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The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
The People Tagging Approach to Competence Management
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The People Tagging Approach to Competence Management

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Professional Training Facts 2009, Stuttgart, November 2009

Professional Training Facts 2009, Stuttgart, November 2009

Published in: Business, Technology
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  • 1. MATUREContinuous Social Learning in Knowledge Networks
    The People Tagging Approach to Competence Management
    Simone BraunChristine KunzmannAndreas Schmidt
    Professional Training Facts, Stuttgart, November 17, 2009
    http://mature-ip.eu
  • 2. Continuouscompetencedevelopment…
  • 3. Competence Management seemstobe a goodidea…
    Competence Management wantstoenablecompaniestosteercompetencedevelopment
    Itmakescompetenciesofemployees explicit bydescribingtheirprofileswith a sharedcompetencecatalog…
    … andformulatesrequirementsandgoals via thissharedcatalog …
    … andtheappropriatemeasuresandtheireffects
    MATURE - Continuous Social Learning in Knowledge Networks
  • 4. MATURE - Continuous Social Learning in Knowledge Networks
    But frequentlyitdoes not evengetintroduced!
    … gets stuck in themiddleoftheway…
    … nevergetsupdated …
    … becomes a useless administrative exercise …
  • 5. Is there an alternative?
    Problems:
    Competence managementisperceived as a top-down activity
    Lack ofacceptance
    No rapid responsetoemergingtopics
    Can wemakecompetencemanagementmoreparticipatory?
    startwithsomethingthatisperceived as useful:findingtherightpersonfor a certaintopic
    MATURE - Continuous Social Learning in Knowledge Networks
  • 6. MATURE - Continuous Social Learning in Knowledge Networks
    The People Tagging Approach
  • 7. People Tagging
    Principles
    Bottom-up and participatory
    Lightweight and work-integrated
    The approach
    Tagging colleagues and other external contacts collaboratively
    Sharing knowledge and creating awareness around who knows what
    Collective ‘review’ of existing skills & competencies
     Applying the social bookmarking paradigm to people
    MATURE - ContinuousSocial Learning in Knowledge Networks
    LMI specialist
    plumbing
    Vacancydata
    Edinburgh
  • 8. MATURE - Continuous Social Learning in Knowledge Networks
  • 9. Searching for a specialist
    MATURE - ContinuousSocial Learning in Knowledge Networks
    Nicola Jones
    Tagged with: LMI specialistScotlandeducation
    Show Profile or Contact
    Martha Douglas
    Tagged with: LMI specialistEdinburgh and LothiansplumbingVacancy data
    Show Profile or Contact
  • 10. Gardening
    Tagging does not rely on a controlled vocabulary
    Thus we find
    Synonyms
    Typos
    Different levels of abstraction
    Idea: Work-integrated “gardening”
    Collaborative & incremental in-situ revision and improvement
    e.g. I miss entries with sanitary or water installations in the results, so I add the missing links
    MATURE - Continuous Social Learning in Knowledge Networks
    LMI = labourmarketinformation = LM info = LM data
    LM dta vs. LM data
    plumbing -> sanitaryinstallations
    plumbing-> waterinstallations
  • 11. MATURE - Continuous Social Learning in Knowledge Networks
  • 12. Improved searching for a specialist
    MATURE - Continuous Social Learning in Knowledge Networks
    I understood that your searched for: LMI specialistScotlandplumbing
    Narrow your query with: Vacancy datawater installationssanitary installations
    Broaden your query with: gas installationsconstructionSectoral prospects
    Nicola Jones
    Tagged with: LMI specialistScotlandeducation
    Show Profile or Contact
    Martha Douglas
    Tagged with: LMI specialistEdinburgh and LothiansplumbingVacancy data
    Show Profile or Contact
    Mary Smith
    Tagged with: LMI reportsanitary installationsLocal area dataVacancy data
    Show Profile or Contact
    David Burns
    Tagged with: LM dataSectoral prospectswater installationssanitary installations
    Show Profile or Contact
  • 13. Competency Maturing:Gradual Formalization
     FZI Research Center for Information Technologies Karlsruhe, Germany | Information Process Engineering | www.fzi.de/ipe
  • 14. Human Resources Development
    Human resource development needs to have sufficient information about needs and current capacities
    What are the crucial new developments?
    Who has the skills needed to respond to these developments?
    Are there training gaps?
    Can we re-train existing staff or do we need to recruit?
    The tags used and the queries for specialists yield indicators about current developments:
    What kind of expertise is needed?
    How much do we have inside the organization?
    MATURE - ContinuousSocial Learning in Knowledge Networks
  • 15. Implementingpeopletagging
    Implementingpeopletaggingdepends on theorganizationalcontext (includingculture)
    Engineering a peopletaggingsystemcanbecustomized
    Who can tag?
    Who canbetagged?
    Controlover tags
    Visibilityoftagging
    Semanticoftagging
    Searchstrategy
    MATURE - Continuous Social Learning in Knowledge Networks
  • 16. MATURE - Continuous Social Learning in Knowledge Networks
    Summary
  • 17. Summary
    People tagging is a lightweight alternative to competence management
    participatory and work-integrated
    more agile, can take up emergent topics very fast
    ‘overlay’ over existing social networking / employee directories
     internal & external contacts possible
    Supports several use cases of competence management approaches
    Finding people or experts
    Human resource development planning
    MATURE - Continuous Social Learning in Knowledge Networks
  • 18. Outlook & Contact
    Open forassociate
    partners!
    MATURE IP – http://mature-ip.eu
    investigates the harvesting of bottom-up approaches to support the maturing of competency models
    Andreas SchmidtDepartment Manager / Scientific Coordinator MATUREFZI Research Center for Information Technologies, Haid-und-Neu-Str. 10-14 Karlsruhe, GERMANY (http://fzi.de/ipe)andreas.schmidt@fzi.de, http://andreas.schmidt.name
    Christine KunzmannFZI & Kompetenzorientierte PersonalentwicklungAnkerstr. 47, 75203 Königsbach-Stein, GERMANY, http://kompetenzen-gestalten.decontact@christine-kunzmann.de
    Simone BraunFZI Research Center for Information TechnologiesHaid-und-Neu-Str. 10-14 Karlsruhe, GERMANY (http://fzi.de/ipe)braun@fzi.de

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