The search for professional knowledge is affected by an endemic ambiguity in the definition of required and provided competences. Ontologies represent a mean for disambiguation, by providing a shared vocabulary for job market knowledge domain. In this paper we propose an ontology based search engine for curricula, which exploits the semantic annotation of available curricula to rank them with respect to a knowledge request and implements novel technologies for dynamic and interactive web applications development.
In knowledge intensive companies intellectual capital assumes a crucial role in the organizational strategy and, as any other strategical asset, it needs to be scheduled to achieve sustainable competitive advantage. When the required knowledge is a resource available inside the company, its assignment represents a key success factor, which many research efforts are devoted to. On the other side, when the needed competence is unavailable within the company, training programs may be seen as methods to strengthen such a strategic asset. In this paper we show a semantic-based integrated system aimed at supporting both the assignment of available intellectual resources in three different multiplicity scenarios and the search for training programs ad-hoc composed to fill possible knowledge gaps.
Efficient project planning from a human resource point of view requires projectoriented organization forms to take into account the permanent change of requirements and framework conditions during the duration of a project correctly. Skill management systems are an excellent management tool for this challenge, if in addition to default skill profiles the employees’ competence and experience room is defined. This paper describes a best practice skill management model that takes into account compared with other approaches the attributes time and duration and builds up an experience tree of the employees by link technique. Further the factors are represented, which play a role during the conversion of the model in practice.
A logic-based approach to the semantic-based composition of task oriented teams using candidates profiles and task description is presented, in the framework of a skill management system. The selection process exploits Concept Covering, carried out using non-standard inference services in Description Logics. The approach is motivated and compared with other semantic-oriented proposals.
In this paper we address and discuss the approach of learning employee skills from data based on XML structured profiles and their representation as a Bayesian network. For extracting new information we use a dependency analysis approach. Many enterprise resource management systems (ERP) come along with integrated modules for Human Resource Management (HRM). One main task of HRM is to manage, improve and deploy the right skills at the right time. These processes are well known as skill management. Furthermore the problem of finding hidden or implicit dependencies between employee skills is considered. Using an information theoretical approach to construct a powerful skill representation as graphical model is recommendable. To demonstrate the achievement of the learned network structure, a test scenario is given, where historical reference project data is used.
Knowledge is more and more a key factor within companies. Nearly 40 percent of all employees are so called “knowledge workers“. Distribution and inquest of knowledge within companies are supported by skill management systems. Although not all aspects and potentials of this instrument are yet utilized skill management systems have spread widely within business organizations. This paper summarizes the requirements, scopes and problems for skill management system within the company.
The present state of research on competence management does not provide any suitable model that can be used in practice. This article presents a model for integrated competence management, which gives approaches from both cognitive science and organizational science a practical framework of action.
We propose a formal approach to Ontology-Based Semantic Matchmaking between Skills request and offer, devised as a virtual marketplace of knowledge. In such a knowledge market metaphor, skills are a peculiar kind of goods that have distinguishing characteristics with respect to traditional assets. Buyers are entities that need the skills of people, such as projects, departments and organizations; sellers are workers that offer their own skills. The formal framework supports the semantic match of descriptions provided by demanders and sellers of skills. In particular our approach, based on Description Logics formalization and reasoning, overcomes simple subsumption matching and allows for match ranking and categorization. The implementation of the approach in a prototype facilitator, which embeds a NeoCLassic reasoner, is also described.
- A Pilot Project in the Putzmeister, Inc./ Germany
The knowledge and the competence of the firm members are substantial success factors in the world-wide competition. For a “Hidden Champion” like the middle-sized manufacturer of Top-Class Concrete Pumps and Plastering Machines, Putzmeister, Inc./Germany, a systematic and anticipating Competence Development System is essential. The article describes a pilot project started in spring 2002 to gain more specific knowledge about the implementation of a strategic computer aided, employee orientated Skill Management System in the Company. The main success factors found are first, an acceptance strategy, which includes the participation of motivated groups of pilots, the integration of the workers council, the support of the management as well as much information and transparency about the objectives and the purpose of the system. Especially a good co-operation with the workers council is from great importance. Finally enough personnel and organizational resources must be given to the project.
BEKO-SMS is a knowledge-based skill management system that combines projectplanning and human resource management. Application and system functions model specific skills and relationships used in a particular project. The definition of skills, skill trees, skill updating and other processes form the basis for the success factors of the SMS. We conclude that efficient project resource planning would not be possible without SMS and the skill manager.