C O M P E T E N C I E S WG HR-XML Consortium Europe

C O M P E T E N C I E S
common currency of the labor market
Brussels, November 16, 2005
Presenters: Luk Vervenne, Synergetics nv Jean-Claude Xheneumont, Le Forem Julius d Zeeuw, CWI Contributors: Claude Ostyn Chuck Allen

Agenda
What is a competency? Who is involved in related standards? What are the conceptual components of a competency record? Change from a single perspective standard to a competency interoperability framework (lifelong competencies!)

Competencies as the common currency of the labor market? Two examples from practice: Le Forem, CWI Conclusion: the way forward in Europe and beyond

What is a Competency?
In the HR Domain, one needs a broad & flexible definition that does not depend on difficult distinctions such as: innate vs learned characteristics behaviorally revealed versus assessed Essentially, a competency is a : measururable characteristic relevant to the deployment of a human resource Competency. A (1)specific, (2)identifiable, (3)definable, and (4) measurable (a) knowledge, (b) skill, (c) attitude and/or other deployment-related characteristic (e.g. behavior, (physical) ability) which a human resource may possess and which is necessary for, or material to, the performance of an activity within a specific business context.

Competency Conceptual Model*

Competency data may include: Reusable (generic) definition of the competency Definition Context
en si on s

Evidence of competency Context within which the competency is defined, or that defines the competency Dimensions such as proficiency or level of interest on a scale

IMS Global Learning Consortium, RDCEO Conceptual Model IEEE RCD conceptual Model

Evidence

im

Competency Conceptual Model: Definition

Definition

Context
en si on s

Reusable competency definition includes key characteristics title, identifier, description but not contextual details Much of the value of RCDs lies in the fact that they can be referenced within specific contexts

Evidence

im

Competency Conceptual Model: Context

Examples of context: Competencies associated with a person A competencies record. For example, a profile of an applicant Competencies associated with a job classification or a position Context also may include or be related to Dimensions: A persons level of interest in the competency The importance or weight placed on the competency for a position

Definition

Context
en si on s D im

Evidence

Competency Conceptual Model: Evidence

Evidence information may include:
Assessment results Audit data: time, date, method of evaluation Identification of certification or license authority. Who is is the issuing authority? Dimensional information on one or more scales

Definition

Context
en si on s D im

Evidence

Use Cases
Evaluating individuals against position requirements by considering assessment and competency records Job seeker wants to fill competency gap for desired position. Engages in learning to do so Updating individuals competency records in an HRMS from a LMS Systems configuration exchanging the competency taxonomy required by two systems

RECORD

SEEK

OFFER

MATCH

Competency Actions

All of this results in

A simple, practical means to exchange information about competencies within a variety of business contexts. Designed for use as competency record as well as in setting out competencies requirements. Incorporated some notion of a relationship with external competency taxonomies, ontologies or catalogs, but resume use case primarily focused on capture of end-user generated competency data. Schema design departs from HR-XML schema guidelines Uses a flat, heavily attributed design. This was thought desirable to limit verbosity and file size (A single resume might have 100 competencies).

Competencies & Interoperability

Competencies are still used as an organizational INTERNAL Phenomenon Increasing need for a more society-wide interoperability framework including the three social pillars of what constitutes the Labor Market:

1. Education : Competency driven Learning 2. Industry : Competency centric HRD Time2Market becomes Time2Competencies 3. P(R)ES : Matching on Competencies (MoC)

Lifelong learning... HR is reaching out!

Lifelong Learning is catching on as societal paradigm shift a lifelong competency framework is badly needed! Some history: RCDEO < RCD < HR inspired framework? What need to be done? Priorities: extend RCD into a competency interoperability framework Unique global ID Is built into the RCD standard. How a unique ID is guaranteed to be unique is not. The leading contender with the US Department of Defense is the Handle system, one commercial implementation of which is the (expensive) DOI, "Digital Object Identifier. Systemic approach toward context Replace the free text field with a refernece to a context model

Lifelong learning... HR is reaching out!

Systemic approach to evidence There can be more than one source of evidence for a particular competency A single data standard for evidence record can capture the type of evidence, reference to locate the source of evidence, etc. Different evidence records may be accorded different levels of confidence, depending on policies that depend in part on who is using the evidence and in which context (e.g. if this is an emergency, you might be willing to believe evidence that you would not consider credible to grant a job promotion) Distilling Competency data : one of the goals of distillation being to avoid information overload, while still preserving the audit trail to the sources of evidence) Competency maps : NEW XML STANDARD/ CONSTRUCTIVIST METHOD Can be very small or very large. Can capture "micro models", e.g. the modeling of the different aspects of a skill and the "rollup" rules by which one believes competency in any and all of those aspects contribute to the skills.

Competency as a constructivist metric

Learning Objects < SCOs Certificaten < Credit points (Micro)didactics in learning process steps
vocational tasks microgals, etc...

Function-, Job- & CV descriptions translated into competencies = MoC

Competencies as the common currency of the labor market

Competency model preferably is Holistic: Competencies = knowledge + skills + attitudes Reusable Competency Definitions (IEEE/LTSC/WG20) Competencies + Context = Meaning

RCD

Stop competencies where reusability ends!

CONTEXT

Perspectives on Competencies

Matching on Competencies

PES/PRES

Transferability Cross-sectorial Competencies Developing a common competency language

COMPETENCIES

EDUCATION < Final terms < Vocational tasks < Competenties

INDUSTRY Employability Performance Management

Competencies ... the common currency of the Labor Market

Improve the transfer of Competencies from Education to Labor Market using bridge functions

TechnoMatch 1

RCDs
Common Competency register TenCompetence Industry Prolix

Education

Context
Common Context model

CODRIVE

A common Competency Register... OK. Now what?

1. Translate phenomena into competency profiles:
JOB CV Function Qualificaiton Occupational title Education Course/Assignment Task ... = JCP = PCP = FCP = KCP = BCP = OplCP = OpdrCP = TCP ...

2. Matching on Competenties (MoC)

much more variables serial matching semantic matching