, Linux, Windows)
• Cloud platforms (AWS, Azure, Google Cloud)
• Technical writing
• Data structure and analysis (SQL, big data)
• Bug tracking
• AI and machine learning
• Cybersecurity and network security
• Version control (Git) and testing

All of the above will then depend on the role itself, and the languages and systems used in the company. An iOS developer clearly needs an expert degree of proficiency in the iOS operating system, but may also benefit from a base level understanding of Android and other mobile phone systems. 

And under programming languages, they will likely need to know Swift and potentially Objective-C, which isn’t the case for most desktop application developers. 

Salespeople

Because salespeople are typically seen as relational experts, we might think that most of their required skills are soft. But there are some key technical skills that must be learned either through experience or dedicated sales enablement training. 

Technical sales skills include: 

• Product knowledge
• Customer relationship management (CRM) software (Salesforce, Pipedrive, Close)
• Negotiation (price, terms, features)
• Social selling (social media tools and strategy)
• Cold calls and emails
• Computer skills and tools (Excel, Microsoft Office suite, email software)

Product knowledge is clearly a top priority, and is almost entirely a proprietary skill. And while there may be softer, relational aspects to negotiation and cold calls, there are technical steps and strategy to master as well. 

Digital marketing

Many marketers are hired for relevant technical skills in key areas like paid social advertising or email marketing. On the other hand, the popular notion of the “t-shaped marketer” suggests it’s best to find broadly competent team members who can contribute across the board. 

Whether you’re hiring for technical marketing skills or developing them in house, here are some to watch for: 

• CRM knowledge (HubSpot, Salesforce Marketing Cloud, Zoho)
• Paid advertising (Google Ads, LinkedIn, Meta)
• Email marketing (optimization, automation)
• Website optimization (page speed, structure, crawlability)
• Search engine optimization (SEO) (content structure, technical improvements)
• Marketing strategy (product, content, demand generation)
• Social media management (social media platforms, scheduling tools)
• Budget and resource management
• Data analysis
• Graphic design (Photoshop, Figma, Canva)

There are plenty more, of course, but these show up on the majority of marketing job descriptions.

Managers

Similar to sales, managers need strong relationship skills to succeed. These aren’t necessarily hard skills.

But some of the technical skills to look for in good managers include: 

• Project management and planning (spreadsheets, templates)
• Budget and resource management
• Performance management systems
• Workforce planning
• Presentation and reporting tools
• Critical analysis (data analytics, visualization)
• Management and HR tools (HRIS, project tracking)
• Coaching and training

Again, these are factors you can specifically list in a job description and test for in interviews. And some will be company-specific, learned in this precise role. 

And for hiring managers specifically, we can add specific software applications for recruiters, database management, and tools that help survey the job market.

Finance and accounting

Finance roles rely heavily on technical skills, many of them tied to professional standards and specialized software. Key technical skills include:

• Financial reporting and accounting standards (GAAP, IFRS)
• Financial modeling and forecasting (FP&A)
• Budgeting and variance analysis
• ERP and accounting systems (SAP, Oracle NetSuite, QuickBooks, Xero)
• Advanced spreadsheet skills (Excel formulas, pivot tables, macros)
• Tax preparation and compliance
• Auditing and internal controls
• Payroll systems

Many of these are tied to formal qualifications, like CPA or ACCA certification. Others, like a company's own reporting processes and approval workflows, are proprietary and must be learned on the job.

Data and analytics

Data analysts, data scientists, and business intelligence specialists need a strong mix of technical skills to collect, analyze, and communicate data. These include:

• Query languages (SQL)
• Programming for data analysis (Python, R)
• Business intelligence and visualization tools (Power BI, Tableau, Looker)
• Statistical analysis and modeling
• Data cleaning and preparation
• Data warehousing (Snowflake, BigQuery)
• Machine learning fundamentals
• Spreadsheet modeling (Excel, Google Sheets)

The tools vary widely between companies, so analysts often need to adapt quickly to new platforms. Understanding the company's data structure and business metrics is just as important as tool proficiency.

HR and L&D

People teams increasingly rely on technology to recruit, develop, and support employees. Technical skills for HR and L&D professionals include:

• HR information systems (HRIS) (Workday, SAP SuccessFactors, BambooHR)
• Applicant tracking systems (ATS) (Greenhouse, Lever)
• Learning management system administration
• Instructional design and course authoring tools
• People analytics and reporting
• Compensation and benefits administration
• Employment law and compliance requirements
• Skills mapping and competency frameworks

For L&D teams in particular, the ability to map skills and connect training to measurable outcomes is quickly becoming a core technical capability.

