Sustainable Competence Management with Ontology-Based Competence Catalogs Andreas Schmidt FZI Research Center for Informat...
Motivation <ul><li>Competencies as  abstractions of work-relevant human behavior  are a promising concept for a holistic v...
Research  Objectives <ul><li>Fundamental Challenges of competency-oriented approaches: </li></ul><ul><ul><li>well-defined ...
General Approach <ul><li>A reference model for ontology-based approaches to competency-oriented human resource development...
Developing a Reference Ontology <ul><li>Based on experiences in EU project Learning in Process and industrial projects  </...
Professional Learning Ontology (Top-Level) <ul><li>Upper-level ontology as a reference model </li></ul><ul><li>available a...
Benefits of Ontology-based Approach <ul><li>Enabling interoperability </li></ul><ul><ul><li>integrating KM, learning manag...
Competency-driven learning services
Reference Process <ul><li>What is missing: How to  make use  of and  maintain  competency models in a real enterprise envi...
Reference Process
Reference Process
Reference Process
Results from a pilot study <ul><li>Results from a pilot study at a German hospital </li></ul><ul><ul><li>nursing domain, 6...
Conclusions <ul><li>Ontology-driven approach to competency-oriented human resource development </li></ul><ul><ul><li>enabl...
Outlook <ul><li>FP7 IP MATURE – http://mature-ip.eu </li></ul><ul><li>will investigate the harvesting of bottom-up approac...
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Sustainable Competence Management with Ontology-Based Competency Catalogs

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Presentation at the eChallenges 2007 conference at The Hague, Oct 25, 2007

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Sustainable Competence Management with Ontology-Based Competency Catalogs

