Presenting the academic perspective of OntoHR on the Fifth Dutch Flemish research meeting on personnel selection and recruitment, Gent, Belgium, 2010

1. Dr. Stefan T. Mol
HRM-OB Group
Amsterdam Business School
s.t.mol@uva.nl
The OntoHR project:
Bridging the Gap between
Vocational Education and the
Workplace
This project has been funded with support from the European Commission.
This communication reflects the views only of the author, and the Commission cannot be held responsible
for any use which may be made of the information contained therein.

2. Presentation Contents
 The OntoHR Consortium
 GMA, job knowledge, and job performance
 The OntoHR project
 The educational ontology
 Development of job role Competency profile
 Anticipated outcomes of OntoHR
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3. The OntoHR Consortium
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4. From: Schmidt and Hunter (1998)

5. Schmidt and Hunter (1998)
“Like work sample measures, job knowledge tests
cannot be used to evaluate and hire
inexperienced workers. An applicant cannot be
expected to have mastered the job knowledge
required to perform a particular job unless he or
she has previously performed that job or has
received schooling, education, or training for that
job.”
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6. From: Binning and Barrett
(1992)
Construct
validation
Content
validation
Criterion
validation

7. Why does GMA predict job
performance?
“The reason is that people who are more
intelligent learn more job knowledge and learn it
faster, the major determinant of job performance
is not GMA but job knowledge” (Schmidt and
Hunter, 2001).
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8. Content validity of job knowledge
 Hunter (1986, p. 353) “knowledge is a much
better measure of performance than ratings”.
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9. 9 ATHRM
Group 2, Session 2:

10. 10

11. The educational ontology
 Educational
ontology describing
complex systems
 Adaptive testing
 Based on
competencies
 Integrated in a
learning
environment
Scope of
Activities
Task
Group of
tasks
Competence
Competence
Module
Knowledge
Area
is part
of
requires
ensures
prerequisite
requires
Curriculum
Module
belongs to
specifies
serves
element of
specifies
serves
requires
is part of
prerequisite
prerequisite
element of
requires
knowledge of
is part of
Basic
concept
Theorem Example
refers to
premise
conclusion
refers to
refers to
refers to
is part ofis part of is part of
is part of
Test questions
Scope of
Activities
Task
Group of
tasks
Competence
Competence
Module
Knowledge
Area
is part
of
requires
ensures
prerequisite
requires
Curriculum
Module
belongs to
specifies
serves
element of
specifies
serves
requires
is part of
prerequisite
prerequisite
element of
requires
knowledge of
is part of
Basic
concept
Theorem Example
refers to
premise
conclusion
refers to
refers to
refers to
is part ofis part of is part of
is part of
Test questionsVas,
2007 11

12. 12

13. Architecture Mapping Adaptive Testing
Domain OntologyJob-Role Ontology Applicant/Staff
Person 2
A
A’
B B’
Corporate Portal
Authoring
Environment
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14. Competency definition
A competency is a temporally stable, narrowly
defined, and trainable latent ability to complete an
organizationally valued prospective job task
successfully.
(cf. Tett et al, 2000)
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15. Development of job role competency
profile
 Obtain tasks/competencies
 O*NET
 Philippines National ICT competencies
 WISCO
 Job advertisements
 Interviews with SME’s in NL and IT
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16. Computer Systems Analyst Initial
Competencies
 Design computer applications
 Develop documentation
 Conduct needs analysis
 Design a system project
 Perform a detailed system investigation and
analysis
 Install/implement a computer application system
 Run a computer application
 Interpersonal issues 16

17. Anticipated outcomes of ONTO-HR
 Customized feedback pertaining to applicants’
fit to the particular job role and knowledge
domain specific eLearning content.
 Mapping qualifications in vocational education
to current and valid job roles
 Testing and evaluating the student applicant on
the basis of valid, labor market driven
competencies
 Addressing the weaknesses of particular VET
curricula
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18. ONTOHR: Something to take away
 GMA Job knowledge  Job Performance
 Job knowledge is face-, content-, construct-,
criterion- valid
 VET  Job knowledge  Competence
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19. Thanks for your attention
Questions?
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