DE102013222274A1 - System and method for visualizing and simulating personal knowledge structures in a company - Google Patents

Abstract

The invention relates to a system for visualizing and simulating personal knowledge structures in a company which has one or more business units. It comprises a first server for storing a first data record which describes a model of the enterprise structure, wherein a target profile is defined for each employee position in the enterprise; and for storing a second data set indicating the achieved sales for the individual business units; and for storing a third data record which maps captured, actual employee profiles. Furthermore, it comprises a second server which has a program which calculates a multiplicity of characteristic numbers on the basis of the data of the first, second and third data set, in particular the human potential and / or the economic temperature. In addition, the system includes a graphical user interface that displays the calculated measures for each employee profile and / or business unit at a corresponding location in the depicted enterprise structure.

Description

FIELD OF THE INVENTION

The invention relates to a system and method for visualizing and simulating personal knowledge structures in an enterprise having one or more subunits.

In the context of the present invention, the term enterprise is used on behalf of all business entities irrelevant to their functional or economic objective, i. As a company, any authority, institute or organization is understood in all branches and sizes.

Within the scope of the present invention, the term knowledge structures can be understood as those structures which map the individual knowledge of each employee in a company on the basis of predetermined variables.

The knowledge of an employee in a company is not limited to his technical competence (hard skills), but covers much more. Thus, all human skills and knowledge (soft skills) such as experience, teamwork and communication skills belong to the knowledge of an employee.

These abilities can be recorded in the form of employee competence profiles, whereby the assessment of abilities can be carried out once in self-assessment (self-assessment) as well as by the evaluation of other employees or third parties (external assessment).

In addition to the specialist competencies, a certain employee position in a company can be assigned to other human skills and know-how (soft skills) in addition to the required specialist qualification, so that a complete target profile results for each employee position.

BACKGROUND

While the expertise of an employee is accessible to a certain degree of measurement, it is far more difficult to assess the human skills and knowledge described and make them quantifiable for a company. Personnel development decisions are therefore often made on a personal level and require a great deal of effort on the HR side to find a suitable candidate for a particular position or to restructure. Starting with a certain number of employees, the personal assessment of each employee is scarcely economically feasible.

THE INVENTION AT A GLANCE

The object of the present invention is therefore to provide a system and method for visualizing and simulating personal knowledge structures in a company, which makes it possible to steer the strategic personnel development in a company sustainable by the individual knowledge of each employee quantifiable and thus manageable and monitorable is done.

This object is achieved by a system of the type mentioned in the introduction with a first server for storing a first data record which describes a model of the enterprise structure, wherein a target competence profile is defined for each employee position in the enterprise; and for storing a second data set indicating the achieved sales for the individual business units and employees; and for storing a third record that maps captured, actual employee competency profiles; with a second server, which has a program that calculates a plurality of key figures, based on the data of the first, second and third data set, in particular the human potential, the economic temperature and the competence quality and with a graphical user interface, the calculated key figures for displays each employee profile and / or for each business unit at a corresponding location in the depicted business structure.

The invention is based on the recognition that the complexity of today's corporate structures, especially in employee-strong companies, is steadily increasing, which is the control of the strategic Personnel development increasingly difficult. While it is common practice in purchasing or warehouse management to use computer-based inventory monitoring and control programs under the maxim of economic optimization, such computer-based management programs in the area of strategic personnel development in a company do not yet exist.

The model of the corporate structure maps the existing hierarchies in the company and divides the company into units, which in turn are subdivided into individual employee positions. The description of an employee position results in a target competency profile suitable for the position, which not only reflects technical qualifications but also human knowledge and abilities. For example, the target competency profile for the head of department of a departmental manager will include professional qualifications, leadership qualities and organizational skills, while the target profile for the account manager's staff position may require, for example, communication skills and teamwork skills in addition to subject-specific qualifications.

For the creation of the employee competence profiles, the skills and qualities of each employee required in the target competency profile are recorded for each employee by self-assessment and / or external assessment by professionally trained persons or colleagues. The external and / or self-assessment can be supported by profiling integrated into the procedure - in the form of computer-assisted assessment queries. Among others, soft factors, such as those in "Golden Profiler of Personality" (GPTP), Copyright 2002, 2004 Golden, LLC, Estero, FL USA , licensed to publisher Hans Huber, Hogrefe AG Bern, copyright of the German version 2013 and in "ARPe Authority REsponsiility Power expanding" by Richard Bents and Reiner Blank, Copyright 1998, 2002 by Future Systems Consulting GmbH to be discribed.

