Towards Competence-based Enterprise Restructuring Using Ontologies

Transcription

1 Towards Competence-based Enterprise Restructuring Using Ontologies ALEXEY SERGEEV AND EDUARD BABKIN

2 Background of the research Restructuring within National Research University Higher School of Economics Recent staffing issues within European contact centre of multinational corporation How to do enterprise restructuring taking competences into account?

3 Definition Competence is a specialized system of individual or collective abilities or that are necessary to perform a particular action. vs Competence is the ability of a subject to perform particular P-acts as well as the corresponding C-acts.

4 Solution Enhance DEMO, which is used during enterprise restructuring, by adding competences to DEMO s ATD in order to keep track of competences during enterprise restructuring. We are adding -competence requirements for transaction (implementation independent), -competence requirements for actor role (implementation dependent), -actors (implementation dependent), -competences of actors (implementation dependent), to ATD and call it Ontological Competence Map (OCM).

5 PIZZERIA 4. Phone 1. Customer communication Giovanni Mario 4. Moped driving 6. Phone PIZZERIA C 1. Baking C 4. Pizza packing 4. Order 5. Responsibility C C 1. Calculation Mia 4. Order 5. Responsibility 6. Constructive confrontation 7. People 8. Contract Example of the OCM

6 Solution Step 1. Create ontological model of the current state of enterprise using DEMO. Step 2. Based on the Actor Transaction Diagram, create Ontological Competence Map of the current state of the enterprise. Step 3. Create ontological model of the planned state of the enterprise after restructuring using DEMO. Step 4. Based on the Actor Transaction Diagram, create Ontological Competence Map of the planned state of the enterprise after restructuring. Step 5. Compare OCMs produced on steps 2 and 4.

7 Solution Step 6. Analyze OCM produced on step 4 with the information obtained on step 5 Step 7. Reassign employees between actor roles based on their individual competences in order to fulfil implementation competence requirements in the most optimal way, where possible. Step 8. Based on the OCM produced on step 7, finalize number of people to be hired and competence requirements for them. Produce final OCM for the planned restructuring. Step 9. Hire new employees based on the requirements produced on step 8 and assign them to the actor roles as per the final OCM. Step 10. Produce OCM of the state of the enterprise after restructuring ends to validate that no competence gaps exist. If competence gaps exist, proceed with additional employee hiring or employees trainings to remove the gaps.

8 Pizzeria case PIZZERIA C C Original ATD of the Pizzeria, 2 nd phase J. Dietz. Enterprise Ontology: Theory and Methodology.

9 PIZZERIA 4. Phone 1. Customer communication Giovanni Mario 4. Moped driving 6. Phone C 1. Baking 4. Pizza packing 4. Order 5. Responsibility C 1. Calculation Mia 4. Order 5. Responsibility 6. Constructive confrontation 7. People 8. Contract OCM of the Pizzeria, 2nd phase

10 PIZZERIA C A04 Planned ATD of the Pizzeria, 3rd phase

11 1. Customer communication PIZZERIA C 1. Baking 1. Delivery A04 3. Moped driving 1. Calculation OCM of the planned Pizzeria structure, 3rd phase

12 PIZZERIA New employee 1. Customer communication New employee C 1. Baking 1. Delivery A04 3. Moped driving 1. Calculation New employee New employee Final OCM of the planned Pizzeria structure, 3rd phase

13 PIZZERIA 1. Customer communication Baker 2 Baker 1 5. Phone 4. Moped driving 6. IS usage 7. Phone C 1. Baking 1. Delivery A04 3. Moped driving 1. Calculation Deliverer 1 4. Moped driving 3. Moped driving Deliverer 2 OCM of the Pizzeria, 3rd phase

14 1. Customer communication PIZZERIA Baker 2 Baker 1 5. Phone 6. Pizza packing 4. Moped driving 6. IS usage 7. Phone C 1. Baking 1. Delivery A04 3. Moped driving 1. Calculation Deliverer 1 4. Moped driving 5. IS usage 3. Moped driving 5. Phone Deliverer 2 Desired OCM of the Pizzeria after employee trainings completed

15 Open questions How to retrieve the set of competences which an individual possesses? How to model individual competences in a way appropriate for further automated analysis? How to automate an analysis?