A competency based human resources architecture - ppt

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Zachman architecture applied to human resources in logistics

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A competency based human resources architecture - ppt

  1. 1. A Competency-Based Human Resources Architecture for Logistic Enterprises Alex Domínguez jadoming@mail.unitec.mx www.unitec.mx Carmen de Nieves Carmen.deNieves@upct.es www.upct.es Second World Conference on POM and 15th Annual POM Conference, Cancun, Mexico, April 30 - May 3, 2004
  2. 2. Agenda 1. The need of a human resources architecture in logistics 2. The architecture model 3. The competency model (A Zachman- type enterprise framework for logistics) 4. Testing the competency-based architecture 5. Some competency-based architecture applications 6. Questions and answers May 2nd, 2004 UNITEC-UPCT 2
  3. 3. The Need of a Human Resources Architecture in Logistics
  4. 4. What is logistics? It is the process of planning, implementing, and controlling the efficient, effective flow and storage of goods, services, and related information from point of origin to point of consumption for the purpose of conforming to customer requirements May 2nd, 2004 UNITEC-UPCT 4
  5. 5. The supply chain Personnel having different and specialised competencies (knowledge and skills) The flow of goods, services Supply and information creates a Chain chain processes May 2nd, 2004 UNITEC-UPCT 5
  6. 6. The problems Each enterprise has its particular way of doing logistics and, therefore, managing the supply chain Various personnel’s competencies needed to accomplish procedures in the supply chain There are several problems in defining a self-contained and robust competency-based architecture helping to achieve the procedures embedded in the suply chain May 2nd, 2004 UNITEC-UPCT 6
  7. 7. The Architecture
  8. 8. What is an architecture? Architecture It has a set of generic relations and rules that guide and constrain their use May 2nd, 2004 UNITEC-UPCT 8
  9. 9. Logistics life-cycle model and architecture components Planing Logistics Operative (Gathering requirements, getting informatión, Supervisor and and plan future orders) Logistics Operatives Analysis (Analysis of how to serve planned orders) Design (Design the planned orders, delivery points, dates, ways of delivering, priorities) Implementation (Implement designed Logistics Logistics Logistics solution) Manager Analyst Designer Maintenance Architecture components are (Maintain implemented solution) not necessarily job positions May 2nd, 2004 UNITEC-UPCT 9
  10. 10. The human resources logistics architecture Information (strategic and technical) about products, providers, suppliers, clients, etc. L Architecture O S G E Logistics I R Logistics Logistics Logistics Logistics operative S V manager analyst designer operatives supervisor T I I C Components C S E Logistics technology, infraestructure, and communications May 2nd, 2004 UNITEC-UPCT 10
  11. 11. The Competency Model (A Zachman-Type Enterprise Framework for Logistics)
  12. 12. What is a competency? It is the combination of skills and knowledge enabling persons to perform assigned tasks and roles May 2nd, 2004 UNITEC-UPCT 12
  13. 13. A general skills model Top managers Planning Intermediate managers Design Implementation Operative people May 2nd, 2004 UNITEC-UPCT 13
  14. 14. Skills needed for each logistics component Technical skills High Low Human skills Logistics Logistics Logistics Logistics Logistics Operator Supervisor Designer Analyst Director May 2nd, 2004 UNITEC-UPCT 14
  15. 15. The original Zachman framework May 2nd, 2004 UNITEC-UPCT 15
  16. 16. Knowledge: A Zachman- type framework for logistics May 2nd, 2004 UNITEC-UPCT 16
  17. 17. Knowledge framework extensions Extensions  Amplitude  Complement description for each row and thus to each grid  Depth  Specify sub-functions for each row and thus to each grid Extensions are particular for each enterprise May 2nd, 2004 UNITEC-UPCT 17
  18. 18. Testing the Competency- Based Architecture
  19. 19. Considerations for testing Spanish enterprises were selected (names provided by CEL) Questionnaire was designed according to architecture and knowledge framework Questionnaire application main problem  Facing with the different job positions and their names May 2nd, 2004 UNITEC-UPCT 19
  20. 20. The real knowledge framework tested May 2nd, 2004 UNITEC-UPCT 20
  21. 21. The results of testing The achieving of ech entry is diminished when passing from  Director to Analyst  Analyst to Designer  Designer to Supervisor There is a full achieving when passing from supervisor to operator Conclusions  Enterprises do provide direction and implementation  Enterprises are weak in applying analysis, design and supervision May 2nd, 2004 UNITEC-UPCT 21
  22. 22. Some Competency-Based Architecture Applications
  23. 23. Some applications To define a logistics job structure To define the way of doing logistics To improve logistics procedures To reengineer logistics procedures To complement logistics job functions May 2nd, 2004 UNITEC-UPCT 23
  24. 24. May 2nd, 2004 UNITEC-UPCT 24

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