Competence management allows for systematic competency-oriented human resource development. The document discusses collaborative competence management, which involves everyone tagging their own and colleagues' competencies. Tags are then consolidated and formal competency definitions are created by experts. This lightweight approach addresses maintaining competence catalogs and profiles better than traditional expert-driven approaches. Tools like SOBOLEO support collaborative tagging and maturation of competency models through an integrated ontology editor.

1. Andreas SchmidtChristine Kunzmann, Simone BraunCollaborativeCompetenceManagementProfessional Training FactsStuttgart, 12. November 2008http://mature-ip.euFZI Research Center for Information Technologiesandreas.schmidt@fzi.dehttp://andreas.schmidt.name

2. Competence Management is a goodidea…Competence Management allowsforsystematiccompetency-orientedhuman resourcedevelopmentMore targeted, moreefficient, morestrategicalplanningCompetenciesare a goodwayofdescribingdispositionsof human behaviorForteamcompositionForapplicantselectionAndforfindingtherightpersonto talk toMATURE - Continuous Social Learning in Knowledge Networks

3. Christine Kunzmann [kontakt@christine-kunzmann.de] - Andreas Schmidt [andreas.schmidt@fzi.de]3… andyoucan do a lotmore …

4. MATURE - Continuous Social Learning in Knowledge NetworksBut frequentlyitdoes not evengetintroduced!… gets stuck in themiddleoftheway…… nevergetsupdated …… becomes a useless administrative exercise …

5. howtomotivateandensure?Well, that‘sthetest…It‘sthecompetencecatalog, stupid!State oftheartcompetencemanagementapproachesdepend on a competencecatalogthatconstitutes an adequate model fordescribingactual/desiredcapabilitiesofemployeesthatisregularlyupdatedtoreflectchanges in corporatereality/strategythatisactivelyusedfordescribingcompetencyprofilesandrequirementsprofiles, andlearningopportunitiesMATURE - ContinuousSocial Learning in Knowledge Networkshowtoknow?

6. Buildingcompetencecatalogsishard!Modeling competenciesis not just aboutpinning down theobviousItisaboutbuilding a sharedunderstanding… andthissharedunderstandingisnevercompleted, but constantlynegotiated… andthisnegotiationtakesplacewhenapplyingthe modelMATURE - Continuous Social Learning in Knowledge Networks

7. Closedfeedbackloopswerea goodidea…Kunzmann & Schmidt 2006

8. … but not enough!Ifonlyexpertsdecideaboutnewcompetencies, this still introduces a considerable time lagthefeedbackchannelis still toonarrowthis still lookslike a lotofoverheadAndwe still havetheproblemoftheactualprofilesMATURE - Continuous Social Learning in Knowledge Networks

9. Do wealwaysneedfull-blowncompetenciesYellowpages & expert finders?No, wedon‘tApplicantselection, teamcomposition?Wouldbehelpful, but not ultimatelyneeded.Training needsanalysisandplanning?Itwouldbe a goodidea!=> Different applicationcasesneed different levelsofformalityMATURE - Continuous Social Learning in Knowledge Networks

10. MATURE - Continuous Social Learning in Knowledge NetworksNew ways:CollaborativeCompetenceManagement

11. SubtlesemanticdifferencesTopics vs. CompetenciesPersonHas an interest in Xknowsabout Xhascompetency X atlevel YSometimesyoudon‘tcareaboutthesemanticdifferencesthatmuch, but sometimesyou do…But itmakes a bigdifferencebetweenmodeling a topicandmodeling a competency, orbetweendetecting an interestand a competencyMATURE - Continuous Social Learning in Knowledge Networks

12. Core ideaStart withpeopletaggingEverybodycan tag theircolleaguesandthemselvesConsolidationof tagsOvercomingsynonymy, multilinguality, typos, different levelsofabstractionDefinition ofcompetenciesbymodelingexpertsforthosepartsthatneedformalityE.g., highvolume, corepartsof HR strategy, corecompetencies,…„Gardening“ metaphorMATURE - Continuous Social Learning in Knowledge Networks

13. Competence CatalogMaturingMATURE - Continuous Social Learning in Knowledge NetworksBraun & Schmidt 2008

14. „But this will neverwork!“ … First experimentsofpeopletagging(researchdomain)Generally considereduseful!MATURE - Continuous Social Learning in Knowledge Networks

15. Challenges: ResultsfromtheexperimentsAcceptancedependson clearmessage on thepurposeConcernsFear oftransparencyClassical expert finderconcerns: overload, …Design decisions:Degreeofcontrolofthe individual (delete tags)Degreeoftransparency (tagger, tags, aggregate/individual)Professional topics vs. moresocial/personal topicsNotion ofguidanceMATURE - Continuous Social Learning in Knowledge Networks

16. MATURE - Continuous Social Learning in Knowledge NetworksTool support

17. Tool approach: SOBOLEOBased on thesocialbookmarkingparadigmEnhanced bythepossibilitytouse a controlledvocabulary (ontology)Users canaddnew tags orreuseexistingtermsOntologycanbeevolvedthrough an integratedcollaborativeontologyeditorSupports thegardeningtasksSee http://www.soboleo.comMATURE - Continuous Social Learning in Knowledge NetworksBraun, Schmidt & Graf 2008

18. MATURE - Continuous Social Learning in Knowledge NetworksBraun, Schmidt & Graf 2008

19. MATURE - Continuous Social Learning in Knowledge Networks

20. MATURE - Continuous Social Learning in Knowledge NetworksSummary

21. ConclusionsPeople taggingandtheconceptofcollaborativecompetencemanagementaddresstheproblemofmaintainingcompetencecatalogs/profilesTheysupportthelongtailofcompetency-orientedusecasesby an informal andlightweightapproachEnablethroughthe „gardening“ metaphorthetransitiontomore formal competencynotionsInformedcompetencymodelling (in thenarrow sense)Co-existenceof different levelsofformalityMATURE - Continuous Social Learning in Knowledge Networks

22. Outlook & ContactOpen forassociatepartners!MATURE IP – http://mature-ip.euinvestigatestheharvestingofbottom-upapproachestosupportthematuringofcompetencymodelsAndreas 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.nameChristine KunzmannKompetenzorientierte PersonalentwicklungAnkerstr. 47, 75203 Königsbach-Stein, GERMANY, http://kompetenzen-gestalten.decontact@christine-kunzmann.deSimone BraunFZI Research Center for Information TechnologiesHaid-und-Neu-Str. 10-14 Karlsruhe, GERMANY (http://fzi.de/ipe)braun@fzi.de