A Semantic Approach for Improving Competence Assessment in Organizations


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A presentation about ARISTOTELE project held during ICALT 2012, the annual international conference on Advanced Learning Technologies and Technology-enhanced Learning organized by IEEE Computer Society and IEEE Technical Committee on Learning Technology. Learn more on http://www.aristotele-ip.eu/

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A Semantic Approach for Improving Competence Assessment in Organizations

  1. 1. A Semantic Approach for ImprovingCompetence Assessment inOrganizationsM. Gaeta, F. Orciuoli, G. Fenza, G.R. Mangione, P. RitrovatoStefano Paolozzi on behalf ofFrancesco OrciuoliUniversity of Salerno, ItalyDepartment of Electronic and Computer EngineeringICALT 2012, Roma, July 04, 2012
  2. 2. the problem Assessing employees’ competences to properly supportCompetence-based Management processes (e.g.Career Development, Workforce Planning, etc.) inOrganizations is both an important and complex task Due to their high costs, re-assessment events, todetermine which competences have been developed byemployees, are performed with low frequency (annuallyin the best cases) This makes quite difficult to achieve a true picture ofcompetences in the Organization when it is reallyneeded
  3. 3. The solution Competence Assessment is the gathering of evidences (forcompetences) from more sources, and frequently more than onetype of evidence is used to fairly and reliably determine theexistence of a competence The main types of evidences are three: direct, indirect andsupplementary: The first one is frequently obtained by observing performance in theworkplace or in simulations In the second one, the gathered evidence can include workplacedocuments or portfolios In the last one, evidence is gathered from a third party and is frequentlyobtained through interviews and testimoniesIt is possible to use Organizational Knowledge to generateevidences for competences
  4. 4. A model for competences A Competence consists of the integration of knowledge,skills and attitudes (KSA) and enables one toeffectively perform the activities of a given occupation orfunction to the standards expected in employment: Knowledge can be practical, technical, theoretical, procedural,contextual (with respect to a specific job) (know-what) Skills can be technical, contextual, related to action,interpersonal and can refer to the ability to execute occupation-specific tasks, organization/process tasks (know-how) Attitudes can be personal attributes, personal and professionalethical codes of conduct
  5. 5. The approach Combining three assessment methods tomanage different competence elementsrequiring different evidence types:
  6. 6. Representation ofOrganizational Knowledge
  7. 7. Analysis of unstructured data
  8. 8. Analysis of structured data andsupport to 360-degree feedback Generation of evidences for the skills demonstrated by an employeecarrying out with success specific tasks Identification of assessors for a 360-degree feedback by using superiors,subordinates and peers of an employeeIF employee <e> has successfullycarried out task <t> requiring a specificskill <s> THEN <e> has <s>IF employees <e> and <e1> have participatedto task <t> THEN <e1> could assess attitudesof <e> in the context of a 360-degreefeedback session
  9. 9. The resultA system for continuous assessment leveraging on theOrganizational Knowledge
  10. 10. State of the work and futureworks This work is realized in the context of theresearch activities of ARISTOTELE (FP7 EU)Project At the moment we are developing the systemin the ARISTOTELE activities In the next months we will startexperimentation and evaluation phases(always in the context of ARISTOTELE)
  11. 11. THANKS FOR YOURATTENTION@workFraorc forciuoli@unisa.it