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Competency Orientation within Companies: The Challenge of Different Requirements

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Andreas Schmidt
Andreas Schmidt

Position statement at IEEE LTSC WG20 meeting, Stuttgart, September 28, 2009

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Andreas Schmidt, Christine Kunzmann Competency Orientation within Companies: The Challenge of Different Requirements Stuttgart, 28. September 2009 FZI Research Center for Information Technologies [email_address] http://andreas.schmidt.name http://mature-ip.eu
Competence Management is a good idea… ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],MATURE - Continuous Social Learning in Knowledge Networks
… and you can do a lot more … Christine Kunzmann [kontakt@christine-kunzmann.de] - Andreas Schmidt [andreas.schmidt@fzi.de] ,[object Object]
Challenges to the notion of „competency“ ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],MATURE - Continuous Social Learning in Knowledge Networks
Professional Learning Ontology ,[object Object],[object Object],MATURE - Continuous Social Learning in Knowledge Networks
Use Cases MATURE - Continuous Social Learning in Knowledge Networks Use case Requirements Notions People finding Finding help on a problem Community formation Timely inclusion of emerging topics Interest Experience Team staffing Application selection Matching requirement and actual profiles Sufficiently level of detail in combination with relationships for similarity measures Experience Competency Potential Training planning Human resource development Identifying development needs and selecting measures Sufficient level of detail, corresponding to the granularity of measures Competency Learning outcomes Learning on demand support Suggesting learning opportunities within the work process Fine grained descriptions of what is relevant for a certain situation Topics Competency Reward schemes Career planning Very reliable measurements through key performance indicators Lower level of detail Competency (Potential) Aligning employee competence development with corporate strategies Small set of stable competences Aggregated competence
Revised understanding of competency modeling ,[object Object],[object Object],[object Object],MATURE - Continuous Social Learning in Knowledge Networks
Competence Catalog Maturing MATURE - Continuous Social Learning in Knowledge Networks Braun & Schmidt 2008
Closed feedback loops were a good idea…
MATURE - Continuous Social Learning in Knowledge Networks Summary
Summary: Challenges ,[object Object],[object Object],[object Object],[object Object],MATURE - Continuous Social Learning in Knowledge Networks
Outlook & Contact ,[object Object],[object Object],Andreas Schmidt Department Manager / Scientific Coordinator MATURE FZI 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 Christine Kunzmann Kompetenzorientierte Personalentwicklung Ankerstr. 47, 75203 Königsbach-Stein, GERMANY, http://kompetenzen-gestalten.de [email_address] Simone Braun FZI Research Center for Information Technologies Haid-und-Neu-Str. 10-14 Karlsruhe, GERMANY (http://fzi.de/ipe) [email_address] Open for associate partners!

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Competency Orientation within Companies: The Challenge of Different Requirements

  • 1. Andreas Schmidt, Christine Kunzmann Competency Orientation within Companies: The Challenge of Different Requirements Stuttgart, 28. September 2009 FZI Research Center for Information Technologies [email_address] http://andreas.schmidt.name http://mature-ip.eu
  • 2.
  • 3.
  • 4.
  • 5.
  • 6. Use Cases MATURE - Continuous Social Learning in Knowledge Networks Use case Requirements Notions People finding Finding help on a problem Community formation Timely inclusion of emerging topics Interest Experience Team staffing Application selection Matching requirement and actual profiles Sufficiently level of detail in combination with relationships for similarity measures Experience Competency Potential Training planning Human resource development Identifying development needs and selecting measures Sufficient level of detail, corresponding to the granularity of measures Competency Learning outcomes Learning on demand support Suggesting learning opportunities within the work process Fine grained descriptions of what is relevant for a certain situation Topics Competency Reward schemes Career planning Very reliable measurements through key performance indicators Lower level of detail Competency (Potential) Aligning employee competence development with corporate strategies Small set of stable competences Aggregated competence
  • 7.
  • 8. Competence Catalog Maturing MATURE - Continuous Social Learning in Knowledge Networks Braun & Schmidt 2008
  • 9. Closed feedback loops were a good idea…
  • 10. MATURE - Continuous Social Learning in Knowledge Networks Summary
  • 11.
  • 12.