The modular structure of the system, which provides for a separation of the calculation methods, from the records to be used, allows both the local use of the system and access for third parties, so that the possibility of remote diagnosis is given. The arithmetic operations for the determination of the key figures (human potential, economic temperature, specificity, competence quality, redundancy, effectiveness, stability can be done separately from the technical work for security reasons on a separate server.

Before the subsequent calculation of the key figures on the basis of the employees and target profiles takes place externally, an anonymization of the corresponding data records can take place in advance in accordance with the applicable data protection regulations. The anonymization will then be reversed when importing the calculated key figures, i. E. the data will be personalized again.

wobei

ist und m_k den Anteil einer Fähigkeit eines Mitarbeiters am Umsatz darstellt.To specifically quantify human capabilities and competences, the sum of skills and qualities is used to calculate the human potential for each employee. The human potential is calculated according to the formula used in information theory for calculating the entropy:

in which

and m _{k represents} the proportion of an employee's ability to make sales.

A detailed derivation of the human potential as well as further execution for the economical use of knowledge functions can be found in the DE 101 05 314 A1 , All of the variables derived there from the human potential are likewise suitable as indices in the sense of the present invention and are hereby included by reference.

The economic temperature results from the turnover attributed to an employee divided by his human potential.

In the context of the present invention, the degree of competence or the breadth of knowledge of all employees combined in a business unit is to be understood as competence in the context of the present invention. The quality of competence results from the collective human potential of the individual employee profiles as their superposition, divided by the average human potential of the employees belonging to a corresponding business unit. Closely related to the competence quality is the key indicator of knowledge redundancy. This results from the number of employees in a business unit divided by the competence grade.

In a preferred embodiment of the present invention, the graphical user interface is configured to assign individual employee profiles within the represented company structure via a user input to another employee position in the company structure, wherein a recalculation of the key figures automatically takes place.

The assignment can be done via simple drag & drop, that is, clicking on a staff profile and "dragging" the profile to another employee position within the display of the graphical user interface. Alternative assignment options are also conceivable, such as selecting the employee profile, selecting an option 'cut', selecting an employee position and choosing the option 'insert'. Regardless of the assignment method, the recalculation or revaluation of the resulting key figures is carried out automatically after reallocation.

In a further development of the preferred embodiment, the graphical user interface is alternatively or additionally configured to make selectable by a user input code to be optimized for a business unit, whereupon automatically a reassignment of the employee profiles on the employee positions in the business unit takes place, which is the selected key figure for the business unit optimized.

For the personnel development in a company, it is not only important that each individual employee position or otherwise every workplace is staffed by a suitable employee, who not only has technical qualifications but also the appropriate human skills and qualities, but also how far away each individual employee is a business unit's knowledge and skills are redundant or unique. In order to optimize the interaction of the individual knowledge and skills, team harmonization takes place within the scope of the invention

For example, the target profile of a team that is familiar with the distribution and online marketing of products in the French market and has a team of three employees, for the sake of clarity each employee has two qualifications, requires good French language skills, IT skills and organizational skills , Employee A speaks French very well and has excellent IT skills. Employee B also has good IT skills and is very organized. Consequently, the qualifications of employees A and B already cover the target profile of the team. Employee C could therefore bring any two of the three skills. However, if co-worker C also had good IT and French skills, the team's redundancy in IT skills would be further enhanced, while co-worker B would be the only one with organizational skills. In the event of employee B's outage, the team's work threatens to sink into chaos. Ideally, C should have IT skills and organizational skills. Since none of the nominal capabilities is singularly occupied, it has another excessive redundancy. This illustrative example makes it clear that with larger corporate structures and a large number of capabilities to be covered, such optimization can hardly be achieved without technical support. Furthermore, the system according to the invention can also be used, for example, to simulate the effect of further training and training of individual employees on the key figures of the business units. Thus, a particular skill in one or more employee profiles can be strengthened (virtually raised), automatically recalculating the business unit metrics, and e.g. the redundancy in a department can be raised to a desired level.

In a further development of one of the preceding, preferred embodiments, the graphical user interface is alternatively or additionally configured to create a newly defined business unit with at least one employee position, wherein for each of the at least one employee position in the newly defined business unit a target profile is defined, each target profile automatically is linked to an employee profile, so that a predetermined key figure for the newly defined business unit is optimized.

