This presentation focused on the work

1. 2010-03-26 @ Porto, PORTUGAL A Competence Management System towards Increased Corporate Success Gabriela Soares

2. Overview Motivation & Goals Competence Management Competence Management Systems iKnow: a General Purpose CMS Requirements Analysis Solution Specification Prototype Deployment Conclusions and Future Work

3. Motivation Competence Management Leading practice in HR management Sustained competitive advantage through workforce knowledge Critical Manufacturing Lack of a Competence Management strategy Lack of modern competence appraisal and reporting tools Need for a flexible tool for competence mapping, evaluation, development and monitoring Lack of a Competence Management strategy Lack of modern competence appraisal and reporting tools Need for a flexible tool for competence mapping, evaluation, development and monitoring Lack of a Competence Management strategy Lack of modern competence appraisal and reporting tools Need for a flexible tool for competence mapping, evaluation, development and monitoring Lack of a Competence Management strategy Lack of modern competence appraisal and reporting tools Need for a flexible tool for competence mapping, evaluation, development and monitoring Lack of a Competence Management strategy Lack of modern competence appraisal and reporting tools Need for a flexible tool for competence mapping, evaluation, development and monitoring Lack of a Competence Management strategy Lack of modern competence appraisal and reporting tools Need for a flexible tool for competence mapping, evaluation, development and monitoring Opportunity

4. Goals IT supported strategy Study of CM key concepts and challenges State-of-the-art review of CMSs and main features Implementation of a working CMS prototype Proposal of a CMS suitable for a given organization Critical Manufacturing Instantiation System ought to be generic enough to be marketed externally System ought to be generic enough to be marketed externally Proof-of-concept Competence Management

6. Competence Management The Knowledge Era Resource-based view of the corporation Business scenario highly mutable and heterogeneous Efficient management of corporation’s talent pool

7. Competence Management The Knowledge Era Resource-based view of the corporation Business scenario highly mutable and heterogeneous Efficient management of corporation’s talent pool Why manage competences? Impact on the organization structure Impact on the organization structure Application Areas Strategic Tactical Operational

8. Competence Management The Knowledge Era Resource-based view of the corporation Business scenario highly mutable and heterogeneous Efficient management of corporation’s talent pool Why manage competences? Impact on the organization structure Application Areas Application Areas Strategic Tactical Operational Workforce planning Management Career development Succession planning

9. Competence Management The Knowledge Era Resource-based view of the corporation Business scenario highly mutable and heterogeneous Efficient management of corporation’s talent pool Why manage competences? Impact on the organization structure Application Areas Application Areas Strategic Tactical Operational Workforce planning Management Recruitment Learning Performance Career development Succession planning

10. Benefits Competence Management Corporate Goals More accurate mapping of internal competences to organizational goals

11. Benefits Competence Management Corporate Goals More accurate mapping of internal competences to organizational goals Systematic competence development strategy Effective targeting Granularity Increased management awareness

12. Benefits Competence Management Corporate Goals More accurate mapping of internal competences to organizational goals Systematic competence development strategy Competence matching Top down corporate competences overview Effective targeting Granularity Increased management awareness Project teams staffing Job profiles Overall management improvement of the core corporate asset Increased flexibility, speed and accuracy by identifying who knows what on a global basis

13. Benefits Competence Management Corporate Goals More accurate mapping of internal competences to organizational goals Systematic competence development strategy Competence matching Top down corporate competences overview Effective targeting Granularity Increased management awareness Project teams staffing Job profiles Knowledge Capital Increased flexibility, speed and accuracy by identifying who knows what on a global basis

14. Sustained Competitive Advantage

15. Strategic Perspective Competence Management Vernhout (2007) Organization goals Competence management Performance appraisal Competence development

16. Strategic Perspective Competence Management Vernhout (2007) Role, Opportunities, Threats Organization goals Competence management Performance appraisal Competence development

17. Strategic Perspective Competence Management Vernhout (2007) Organization goals Needed competences Competence management Performance appraisal Competence development

18. Strategic Perspective Competence Management Vernhout (2007) Organization goals Inventory Competence management Performance appraisal Determine present competences Competence development

19. Strategic Perspective Competence Management Vernhout (2007) Organization goals Competence management Performance appraisal ‘Fit’ analysis Competence development

20. Strategic Perspective Competence Management Vernhout (2007) Organization goals Competence management Performance appraisal Competence development Increase ‘fit’, reduce gap between needed and current competences

21. Strategic Perspective Competence Management Vernhout (2007) Organization goals Competence management Performance appraisal Effective work behaviour Competence development

22. Strategic Perspective Competence Management Vernhout (2007) Organization goals Evaluation Competence management Performance appraisal Competence development