Customer support and customer success

Support teams need strong soft skills, but they can't solve customer problems without technical know-how. Key technical skills include:

• Product knowledge and troubleshooting
• Help desk and ticketing software (Zendesk, Freshdesk, Intercom)
• CRM software (Salesforce, HubSpot)
• Knowledge base management
• Live chat and omnichannel support tools
• Basic technical diagnostics (logs, browser tools, APIs for technical products)
• Service level agreement (SLA) management
• Customer health scoring and analytics

As with sales, product knowledge is almost entirely proprietary. It needs continuous updating as products evolve, which makes it a strong candidate for training led by subject-matter experts.

Frontline, manufacturing, and skilled trades

For frontline and operational roles, technical skills are often directly tied to safety, quality, and productivity. Examples include:

• Equipment and machinery operation
• Health and safety procedures (lockout/tagout, PPE use)
• Quality control and inspection
• Preventive maintenance and repair
• Reading technical drawings and schematics
• Inventory and warehouse management systems
• Lean manufacturing and continuous improvement methods (Six Sigma, 5S)
• Certifications and licenses (forklift operation, electrical, welding)

Many of these skills are best learned and verified on the job, through demonstrations, practical assessments, and coaching from experienced colleagues.

Healthcare

Healthcare roles require some of the most rigorously defined technical skills of any industry, often backed by licenses and regulations. These include:

• Clinical procedures and patient care techniques
• Electronic health record (EHR) systems (Epic, Cerner)
• Medical coding and billing (ICD-10, CPT)
• Medication administration
• Diagnostic and medical equipment operation
• Infection control procedures
• Health data privacy and compliance (such as HIPAA in the U.S.)
• Life support certifications (BLS, ACLS)

Because the stakes are so high, healthcare organizations need clear records of which skills each employee holds and when certifications are due for renewal.

Technical skills every employee needs

Some technical skills are no longer limited to specific roles. Whatever their function, most employees now benefit from:

• Digital literacy: confidently using common workplace tools, such as email, collaboration platforms (Microsoft Teams, Slack), and file-sharing systems.
• Spreadsheet skills: organizing, analyzing, and presenting data in Excel or Google Sheets.
• Data literacy: reading, interpreting, and questioning data and reports to make better decisions.
• Cybersecurity awareness: recognizing phishing attempts, using strong passwords and multi-factor authentication, and handling sensitive data safely.
• AI literacy: using AI tools effectively and responsibly, from writing clear prompts to checking AI-generated output for accuracy and protecting confidential information.

AI literacy in particular is quickly becoming a baseline expectation. Organizations that build it across their workforce, rather than only in technical teams, are better placed to turn AI tools into real productivity gains.

How to keep technical skills up to date

Skills gaps are a real issue in organizations. And there are four chief reasons why these gaps emerge: 

• Loss of internal skills and knowledge, as longer-serving employees move on or retire
• Higher turnover of new generations, further exacerbating the previous point
• Shorter shelf-life of skills, particularly due to the rate of technological change
• In-demand skills always outstrip supply

The result is fewer team members with the required skills, work experience and expertise in your organization.

Keeping technical skills up to date is crucial for a business. You must identify skills gaps as early and often as possible. 

But many companies rely on scattered frameworks and outdated skills maps to keep track. And even where they can identify gaps, closing them is another story. 

In our view, there are five crucial steps to identify and update all skills, including technical ones: 

1. Map the overall skills in your organization
2. Identify the skills gaps at the employee level
3. Partner with subject-matter experts (SMEs) to develop missing content
4. Use AI-powered recommendations to prescribe content
5. Measure your impact

We’ll leave it there, as we’ve gone into each of these points in detail previously. For help, here are the best upskilling and reskilling tools for organizations.

Manage and train with Skills by 360Learning

At 360Learning, we bring training strategy and skills management together. Our skills-based tools help you easily identify and close the gaps holding back company growth. Every individual can track their progress against their own goals, and you can also monitor overall performance at the company level. 

For L&D professionals, this helps prove your impact: you have the data necessary to support strategy, obtain the budgets you need, and receive recognition from management.

Most importantly, our built-in AI tools let you do more, faster. Whether you’re identifying skills gaps, building reports, or designing whole new courses and assessments, it’s never been this efficient or effective. 

We believe that skills-based learning is the best way for L&D and their organizations to succeed in the face of constant change. Learn more about how Skills by 360Learning can help you make this transition successfully.