A presentation about ARISTOTELE project held during ICALT 2012, the annual international conference on Advanced Learning Technologies and Technology-enhanced Learning organized by IEEE Computer Society and IEEE Technical Committee on Learning Technology. Learn more on http://www.aristotele-ip.eu/

1. A Semantic Approach for Improving
Competence Assessment in
Organizations
M. Gaeta, F. Orciuoli, G. Fenza, G.R. Mangione, P. Ritrovato
Stefano Paolozzi on behalf of
Francesco Orciuoli
University of Salerno, Italy
Department of Electronic and Computer Engineering
ICALT 2012, Roma, July 04, 2012

2. the problem
 Assessing employees’ competences to properly support
Competence-based Management processes (e.g.
Career Development, Workforce Planning, etc.) in
Organizations is both an important and complex task
 Due to their high costs, re-assessment events, to
determine which competences have been developed by
employees, are performed with low frequency (annually
in the best cases)
 This makes quite difficult to achieve a true picture of
competences in the Organization when it is really
needed

3. The solution
 Competence Assessment is the gathering of evidences (for
competences) from more sources, and frequently more than one
type of evidence is used to fairly and reliably determine the
existence of a competence
 The main types of evidences are three: direct, indirect and
supplementary:
 The first one is frequently obtained by observing performance in the
workplace or in simulations
 In the second one, the gathered evidence can include workplace
documents or portfolios
 In the last one, evidence is gathered from a third party and is frequently
obtained through interviews and testimonies
It is possible to use Organizational Knowledge to generate
evidences for competences

4. A model for competences
 A Competence consists of the integration of knowledge,
skills and attitudes (KSA) and enables one to
effectively perform the activities of a given occupation or
function to the standards expected in employment:
 Knowledge can be practical, technical, theoretical, procedural,
contextual (with respect to a specific job) (know-what)
 Skills can be technical, contextual, related to action,
interpersonal and can refer to the ability to execute occupation-
specific tasks, organization/process tasks (know-how)
 Attitudes can be personal attributes, personal and professional
ethical codes of conduct

5. The approach
 Combining three assessment methods to
manage different competence elements
requiring different evidence types:

6. Representation of
Organizational Knowledge

7. Analysis of unstructured data

8. Analysis of structured data and
support to 360-degree feedback
 Generation of evidences for the skills demonstrated by an employee
carrying out with success specific tasks
 Identification of assessors for a 360-degree feedback by using superiors,
subordinates and peers of an employee
IF employee <e> has successfully
carried out task <t> requiring a specific
skill <s> THEN <e> has <s>
IF employees <e> and <e1> have participated
to task <t> THEN <e1> could assess attitudes
of <e> in the context of a 360-degree
feedback session

9. The result
A system for continuous assessment leveraging on the
Organizational Knowledge

10. State of the work and future
works
 This work is realized in the context of the
research activities of ARISTOTELE (FP7 EU)
Project
 At the moment we are developing the system
in the ARISTOTELE activities
 In the next months we will start
experimentation and evaluation phases
(always in the context of ARISTOTELE)

11. THANKS FOR YOUR
ATTENTION
@workFraorc forciuoli@unisa.it