Optimising allocation of knowledge workers to learning measures for competence development

Gabriela Waldhart Stefan Thalmann Ronald Maier

Collaborative Project FP7- ICT- 2009 - 257886

study design and output ARISTOTELE project research question

Agenda
conclusion & outlook HR development work practice model

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

ARISTOTELE Project
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
work processes expertise

community services

learning ontologies collective intelligence knowledge work didactic models time to proficiency social collaboration
adaptive systems personal working and learning

environment

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

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 28/2/2012-2/3/2012

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

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

Work pracitce: HR Development

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

Research Question

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

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

Model
requires

used to learning and improving their competences combination of knowledge, to solve their everyday skills and attitudes. complex, ill-structured problems.
has and/or wants to improve

Competence ,
gets assigned develops

,, Worker

Task in a project

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

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

performs

Model
requires

Competence ,
gets assigned developes

has and/or wants to improve

,, Worker

Task in a project

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

performes

Model
, ,,

= = , ( (,, + , ) , )
= = = = = =

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

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Model
Target function

= ,, ( ,, ,, (,,, + ,, ) ,, )

Constraints

= = = =

= = = =

(2)

, , = , , ,
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= =

, , ,

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

Workers 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

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Thank you
Any questions?

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