DE102013008860A1 - System and method for the automated n: m comparison of organizational cultures and individuals in real time - Google Patents

Abstract

Organizational cultures and individuals are currently being compared 1: n, i.e. H. a company examines the “cultural fit” of a large number of individuals (employees or applicants). The required comparative evaluation does not take place in "real time" but requires manual intervention. Individuals receive i. d. Usually no results of this evaluation. The new system and procedure is designed to address these shortcomings. In order to enable an n: m comparative assessment in “real time”, n individuals enter data on personal demographics (3a) and professional competencies (3b) into a multidimensional via different input media (1) and with different roles (2) Database (3). The results of the input on personal competence (3c) are also incorporated into this. Using an appropriate algorithm, this data is condensed into m culture profiles of organizations, a comparative evaluation is carried out and presented to the users of the system via different output media, in “real time” (4) and (1). Individuals and companies already receive a comparative n: m assessment of cultures or personalities (in "real time") after data has been entered into the system.

Description

The present invention relates to a system and method for the automated determination of "n" organizational cultures and "m" individual personality profiles and the n: m comparison on a computer network, preferably on the Internet. For the purpose of automated determination and comparison as well as the bidirectional presentation of the results for organizations and persons in real time, a multi-dimensional, n: m database model is generated and integrated into a computer network.

In general, existing organizational cultures are determined through employee surveys, in the form of interviews or, more recently, through online surveys. The results may then be used in further manual steps in interviews and surveys of external individuals, in particular for the purpose of recruitment and development. There is no universal, scientific standard for determining an organizational culture

Answering the question of whether new or potential employees fit into an existing work or organizational culture is becoming increasingly important. The steadily increasing incidence of congestive illness among employees is an indication of currently missing solutions and procedures.

The present invention enables current and potentially new employees - irrespective of whether they are employed or self-employed - for the first time to check the cultural "fitting accuracy" with companies or individual organizational units (down to team level) in which a large number of Corporate and organizational cultures are mapped in a homogeneous system and the determination, evaluation and presentation of the "fit accuracy" is automated in "real time". The same knowledge is gained by companies, since a large number (m) of individual personality profiles are depicted in the system.

US 2012,0209859, A1 describes a system that imports personal data from existing external sources, especially social networks, and condenses them into an average employee profile of a company. No specific data on personality profiles or differentiated organizational cultures are collected, and a bidirectional real-time n: m evaluation and display is not planned.

DE 11,2008,001066, T5 describes a system that compares and evaluates the professional requirements of a job advertisement with the professional competence profiles of applicants. A consideration of cultural or personal competences is completely hidden and a possible bidirectional presentation of the matches is not possible.

The main drawback of the prior art is the lack of integration of the n: m comparison of organizational culture and individual personality within a homogeneous system and the evaluation and presentation of results for organizations and individuals without any time delay, in "real time".

Existing systems work maximally unidirectionally, d. H. only information about individuals is presented to companies / organizations, not vice versa.

In order to ensure an automatic comparison of the different organizational cultures of a company with external, individual personalities, a large number of different systems and manual interventions are required in the prior art. The criterion of "real time" is basically not fulfilled in these procedures. Furthermore, these systems are not bidirectional (individuals do not receive information on organizational cultures) and do not allow n: m comparison.

The object of the invention is therefore to provide an integrated system which avoids the disadvantages described, and thus with significant reduction of resource requirements (hardware, software, communication and network resources) of previous solutions, organizations and individuals the required results without delay, in "real time ", Delivers. The result is a complete database of the organizational and working cultures of m companies and of n individual personality profiles, enabling automated real-time results through automated comparative assessment. The object is solved by the subject of claims 1).

The invention allows not only organizations to be actively and permanently informed about culturally appropriate individuals - in this form it optimizes the allocation of personnel, both to new employees and to the transfer of existing workers to new organizations ("which Personality fits to which organization "), the risk of misstepings is significantly reduced - but also individuals receive this information about companies and organizations on equal terms.

From the point of view of individuals, the interpretation of the results ("which organization suits my personality") allows for For example, reducing the risk of mental illness.

The integration of an unlimited number of organizations and candidates in the system leads to an extensive and self-updating market transparency in terms of organizational cultures and personalities through the active presentation of the results in real time.

Embodiments of the invention are illustrated in the drawings and are described in more detail below:

1 shows the basic structure (architecture) of the system

2 shows a simplified representation of the preferred embodiment of the invention

To Fig. 1

The system includes a role user level to differentiate the user groups.

Users can use the system via various input and output media, computers, mobile devices, or automated interfaces.

The corresponding input and output level is connected to the application and processing level via the communication level and the respective communication standards for this purpose.

To Fig. 2

At least one company representative registers and receives administration rights and a unique personal authentication ID through the integrated user and role concept.

With this authorization, the organizational structure of the respective company can be stored in the database. Alternatively, it is possible to import the relevant data via a programming interface (API) or via XML.

For each deposited organizational unit, current employees can be named, who should undergo the system's personality assessment (assesment). These employees ("peers") are granted access to the system via eMail or SMS and can complete the assessment.