23. Strategic Perspective Competence Management Vernhout (2007) Organization goals Goals refinement? Competence management Performance appraisal Competence development

24. Strategic Perspective Competence Management Vernhout (2007) Organization goals Competence management Performance appraisal Competence development

25. Strategic Perspective Competence Management Draganidis et al. (2006) Competence mapping Competence diagnosis Competencedevelopment Competencemonitoring

26. Strategic Perspective Competence Management Draganidis et al. (2006) Competence mapping Competence diagnosis Competencedevelopment Competencemonitoring Needed competences vs. corporate goals

27. Strategic Perspective Competence Management Draganidis et al. (2006) Competence mapping Competence diagnosis Competencedevelopment Competencemonitoring Inventory and gap analysis

28. Strategic Perspective Competence Management Draganidis et al. (2006) Competence mapping Competence diagnosis Competencedevelopment Competencemonitoring

29. Strategic Perspective Competence Management Draganidis et al. (2006) Competence mapping Competence diagnosis Competencedevelopment Competencemonitoring Performance appraisal Requirements redefinition

30. Key Challenges Competence Management How to define a competence ? Context-dependant definition Multiple interpretations Non-atomic Competence modelling Competence profiling How to build competence profiles ? Set of competences to excel in a task Multiple concept applications Useful for gap analysis

31. Competence Management Systems Common Features Competence mapping Competence diagnosis Behaviors associated to specific competences Competence definition according to corporate identity Categories Proficiencyscales Tracking by position, department or company wide Gap analysis tools

32. Competence Management Systems Common Features (cont.) Competence development Competence monitoring Link of competence gap analysis to personalized learning path Assessment tools

33. Key Challenges - Revisited Competence Management Systems How to define a competence ? IEEE Reusable Competency Definition HR-XML Simple Reusable Competency Map OntoProPer Competence modelling Competence profiling Competences cannot be directly measured, sensed or observed. Self or external assessment Community expert finding

34. iKnow: a General Purpose CMS

35. Motivation iKnow Ad hoc management Lack of a centralized competence repository transversal to all business key activities Large set of workers and projects Internal systems do not sustain a CM strategy Exponential competence matching complexity Design of a suitable CMS for Critical Manufacturing, yet comprehensive enough for external corporations

36. Requirements Analysis iKnow User role hierarchy Users characteristics & restrictions Assumptions and dependencies External interface requirements Web-based nature User Hardware Software Communication

37. Requirements Analysis iKnow User stories Use case models Functional requirements Supplementary requirements Portability Usability Efficiency Reliability Security Extensibility Maintenance Compatibility Internationalization

38. iKnow - Requirements Analysis Identified Modules Competence evaluation Competence derivation Wishlist Basic management Hierarchy Competence profile Competence grouping Import/export Core Competence Management Training Gap analysis Evaluation Lookup

39. iKnow - Requirements Analysis Identified Modules Talent Dashboard Gadgets Social Network Security/Privacy Coaching Sniffing Scouting

40. iKnow - Requirements Analysis System Actors

41. iKnow - Requirements Analysis Use Case Example

42. iKnow Solution Specification: Technology Platform Final decisions Design patterns Presentation ASP .NET MVC Spring .NET jQuery Telerik Extensions for ASP .NET MVC

43. iKnow Solution Specification: Technology Platform Final decisions Database Interoperability PostgreSQL Npgsql RESTful Web Services (Windows Communication Foundation)

44. High Level Design iKnow – Solution Specification Physical architecture

45. High Level Design iKnow – Solution Specification Logical architecture

46. iKnow – Solution Specification CM Key Challenges How to define a competence ? Based on HR-XML Hierarchy Groups Competence modelling Competence profiling How to build competence profiles ? Competences associated to workers Workers associated to competence groups Gap analysis for sustained competence diagnosis and development

47. Prototype Deployment iKnow Core Competence Management Security/Privacy Approached features Validation and acceptance Competence mapping Competence diagnosis Competence development Competence monitoring Unit tests

55. Contributions Sustained competitive advantage Key strategic stages (mapping, diagnosis, development and monitoring) Comprehensive and generic CMS Competence Management Critical Manufacturing case study Fully documented software development cycle Adaptable to external organizations A Competence Management System towards Increased Corporate Success

56. Future Work Critical’s system interoperability RESTful web services Remaining use case models Social Network Competence concept formalization Distributed artificial intelligence techniques Goal programming model Fully deployed CMS Portlets Ontology-based models (Draganidis and Mentzas, 2006) MACIV system (Oliveira et. al, 1997) Preference-based project and training assignment (Peters and Zelewski, 2005)