BEKO Knowledge Brokering

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Ira O’Brien’
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1 BEKO Knowledge Brokering Karl-Franzens-Universität Graz Oktober 20, 2003 Wolfgang Hiermann Agenda overview of our company overview of our system what we mean by the word skill screen shots current developments 2

overview of our company overview of our system what

2 3 BEKO Ing. P. Kotauczek GmbH Founded 1978 Austrians leading service and solution provider turnover 2002: 55.4 Mio. EUR employees: % toughter of BEKO HOLDING AG business fields: 4

3 BEKO competences 5 Knowledge Brokering Project Planning Human Resource Management skill manager evaluation, skill update BIDV (DB), BIBER skill harmony BEKO SKILL Management System training, skill transfer analysis skill brokering: search & match recruiting, personnel development 6

skill harmony BEKO SKILL Management System training, skill transfer

4 what we mean with the word skill Skill Qualifications Experience hard skill soft skill project 7 Ontology 8

5 9 SKILLS need a Project staff skill pool Windows Unix MVS VEX C++ C# ASS CICS SQLS RAS SPUFI ADO FIBU4000 IBMFIBU OOA IBMDAE SUNSOL MDB MVS VEX COBOL CICS PL1 CICS TEXT370 XCOM TPU RMF ABWS BWL DATVER DERIVAT attributes of a skill: - name - version (system, language) - function group - experience - last used - scale of expertise - links 10

TEXT370 XCOM TPU RMF ABWS BWL DATVER DERIVAT attributes of a skill: - name - version

6 a PROJECT needs skills SUNSOL MDB MVS VEX COBOL CICS PL1 VB C# C++ ASP JAVA ISO GPA KALK SIM TEST TESTM PMA PM SECUR FINANCE DWH PRES ELEC BWL DATVER DERIVAT attributes of a project: - name - from, to - priority project pool 11 skill funnel search for skill or skill combinations match primary skills with project requirements search for employees who match team-roles search for industrial experience 12

to - priority project pool 11 skill funnel search for skill or skill combinations match primary

7 13 Updating skill profile 1 strategic active use project skill profile update self motivated training update update self-study study

8 Hard Facts from company facts to personnel development goals success parameters of a company: productivity (e.g.: working-hours, output per timeunit, material use) economies (e.g.: cash flow, marginal income, ROI) quality (e.g.: complaints) speed (e.g.: cycle time, queue time, latency) sales trends (e.g.: sales figures, prospect) customer satisfaction (e.g.: customer feedback, customer management) employee satisfaction (e.g.: absences, employee turnover) innovation (e.g.: research and development input, proposals) effectiveness of management (e.g.: achievement of objectives) 15 Organisation academy day school company strategy night school open access advanced training career development library open access virtual academy open access 16

g.: absences, employee turnover) innovation (e.g.: research and development input, proposals) effectiveness of management (e.g.: achievement of objectives) 15 Organisation academy day

9 5 4,5 4 3,5 3 2,5 2 1,5 1 transfer management model planning phase execution phase transfer phase company goals demand analysis training design participant: employee, manager, HR, Academy training practice department goals transfer preparation transfer contract employee goals evaluation evaluation transfer controlling 17 Evaluation Trainee Feedback Sheet 4 Aspects: content methods and media atmosphere trainer Referenten/Trainer Seminarinhalte Seminaratmosphäre Methoden und Medien 18

preparation transfer contract employee goals evaluation evaluation transfer controlling 17 Evaluation Trainee Feedback

10 transfer controlling 3-4 months after the training questionnaire aspects use in projects after training technical depth technical generality Ist es zu einem Projekteinsatz gekommen? Fachliche Breite korreliert mit Anforderungen im Projekt 26% 11% 65% 9% ja teilw nein 25% 64% ja teilw nein 19 consumer satisfaction measurement telephone survey: adherence to delivery dates quality of technical work communication willingness to cooperate sense of responsibility quality of service dedication independence 20

Fachliche Breite korreliert mit Anforderungen im Projekt 26% 11% 65% 9% ja teilw nein 25% 64% ja teilw nein 19 consumer

11 skill development / personnel development the problem isn t to create new skills the problem is to keep highly skilled personnel in your company technical career path e.g.: Java developer competence career path e.g.: e-solution consultant manager career path e.g.: team leader 21 Lessons Learned project requirements change with time not all skills of an employee can be listed skill-list changes with market trends (IT industry) skill must be harmonised (categorised) Ongoing Research search for skill trends calculate return on skill investment 22

: Java developer competence career path e.g.

12 Thanks for your attention Dipl.-Ing. Wolfgang Hiermann Leitung Service Center wolfgang.hiermann Web:

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