Among other things, the present invention makes it possible to efficiently support the process of team building, taking into account predetermined criteria. Once the target proficiency profile is set for the new business unit, an optimal staffing of employee positions is automatically determined based on existing employee proficiency profiles. Furthermore, it is possible to manually fill one of the employee positions, whereupon the system according to the invention proposes candidates for filling further employee positions from the existing employee profiles. Once again, the corresponding key figures for the new business unit are calculated with each selection of a new employee competence profile.

In a further development of one of the preceding, preferred embodiments, the system is configured alternatively or additionally to alert the user if an employee competence profile or a characteristic number has a deviation from the nominal profile or a reference parameter that exceeds a defined threshold value.

The user interface is designed in such a way that over- and / or underloading of individual employees and higher-level business units (teams or departments) is immediately recognizable. All incremental encoders can be used to display a higher-level stability measure.

The alarm can be done via visual or audible signals. Especially in complex corporate structures such a function is of particular advantage, in order to become aware of over- and / or under-demand of individual employees early on and by targeted training or change of the task distribution possible negative effects of the over- and / or under-demand, as for example above-average absenteeism , above-average error rate, counteract. The system according to the invention can thus also be used as an instrument for health maintenance, health prevention and health monitoring.

The visual alerting can be done by listing the corresponding employee competence profiles in a separate display of the graphical user interface, whereby after selecting one of the listed employee competence profiles, the corresponding company unit is automatically displayed in a further area of the graphical user interface display. Alternatively, the visual alerting can also simply be done by a color marking those key figures or competence profiles that have a predetermined deviation from the target value within the corporate structure, e.g. Apart from the deviation tolerance from the target value, the key figure, the competence profile or a flag assigned to the key figure or the competence profile lights up red. If the key figure and / or profile within the deviation tolerance is green, the key figure, the competence profile or a flag assigned to the key figure or the competence profile will be green. Other visual effects that draw the user's attention to an employee competence profile with significant deviations from the target profile are also conceivable.

• • Eingeben erster Daten, welche die Unternehmensstruktur abbilden und Sollkompetenzprofile für jede Mitarbeiterposition innerhalb der Unternehmensstruktur definieren;
• • Eingeben zweiter Daten, welche die Umsätze des Unternehmens auf die Unternehmensstruktur abbilden;
• • Eingeben dritter Daten, welche erfasste, tatsächliche Mitarbeiterkompetenzprofile abbilden,
• • Berechnen vordefinierter Kennzahlen auf Basis der ersten, zweiten und dritten Daten, insbesondere des Humanpotenzials und der ökonomischen Temperatur, sowie der Kompetenzgüte;
• • Anzeigen der Unternehmensstrukturen mit einer graphischen Benutzeroberfläche, wobei für jede Mitarbeiterposition und jede Unternehmenseinheit innerhalb der Unternehmensstruktur die berechneten Kennzahlen gemäß den entsprechenden Mitarbeiterprofilen angezeigt werden.

Another aspect of the invention is a method of visualizing and simulating personal knowledge structures in an enterprise having one or more business entities, the process comprising:

• • Enter first data that maps the corporate structure and defines target competency profiles for each employee position within the corporate structure;
• • entering second data that reflects the company's sales to the company structure;
• Entering third data representing recorded, actual employee competence profiles,
• • calculating predefined key figures on the basis of the first, second and third data, in particular the human potential and the economic temperature, as well as the competence quality;
• • Displaying the company structures with a graphical user interface, whereby the calculated key figures are displayed for each employee position and each business unit within the company structure according to the corresponding employee profiles.

The statements on the key figures, in particular the human potential and the economic temperature, as well as the competence quality or redundancy asserted in accordance with the statements made to the system according to the invention.

• • Zuordnen einzelner Mitarbeiterkompetenzprofile innerhalb der dargestellten Unternehmensstruktur über eine Benutzereingabevorrichtung zu einer anderen Mitarbeiterposition in der Unternehmensstruktur, und
• • Neuberechnen und Aktualisieren der Anzeige der Kennzahlen je Mitarbeiterposition und/oder Unternehmenseinheit.

In a preferred embodiment, the method further comprises the steps:

• • assigning individual employee competence profiles within the represented company structure via a user input device to another employee position in the company structure, and
• • Recalculate and update the display of metrics per employee position and / or business unit.

• • Auswählen einer zu optimierenden Kennzahl für eine Unternehmenseinheit durch eine Benutzereingabevorrichtung, und
• • automatisches Neuzuordnen der Mitarbeiterkompetenzprofile auf die Mitarbeiterpositionen in der Unternehmenseinheit, wobei die ausgewählte Kennzahl für die Unternehmenseinheit optimiert wird.