  1. 1. Sustainable Competence Management with Ontology-Based Competence Catalogs Andreas Schmidt FZI Research Center for Information Technologies, Karlsruhe Christine Kunzmann Kompetenzorientierte Personalentwicklung Germany [email_address] [email_address]
  2. 2. Motivation <ul><li>Competencies as abstractions of work-relevant human behavior are a promising concept for a holistic view human resource development </li></ul><ul><li>Knowledge management </li></ul><ul><ul><li>knowledge, skills and abilities are broader than the notion of „knowledge“ </li></ul></ul><ul><ul><li>=> work-relevant competency to act </li></ul></ul><ul><li>Training </li></ul><ul><ul><li>competencies allow for operationalizing learning goals and outcomes </li></ul></ul><ul><ul><li>=> control instrument for needs analysis, training design, and assessment </li></ul></ul><ul><li>Competence Management </li></ul><ul><ul><li>individual competencies can be aggregated into organizational competencies </li></ul></ul>
  3. 3. Research Objectives <ul><li>Fundamental Challenges of competency-oriented approaches: </li></ul><ul><ul><li>well-defined common understanding of each competency across various departments or even organizations </li></ul></ul><ul><ul><li>various systems and services involved in HR, training, and knowledge management need to be semantically coherent </li></ul></ul><ul><ul><li>crucial trade-off in competency modelling needs to be solved: </li></ul></ul><ul><ul><ul><li>the more accurate, realistic and fine-grained considered competencies are </li></ul></ul></ul><ul><ul><ul><li>the more complex management and controlling tasks become </li></ul></ul></ul>
  4. 4. General Approach <ul><li>A reference model for ontology-based approaches to competency-oriented human resource development. </li></ul><ul><ul><li>How to connect strategic and operational HR processes with the help of the competency catalog as a mediating artefact </li></ul></ul><ul><ul><li>How to ensure continuous updating of such a catalog </li></ul></ul><ul><li>This reference model is divided into </li></ul><ul><ul><li>a conceptual part ( ontology ) </li></ul></ul><ul><ul><li>and a reference process </li></ul></ul>
  5. 5. Developing a Reference Ontology <ul><li>Based on experiences in EU project Learning in Process and industrial projects </li></ul><ul><li>Core idea: LearningOpportunity as a universal concept </li></ul><ul><ul><li>unifying formal and informal learning opportunities </li></ul></ul><ul><ul><li>formal learning objects have objectives informal opportunities have a topic </li></ul></ul><ul><li>OrganizationalEntities (processes, organizational units, roles) </li></ul><ul><li>Competencies as a bridge </li></ul><ul><ul><li>objectives for learning resources </li></ul></ul><ul><ul><li>competencies of colleagueas </li></ul></ul><ul><ul><li>requirements for organizational entities </li></ul></ul><ul><ul><li>topics as weak competency notions </li></ul></ul>
  6. 6. Professional Learning Ontology (Top-Level) <ul><li>Upper-level ontology as a reference model </li></ul><ul><li>available at </li></ul><ul><li>www.professional-learning.eu </li></ul>
  7. 7. Benefits of Ontology-based Approach <ul><li>Enabling interoperability </li></ul><ul><ul><li>integrating KM, learning management and competency management systems </li></ul></ul><ul><li>More advanced services for learning support </li></ul><ul><ul><li>competency gap analysis </li></ul></ul><ul><ul><li>recommendation of learning resources </li></ul></ul><ul><ul><li>compilation of learning programs </li></ul></ul><ul><li>=> These services make use of competency relationships especially subsumtion </li></ul>
  8. 8. Competency-driven learning services
  9. 9. Reference Process <ul><li>What is missing: How to make use of and maintain competency models in a real enterprise environment => sustainability </li></ul><ul><ul><li>avoid outdated competency models </li></ul></ul><ul><ul><li>avoid over-formalization of top-down approaches </li></ul></ul><ul><ul><li>built-in continous improvement </li></ul></ul><ul><li>Three layers of responsibility </li></ul><ul><ul><li>normative layer => top management </li></ul></ul><ul><ul><li>strategic layer => medium and lower management </li></ul></ul><ul><ul><li>operational layer => employees and lower management </li></ul></ul><ul><li>Closed Loop Approach </li></ul>
  10. 10. Reference Process
  11. 11. Reference Process
  12. 12. Reference Process
  13. 13. Results from a pilot study <ul><li>Results from a pilot study at a German hospital </li></ul><ul><ul><li>nursing domain, 600 competencies collected and modeled </li></ul></ul><ul><li>Main challenges: </li></ul><ul><ul><li>Current technological solutions for process support </li></ul></ul><ul><ul><ul><li>assume a relatively stable competency catalog </li></ul></ul></ul><ul><ul><ul><li>separate the tasks on operational and strategic levels </li></ul></ul></ul><ul><ul><ul><li>are not geared towards large competency catalogs </li></ul></ul></ul><ul><ul><li>Modeling effort has to be reduced by developing competency frameworks </li></ul></ul><ul><ul><li>Thinking in competencies has to be established on all levels </li></ul></ul>
  14. 14. Conclusions <ul><li>Ontology-driven approach to competency-oriented human resource development </li></ul><ul><ul><li>enables high degree of semantic coherency among various systems and services </li></ul></ul><ul><ul><li>provides the basis for enhanced ways of support </li></ul></ul><ul><ul><li>needs to be embedded in a closed-loop approach of continuous updating </li></ul></ul><ul><li>Currently, the approach is extended towards ePortfolio activities </li></ul>
  15. 15. Outlook <ul><li>FP7 IP MATURE – http://mature-ip.eu </li></ul><ul><li>will investigate the harvesting of bottom-up approaches to support the maturing of competency models </li></ul><ul><li>Ontology Outreach Advisory </li></ul><ul><li>Contributing to making HR Technology more semantic (e.g., via HR-XML) </li></ul>Andreas Schmidt Department Manager FZI Research Center for Information Technologies, Karlsruhe, GERMANY andreas.schmidt@fzi.de, http://andreas.schmidt.name Christine Kunzmann Kompetenzorientierte Personalentwicklung GERMANY, http://kompetenzen-gestalten.de [email_address]

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