wp5 – methodologies for decision support on human resource management

Collaborative Project – FP7- ICT- 2009 - 257886

WP5 – Methodologies for decision support on Human Resource

Management

ARISTOTELE 1st Review Meeting, Salerno, Sept. 15th-16th, 2011

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The Methodology Goal Specification Key features and distinctive aspects Relationships with models and other methodologies

Position with respect to similar works

Outline


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The Methodology: High Level View and Goals of the First Version

Methodology to support HRM

Explicit Enterprise Knowledge (ARISTOTELE

Models)

Implicit Enterprise Knowledge (MKB, MCN)

HR Manager Objectives and Constrains

- Team formation

- Competence Gap

- Indicators supporting decision on developing competences

- Identification of suitable HR and measures to develop competences

- Identification of suitable learning objectives to develop competences

Inputs for the MLEG

External/Internal Stimuli


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The Methodology: Specifications

Elicitation of Competence

Requirements

Stimuli

Competence Requirements

Competence GapIdentification of

Available Competences

Competence Available

Explicit Knowledge

ImplicitKnowledgeTeam Formation

Objectivesand Constrains

Worker Profiles

Competence to develop

Worker Profiles

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4Ranking of the

competences to develop, Identification of

Candidate Workers and Learning Objectives

Team

Match of worker and

measure

Worker preference coverage

ROI Value

1

5

Recruitment CV

Job Description


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Module 1 – Analysis of the Stimulus

Identification and definition of a set of competence requirements to answer a stimulus Analysis of organisational memory (in terms of past stimuli and responses) can support decision taking Approaches adopted: Similarity analysis, knowledge extraction, competence taxonomy creation


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Module 2– Competence Gap

Analysis of the gap between the competences available and those required, at the individual (i.e. worker) and organisational levels Based on the model management theory - widely adopted to solve

data integration problems in very large databases

- flexible wrt different schemas

- use of the match and diff operators on the semantics models


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Module 3– Team Formation

Team

Ranking of the competences to develop,

Identification of Candidate Workers and

Learning Objectives

Match of worker and

measure


ROI Value

Recruitment


Requirements

Stimuli





Explicit Knowledge



Worker Profiles


Worker Profiles

23

4

1

5

CV

Job Description

Team formation (to execute a task or a project) considering characteristics, such as social relationships, trust, competences and reputation for competence The approach leverages on literature works for: - Solving team formation problems in social networks

(Lappas et al. 2009, Li & Shan, 2010 ) application of Steiner Tree

- Evaluation and propagation of Trust in competences (Capuano et al., 2011) based on the model for calculus of trust, distrust and untrust proposed by (Huang et. al., 2010)

combining the above aspects in a quite distinctive solution.


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Module 4– Human Resource Development

Team



Learning Objectives

Match of worker and

measure


ROI Value

Recruitment


Requirements

Stimuli





Explicit Knowledge



Worker Profiles


Worker Profiles

23

4

1

5

CV

Job Description

Starting from the competences to develop, identifies candidate workers and appropriate measures / didactic methods, and set of suitable learning objectives An optimisation approach to solve the problem of which workers are suitable to develop the competences resulting from gap analysis -Competences to develop are ranked according to several factors (core competences, innovation, etc.) -The objective function considers several inputs: workers’ preferences and competences, synergies, development measures / didactic methods, their time and costs, extent to which the competence is needed, …) -Leverages on models to calculate the ROI The optimisation function matches development measures / didactic methods and workers, and indicates the ROI and the workers’ competence preference coverage and proposes suitable learning objectives.


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Module 5– Recruitment

Team



Learning Objectives

Match of worker and

measure


ROI Value

Recruitment


Requirements

Stimuli





Explicit Knowledge



Worker Profiles


Worker Profiles

23

4

1

5

CV

Job Description

Analysis of curricula (CV) in order to identify suitable candidates, and semi-automatic generation of assessment tests Knowledge extraction, MLEG, assessment test


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Centered on the competence concept Aligned with competence oriented view of organisation proposed by

several theories

Relate concept of competence to social relationships, trust and innovation The concept of trust in competence among workers is at the core of

the team formation method Team formation method can support the shift from individual abilities

to assimilate new knowledge towards collective assimilation Innovation factor is considered in the ranking of the competence to

develop

Combines in an original way results from the state of the art and other ARISTOTELE methodologies Taking benefits from and giving additional value to other project’s

results

Key features and distinctive aspects


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Competence Gap is also defined in the PROLIX project (analysed in the SotA report) In ARISTOTELE the competence gap is handled as a model management

problem more flexible wrt different schemas Team formation method takes into considerations aspect such as social

relationships, trust and reputation for competence, impacting team performance and creativity Quite different approach wrt traditional team formation method aiming at

minimising the costs and the time Few of them take into considerations personal traits but does not consider

the social relationships among workers of an organisation Identification of suitable worker to develop a competence also is

considered by the PROLIX project In ARISTOTELE the proposed approach is wider considering aspects such

as ranking of the competences on the basis of the core competences of an organisation and ROI

Position with respect to similar works

Coordinator: Centro di Ricerca in Matematica Pura ed Applicata - CRMPA – Italy [email protected]

Thank you

Any questions?

wp5 – methodologies for decision support on human resource management

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