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Im ersten Teil dieses Papiers werden nach einer Kurzeinführung in die Begriffe Human Resource Management und Wissensmanagement einige Zusammenh?nge zwischen beiden Themenfeldern aufgezeigt. Nachfolgend wird der Begriff des Kompetenzmanagements eingeführt und anhand eines konkreten Szenarios bei DaimlerChrysler Werk W?rth diskutiert, welchen Nut-zen...
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Citations
... This holistic view of the context in which learning takes place brings together the aspects that are typically the domain of knowledge management (the organizational aspect) and learning management (the personal perspective). Semantic linkage of these two aspects is achieved through a competency catalog, which forms also the semantic basis for current approaches to holistic human resources development (e.g. [13]). Apart from a hierarchical structure, this competency catalog also allows for (currently) five different competency levels. ...
Knowledge management and e-learning both address the same fundamental problem: facilitating learning in organizations. But they approach the problem with two different paradigms, resulting in two different types of system. This paper proposes context awareness with respect to the learner's or employee's context as a solution to bridge the gap. The project Learning in Process is illustrating a step into that direction.
The chapter presents a competency based system, developed for an IT project-oriented organization, during the implementation of a conventional Enterprise Resources Planning (ERP) system. The proposed solution is an ontology-based extension of the Human Resources module. Two competence ontologies, one for each relevant profession in the organization are parts of the ontological extension. Even if the proposed solution is based on a loose coupling between the knowledge base and the ERP system, it provides added value for ERP systems, expanding their ability to support all levels of management decision, but especially the executive ones. It is a practical and inexpensive approach for integration the semantic or knowledge oriented applications with the data-oriented or legacy systems.
This article with the title "Human resource management of the Best-Fit and its implications" discusses the contingency and configurational schools in strategic human resource management, summarized as the "Best-Fit Approach". It concludes that the Best-Fit approach helps the practitioner to see the idiosyncrasy of the firm and prevents her from adapting management fashions or ostensible Best-Practices in an unreflected way, but is of limited value beyond this. From a technical point of view, the issue of statistical artifacts is raised. In order to discuss the best-fit approach the article starts by embedding human resource management in the resource-based view of strategic management. The view of human resource management used in this article is documented. The universalistic, contingency and configurational perspectives are briefly introduced, with a focus on the Best-Practice and the Best-Fit approaches. A comparison of international settings shows the limits of the best-practice approach. The dynamics resulting for human resource management from a best-fit thinking are stressed.
At DaimlerChrysler’s truck plant in Wörth / Rhein, we are currently implementing a comprehensive IT solution for integrated
and synergistic pro cesses in personnel development. In this paper, we sketch some onto logy-based software modules – as well
as their interdependencies and synergies – which support streamlined and integrated, comprehensive personnel-development processes.
A central element in the software architecture is ontology-based similarity assessment for skill-profile matching which is
exemplarily discussed for software-supported project staffing.
