Dr. Stefan T. Mol
HRM-OB Group
Amsterdam Business School
s.t.mol@uva.nl
The OntoHR project:
Bridging the Gap between
Vocat...
Presentation Contents
 The OntoHR Consortium
 GMA, job knowledge, and job performance
 The OntoHR project
 The educati...
The OntoHR Consortium
3
From: Schmidt and Hunter (1998)
Schmidt and Hunter (1998)
“Like work sample measures, job knowledge tests
cannot be used to evaluate and hire
inexperience...
From: Binning and Barrett
(1992)
Construct
validation
Content
validation
Criterion
validation
Why does GMA predict job
performance?
“The reason is that people who are more
intelligent learn more job knowledge and lea...
Content validity of job knowledge
 Hunter (1986, p. 353) “knowledge is a much
better measure of performance than ratings”...
9 ATHRM
Group 2, Session 2:
10
The educational ontology
 Educational
ontology describing
complex systems
 Adaptive testing
 Based on
competencies
 In...
12
Architecture Mapping Adaptive Testing
Domain OntologyJob-Role Ontology Applicant/Staff
Person 2
A
A’
B B’
Corporate Portal...
Competency definition
A competency is a temporally stable, narrowly
defined, and trainable latent ability to complete an
o...
Development of job role competency
profile
 Obtain tasks/competencies
 O*NET
 Philippines National ICT competencies
 W...
Computer Systems Analyst Initial
Competencies
 Design computer applications
 Develop documentation
 Conduct needs analy...
Anticipated outcomes of ONTO-HR
 Customized feedback pertaining to applicants’
fit to the particular job role and knowled...
ONTOHR: Something to take away
 GMA Job knowledge  Job Performance
 Job knowledge is face-, content-, construct-,
crit...
Thanks for your attention
Questions?
19
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OntoHR on the Fifth Dutch Flemish research meeting on personnel selection and recruitment

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Presenting the academic perspective of OntoHR on the Fifth Dutch Flemish research meeting on personnel selection and recruitment, Gent, Belgium, 2010

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Transcript of "OntoHR on the Fifth Dutch Flemish research meeting on personnel selection and recruitment"

  1. 1. Dr. Stefan T. Mol HRM-OB Group Amsterdam Business School s.t.mol@uva.nl The OntoHR project: Bridging the Gap between Vocational Education and the Workplace This project has been funded with support from the European Commission. This communication reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
  2. 2. Presentation Contents  The OntoHR Consortium  GMA, job knowledge, and job performance  The OntoHR project  The educational ontology  Development of job role Competency profile  Anticipated outcomes of OntoHR 2
  3. 3. The OntoHR Consortium 3
  4. 4. From: Schmidt and Hunter (1998)
  5. 5. Schmidt and Hunter (1998) “Like work sample measures, job knowledge tests cannot be used to evaluate and hire inexperienced workers. An applicant cannot be expected to have mastered the job knowledge required to perform a particular job unless he or she has previously performed that job or has received schooling, education, or training for that job.” 5
  6. 6. From: Binning and Barrett (1992) Construct validation Content validation Criterion validation
  7. 7. Why does GMA predict job performance? “The reason is that people who are more intelligent learn more job knowledge and learn it faster, the major determinant of job performance is not GMA but job knowledge” (Schmidt and Hunter, 2001). 7
  8. 8. Content validity of job knowledge  Hunter (1986, p. 353) “knowledge is a much better measure of performance than ratings”. 8
  9. 9. 9 ATHRM Group 2, Session 2:
  10. 10. 10
  11. 11. The educational ontology  Educational ontology describing complex systems  Adaptive testing  Based on competencies  Integrated in a learning environment Scope of Activities Task Group of tasks Competence Competence Module Knowledge Area is part of requires ensures prerequisite requires Curriculum Module belongs to specifies serves element of specifies serves requires is part of prerequisite prerequisite element of requires knowledge of is part of Basic concept Theorem Example refers to premise conclusion refers to refers to refers to is part ofis part of is part of is part of Test questions Scope of Activities Task Group of tasks Competence Competence Module Knowledge Area is part of requires ensures prerequisite requires Curriculum Module belongs to specifies serves element of specifies serves requires is part of prerequisite prerequisite element of requires knowledge of is part of Basic concept Theorem Example refers to premise conclusion refers to refers to refers to is part ofis part of is part of is part of Test questionsVas, 2007 11
  12. 12. 12
  13. 13. Architecture Mapping Adaptive Testing Domain OntologyJob-Role Ontology Applicant/Staff Person 2 A A’ B B’ Corporate Portal Authoring Environment 13
  14. 14. Competency definition A competency is a temporally stable, narrowly defined, and trainable latent ability to complete an organizationally valued prospective job task successfully. (cf. Tett et al, 2000) 14
  15. 15. Development of job role competency profile  Obtain tasks/competencies  O*NET  Philippines National ICT competencies  WISCO  Job advertisements  Interviews with SME’s in NL and IT 15
  16. 16. Computer Systems Analyst Initial Competencies  Design computer applications  Develop documentation  Conduct needs analysis  Design a system project  Perform a detailed system investigation and analysis  Install/implement a computer application system  Run a computer application  Interpersonal issues 16
  17. 17. Anticipated outcomes of ONTO-HR  Customized feedback pertaining to applicants’ fit to the particular job role and knowledge domain specific eLearning content.  Mapping qualifications in vocational education to current and valid job roles  Testing and evaluating the student applicant on the basis of valid, labor market driven competencies  Addressing the weaknesses of particular VET curricula 17
  18. 18. ONTOHR: Something to take away  GMA Job knowledge  Job Performance  Job knowledge is face-, content-, construct-, criterion- valid  VET  Job knowledge  Competence 18
  19. 19. Thanks for your attention Questions? 19

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