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Collaborative Competence Management

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Presentation at the Professional Training Facts 2008, Stuttgart, November 2008

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Collaborative Competence Management

  1. 1. Andreas SchmidtChristine Kunzmann, Simone Braun<br />CollaborativeCompetenceManagement<br />Professional Training FactsStuttgart, 12. November 2008<br />http://mature-ip.eu<br />FZI Research Center for Information Technologies<br />andreas.schmidt@fzi.dehttp://andreas.schmidt.name<br />
  2. 2. Competence Management is a goodidea…<br />Competence Management allowsforsystematiccompetency-orientedhuman resourcedevelopment<br />More targeted, moreefficient, morestrategicalplanning<br />Competenciesare a goodwayofdescribingdispositionsof human behavior<br />Forteamcomposition<br />Forapplicantselection<br />Andforfindingtherightpersonto talk to<br />MATURE - Continuous Social Learning in Knowledge Networks<br />
  3. 3. Christine Kunzmann [kontakt@christine-kunzmann.de] - Andreas Schmidt [andreas.schmidt@fzi.de]<br />3<br />… andyoucan do a lotmore …<br />
  4. 4. MATURE - Continuous Social Learning in Knowledge Networks<br />But frequentlyitdoes not evengetintroduced!<br />… gets stuck in themiddleoftheway…<br />… nevergetsupdated …<br />… becomes a useless administrative exercise …<br />
  5. 5. howtomotivateandensure?<br />Well, that‘sthetest…<br />It‘sthecompetencecatalog, stupid!<br />State oftheartcompetencemanagementapproachesdepend on a competencecatalog<br />thatconstitutes an adequate model fordescribingactual/desiredcapabilitiesofemployees<br />thatisregularlyupdatedtoreflectchanges in corporatereality/strategy<br />thatisactivelyusedfordescribingcompetencyprofilesandrequirementsprofiles, andlearningopportunities<br />MATURE - ContinuousSocial Learning in Knowledge Networks<br />howtoknow?<br />
  6. 6. Buildingcompetencecatalogsishard!<br />Modeling competenciesis not just aboutpinning down theobvious<br />Itisaboutbuilding a sharedunderstanding<br />… andthissharedunderstandingisnevercompleted, but constantlynegotiated<br />… andthisnegotiationtakesplacewhenapplyingthe model<br />MATURE - Continuous Social Learning in Knowledge Networks<br />
  7. 7. Closedfeedbackloopswerea goodidea…<br />Kunzmann & Schmidt 2006<br />
  8. 8. … but not enough!<br />Ifonlyexpertsdecideaboutnewcompetencies, <br />this still introduces a considerable time lag<br />thefeedbackchannelis still toonarrow<br />this still lookslike a lotofoverhead<br />Andwe still havetheproblemoftheactualprofiles<br />MATURE - Continuous Social Learning in Knowledge Networks<br />
  9. 9. Do wealwaysneedfull-blowncompetencies<br />Yellowpages & expert finders?<br />No, wedon‘t<br />Applicantselection, teamcomposition?<br />Wouldbehelpful, but not ultimatelyneeded.<br />Training needsanalysisandplanning?<br />Itwouldbe a goodidea!<br />=&gt; Different applicationcasesneed different levelsofformality<br />MATURE - Continuous Social Learning in Knowledge Networks<br />
  10. 10. MATURE - Continuous Social Learning in Knowledge Networks<br />New ways:<br />CollaborativeCompetenceManagement<br />
  11. 11. Subtlesemanticdifferences<br />Topics vs. Competencies<br />Person<br />Has an interest in X<br />knowsabout X<br />hascompetency X atlevel Y<br />Sometimesyoudon‘tcareaboutthesemanticdifferencesthatmuch, but sometimesyou do…<br />But itmakes a bigdifferencebetweenmodeling a topicandmodeling a competency, <br />orbetweendetecting an interestand a competency<br />MATURE - Continuous Social Learning in Knowledge Networks<br />
  12. 12. Core idea<br />Start withpeopletagging<br />Everybodycan tag theircolleaguesandthemselves<br />Consolidationof tags<br />Overcomingsynonymy, multilinguality, typos, different levelsofabstraction<br />Definition ofcompetenciesbymodelingexpertsforthosepartsthatneedformality<br />E.g., highvolume, corepartsof HR strategy, corecompetencies,…<br />„Gardening“ metaphor<br />MATURE - Continuous Social Learning in Knowledge Networks<br />
  13. 13. Competence CatalogMaturing<br />MATURE - Continuous Social Learning in Knowledge Networks<br />Braun & Schmidt 2008<br />
  14. 14. „But this will neverwork!“ … <br />First experimentsofpeopletagging(researchdomain)<br />Generally considereduseful!<br />MATURE - Continuous Social Learning in Knowledge Networks<br />
  15. 15. Challenges: Resultsfromtheexperiments<br />Acceptance<br />dependson clearmessage on thepurpose<br />Concerns<br />Fear oftransparency<br />Classical expert finderconcerns: overload, …<br />Design decisions:<br />Degreeofcontrolofthe individual (delete tags)<br />Degreeoftransparency (tagger, tags, aggregate/individual)<br />Professional topics vs. moresocial/personal topics<br />Notion ofguidance<br />MATURE - Continuous Social Learning in Knowledge Networks<br />
  16. 16. MATURE - Continuous Social Learning in Knowledge Networks<br />Tool support<br />
  17. 17. Tool approach: SOBOLEO<br />Based on thesocialbookmarkingparadigm<br />Enhanced bythepossibilitytouse a controlledvocabulary (ontology)<br />Users canaddnew tags orreuseexistingterms<br />Ontologycanbeevolvedthrough an integratedcollaborativeontologyeditor<br />Supports thegardeningtasks<br />See http://www.soboleo.com<br />MATURE - Continuous Social Learning in Knowledge Networks<br />Braun, Schmidt & Graf 2008<br />
  18. 18. MATURE - Continuous Social Learning in Knowledge Networks<br />Braun, Schmidt & Graf 2008<br />
  19. 19. MATURE - Continuous Social Learning in Knowledge Networks<br />
  20. 20. MATURE - Continuous Social Learning in Knowledge Networks<br />Summary<br />
  21. 21. Conclusions<br />People taggingandtheconceptofcollaborativecompetencemanagementaddresstheproblemofmaintainingcompetencecatalogs/profiles<br />Theysupportthelongtailofcompetency-orientedusecasesby an informal andlightweightapproach<br />Enablethroughthe „gardening“ metaphorthetransitiontomore formal competencynotions<br />Informedcompetencymodelling (in thenarrow sense)<br />Co-existenceof different levelsofformality<br />MATURE - Continuous Social Learning in Knowledge Networks<br />
  22. 22. Outlook & Contact<br />Open forassociate<br />partners!<br />MATURE IP – http://mature-ip.eu<br />investigatestheharvestingofbottom-upapproachestosupportthematuringofcompetencymodels<br />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<br />Christine KunzmannKompetenzorientierte PersonalentwicklungAnkerstr. 47, 75203 Königsbach-Stein, GERMANY, http://kompetenzen-gestalten.decontact@christine-kunzmann.de<br />Simone BraunFZI Research Center for Information TechnologiesHaid-und-Neu-Str. 10-14 Karlsruhe, GERMANY (http://fzi.de/ipe)braun@fzi.de<br />

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