Prior to the assessment, demographic variables (age, place of residence, gender, educational level) and areas of competence with competence depth (beginner, professional, expert, evangelist) are queried. competence Beginner professional Expert highest position Number of projects Max volume business Telco X professional > 5 > 200 MT Media X executive > 10 > 200 MT Retail Automotive ... function purchase procurement production distribution marketing IT X executive > 15 > 400 MT finances accountancy Controlling staff administration development Law service Customer Service After sales service Strategy / Planning FIG 1: Example of the entry "Professional competences"

• • Teamfähigkeit
• • Kommunikationsfähigkeit
• • Stressresistenz
• • Lernbereitschaft
• • Integrität
• • interkulturelle Sensibilität
• • Durchsetzungsfähigkeit
• • Zuverlässigkeit
• • Leistungsmotivation
• • Entscheidungsfähigkeit
• • Kontaktfreude
• • Einfühlungsvermögen

As part of the assessment, the following properties are evaluated:

• • Teamwork
• • communication skills
• • Stress resistance
• • willingness to learn
• • integrity
• • intercultural sensitivity
• • Assertiveness
• • Reliability
• • achievement motivation
• • Decision-making ability
• • enjoyment of contact
• • empathy

ABB 2: Beispiel Items For each attribute to be evaluated ("scale"), a questionnaire is stored in the system, which requires an answer for each question on the basis of a 6-step form (from "completely applies" to "does not apply at all").

ABB 2: Example Items

Based on the results of the employees ("peers"), an average is formed for each property, which can map results down to the team level by assigning the "peers" to different organizational units of the company.

Persons who are interested in a new employer or a new project as a freelancer receive user rights upon registration, which allow their own personal master data to be changed over time.

As part of the registration process, the same demographic variables (age, place of residence, gender, level of education) and competence areas with competence depth (beginner, professional, expert, evangelist) are first queried.

Upon completion of the registration, the user is assigned a unique identifier, which he needs each time the system authenticates.

After completing the registration, the user receives an access authorization for the assessment by eMail or SMS. This access authorization, usually an automatically generated URL, is used to log in to the system and to enter the assessment. The procedure is procedural in terms of content and procedure as for the "peers" named by the company.

After completion of the registration process for company representatives and individuals, the corresponding data is displayed in a profile.

It is possible to store additional data in his profile via FTP and make it visible or retrievable for certain viewers of the profile.

The assessment of the comparability between the organizational culture, represented by the mean of the "peers", and the individual personality of individuals, represented by their result in the assessment, is carried out by the system in a differentiated calculation method in "real time".

The evaluation is done in real-time using the database segments for each personal property and results in a scoring system that allows immediate interpretation, with a complete match between personality and organizational culture rated at 120 points. teamwork 10 points communication skills 10 points stress resistance 10 points willingness to learn 10 points integrity 10 points intercultural sensitivity 10 points assertiveness 10 points reliability 10 points motivation 10 points decision-making ability 10 points Contact joy 10 points empathy 10 points ABB 3: Default values of the system

For each property, a variance is stored in the system, which forms a result corridor in combination with the mean of the "peers". If the individual value of the respective property lies in this corridor, the score "10" is awarded. If the value is outside the corridor, the corresponding property is rated "0".

The respective variances are checked for validity at regular intervals, in which the totality of the results of all assessment participants of the system is evaluated.

The results can be further limited by demographic variables and subject skills.

The individual evaluation criteria can be selected, restricted or weighted differently by the registered company representatives as well as by the individuals by means of a corresponding input mask.

The respective results are adjusted in real time and displayed in list form.

The invention allows for the first time the bidirectional representation, d. H. even individuals get a direct insight into the cultures of a large number of companies, whereby each company can create a differentiation down to the team level. This creates a "map" of cultures.

The respective profiles can be called up from the list. Alternatively, profile information is displayed via "mouseover".

From the result list or the profile out there is the possibility to contact via a "contact button". By pressing the button, an eMail or SMS is generated, which is provided with a ready-made text and explains the reason for contacting.

QUOTES INCLUDE IN THE DESCRIPTION

This list of the documents listed by the applicant has been generated automatically and is included solely for the better information of the reader. The list is not part of the German patent or utility model application. The DPMA assumes no liability for any errors or omissions.

Cited patent literature

• US 20120209859 A1 [0005]
• DE 112008001066 [0006]

Claims (7)

System and method for the automated determination of "n" organizational cultures and "m" individual personalities and the n: m comparison, evaluation and outcome presentation on a homogenous computer network in "real time", comprising an application server and clients and / or electronic Message systems that allow input and output of information, and the steps include: a) Providing a registration history with differentiated user roles. b) input of data for demography c) input of data on professional competence d) input of data to determine the individual personality e) Processing data of individual personalities of current employees on cultural profiles of organizations f) processing of data comparing individual personalities with organizational cultures g) Presentation of the results in "real time", differentiated for all user groups h) Possibility of mutual contact via an integrated message component System and method according to Claim 1, characterized in that mobile terminals and system components are used on the client side. System and method according to claim 1 or 2, characterized in that the provision of data (import) for further processing in the system via an automated interface. System and method according to one of the preceding claims, characterized in that the representation or output of the results can be exported via a standardized interface in external systems. System and method according to one of the preceding claims, characterized in that the user can adjust the parameters of the result calculation individually by changing the respective weighting. System and method according to one of the preceding claims, characterized in that the users from the result list on the system can make a preconfigured or free contact request. A computer program comprising computer executable program code for enabling the computer to carry out a method according to claims 1-6.

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