Optimising allocation of knowledge workers to learning measures for competence development

transcript

Collaborative Project – FP7- ICT- 2009 - 257886

Optimising allocation of knowledge workers to learning measures for

competence development

Gabriela Waldhart Stefan Thalmann

Ronald Maier

Agenda

MKWI 2012, Braunschweig 28/2/2012-2/3/2012

ARISTOTELE project research question

conclusion & outlook HR development work practice

study design and output

ARISTOTELE Project work processes expertise community services

key performance indicators creativity of knowledge workers agility

of organizations team creation content knowledge management collaboration patterns solid knowledge

personalization competencies human resource management innovation semantics collaborative

learning ontologies collective intelligence knowledge work didactic

models time to proficiency social collaboration adaptive systems personal working and learning

environment

Study Design

• 11 semi-structured interviews in two organisations • Open-ended questions covering the domains of

business process management and HRM (competence management, knowledge management, and innovation management)

• Interview partners represented key roles in the organization (e.g. IT-department manager, project manager, HR manager)

• Analysis with respect to an evaluation schema comprising details on setting, actors, task goals, plans, evaluation, actions, and events MKWI 2012, Braunschweig

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Study Results

• Eight knowledge work practices in the areas of knowledge management, innovation management and competence management

• Basis for requirements elicitation process for models, methodologies and tools

5 MKWI 2012, Braunschweig

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Work pracitce: HR Development

Research Question

Which learning measures should be performed by which worker to develop a

required competence?

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Task in a project

Competence

Worker

Learning measure

has and/or wants to improve requires

performs

develops

gets assigned

𝑿𝑾,𝑴

𝑷𝑾,𝑪,𝑳

𝑪𝒐𝒐𝒐𝑾,𝑴

𝑩 𝑪,𝑳

…combination of knowledge, skills and attitudes.

…one or a sum of e-learning courses, workplace learning, formal or informal trainings inside or outside the organisation.

…used to learning and improving their competences to solve their everyday complex, ill-structured problems.

…one or a sum of e-learning courses, workplace learning, formal or informal trainings inside or outside the organisation.

Task in a project

Competence

Worker

Learning measure

has and/or wants to improve requires

performes

developes

gets assigned

𝑿𝑾,𝑴

𝑷𝑾,𝑪,𝑳

𝑪𝒐𝒐𝒐𝑾,𝑴

𝑩 𝑪,𝑳

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𝑿𝒘,𝒎

𝑷𝒘,𝒄,𝒍

𝑪𝒐𝒐𝒐𝒘,𝒎

𝑩 𝒄,𝒍

𝑈 = � 𝒘=𝟏

� 𝒎=𝟏

𝑈 = � 𝒘=𝟏

� 𝒎=𝟏

𝑿𝒘,𝒎

𝑈 = � 𝒘=𝟏

� 𝒎=𝟏

𝑿𝒘,𝒎 ∗ (� 𝒄=𝟏

� 𝒍=𝟏

(𝑷𝒘,𝒄,𝒍 + 𝑩 𝒄,𝒍) − 𝑪𝒐𝒐𝒐𝒘,𝒎)

𝑈 = � 𝒘=𝟏

� 𝒎=𝟏

𝑿𝒘,𝒎 ∗ (� 𝒄=𝟏

� 𝒍=𝟏

𝑴𝑴𝑴𝑴𝑴𝑴𝑴 𝒎,𝒄,𝒍(𝑷𝒘,𝒄,𝒍 + 𝑩 𝒄,𝒍) − 𝑪𝒐𝒐𝒐𝒘, 𝒎) → 𝐦𝐦𝐦

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𝑈 = � 𝒘=𝟏

� 𝒎=𝟏

𝑿𝒘,𝒎 ∗ (� 𝒄=𝟏

� 𝒍=𝟏

𝑴𝑴𝑴𝑴𝑴𝑴𝑴 𝒎,𝒄,𝒍(𝑷𝒘,𝒄,𝒍 + 𝑩 𝒄,𝒍) − 𝑪𝒐𝒐𝒐𝒘,𝒎) → 𝐦𝐦𝐦

Target function

1 � 𝒘=𝟏

� 𝑿𝒘,𝒎 ∗ 𝒎=𝟏

𝑴𝑴𝑴𝒎𝑴𝒎 ≤ 𝑾𝑴𝑴𝒎𝑴𝒄,𝒍 ,∀ 𝑾

(2) 𝑿𝒘,𝒎 ∗𝑾𝒄,𝒍 = 𝑿𝒘,𝒎 ∗𝑴𝑴𝑴𝑴𝒄,𝒍 ,∀ 𝑾

Constraints

Conclusion and Challanges

• Competence determination – Assessing competences – Keeping competences up to date – Organisational competence development strategy

• Cost and Benefit – Measurment of tangible and intangible benefits – Development of costs and benefit (linearity, non-linearity) – Assessment and weighting of personal benefits for workers

• Worker’s allocation in project

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Outlook

• Evaluation of the model in a case study • Study knowledge work practices in human

resource development • Study decission processes in human recource

development

<<meeting>> 13

Coordinator: Centro di Ricerca in Matematica Pura ed Applicata - CRMPA – Italy aristotele.info@crmpa.unisa.it

Thank you

Any questions?

Optimising allocation of knowledge workers to learning measures for competence development

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