In a further development of the embodiment, the method alternatively or additionally comprises the steps:

• • Select a business unit measure to be optimized by a user input device, and
• • Automatically reallocate employee competency profiles to employee positions in the business unit, optimizing the selected measure for the business unit.

• • Anlegen einer neuen Unternehmenseinheit mit mindestens einer Mitarbeiterposition, welche ein Sollkompetenzprofil für jede der mindestens einen Mitarbeiterposition in der neu definierten Unternehmenseinheit aufweist, und
• • automatisches Verknüpfen jedes Sollkompetenzprofils mit einem Mitarbeiterkompetenzprofil verknüpft wird, so dass eine vorbestimmte Kennzahl für die neu definierte Unternehmenseinheit optimiert wird.

In a further development of one of the preceding embodiments, the method alternatively or additionally comprises the steps:

• • Creation of a new business unit with at least one employee position, which has a target competency profile for each of the at least one employee position in the newly defined business unit, and
• • automatically linking each target competence profile to an employee competency profile so that a predetermined KPI is optimized for the newly defined business unit.

DESCRIPTION OF THE DRAWINGS

1 shows a flowchart of the operation of the system according to the invention.

2 shows a preferred embodiment of the system according to the invention.

DETAILED DESCRIPTION

This in 1 The flowchart shown shows the mode of operation of the system according to the invention in accordance with a preferred embodiment. After the system has been put into operation, the user is optionally asked for his access data. If user name and password have been authenticated, the actual user program is loaded.

The user program includes a graphical user interface by means of which a user gains access to the system. This user interface thus forms the interface by means of which the system is accessible to the user.

2 shows by way of example the structure of a preferred embodiment of the present invention. Users can use the graphical user interface 1 . 2 . 3 Get access to the system, where indicated by the arrows that users 1 and 2 only data for data entry are authorized, eg to enter their self-assessment, which can also be done via the user interface. user 3 Against is also able to receive data, that is, to display, analyze, and manipulate data calculated by the system to send it back to the system. The access rights are granted centrally and depend on the authorizations and functions of the individual users. For example, while Human Resources personnel tend to have extensive access rights to both employee profiles and stored structures and target profiles, department heads can only be allowed to leverage functionality to determine optimal team composition / harmonization without accessing user profiles in detail to be able to. Furthermore, by granting access rights it is also possible to grant external users a certain insight without disclosing sensitive data.

It is possible to gather all the relevant data in advance, for example, within the company and before sending it to a server 5 to anonymize.

The calculation of the key figures for strategic personnel development itself takes place on a server accessible via a network, which for each application, the system-relevant program components and formulas of a host server 6 invites.

One possible source of supply from which the user program can be loaded is the Internet, wherein the user program can be stored on a real or virtual server. Alternative purchase options via data carriers of all types are also possible.

When the application program is loaded, the user data is loaded next. In addition to the corporate structure (departments, sub-divisions, teams, individual employee positions), these include the target and employee profiles that were previously recorded in a predefined format. The employee profiles can be created on the basis of a self-assessment as well as on external assessment by colleagues and / or specially trained persons (psychologists, profilers, etc.) or a combination.

The subsequent calculation of the key figures is done externally, whereby an anonymization of the data records in advance can take place in accordance with the valid data protection regulations.

Based on the possibly anonymized input data, the application program calculates a set of measures for each level in the enterprise structure, including Key figures for subsets Companies departments Employee • human potential x x x • Economic temperature x x x • specificity x • Competence quality x x • Redundancy x x • Effectiveness x x • stability x x • Economics x x x • Sales • Demographic development x x • excessive demand x x x • Underload x x x • Health • Cost development x x x • Personnel development x x x • Sales development x x x • Staff quality x x • Sustainability x x x

wobei

ist und im betrachteten FM all die Summe aller Fähigkeiten m_k eines Mitarbeiters darstellt.The human potential is calculated according to the formula used in information theory for calculating the entropy:

in which

is and represents in the considered FM all the sum of all skills m _{k of} an employee.

A detailed derivation of the human potential as well as further execution for the economical use of knowledge functions can be found in the DE 101 05 314 A1 , The more evenly distributed the individual abilities are, the higher the calculated human potential of a person, the more specific the abilities are, the lower the calculated human potential. 3 shows three exemplary employee profiles, the first has a very large human potential, the second has a very low human potential and the third a human potential in the intermediate range of the preceding examples.

The derivation of other variables such as the economic temperature, as well as the redundancy, effectiveness and stability are described in detail in the DE 101 05 314 A1 shown. They all form possible parameters according to the present invention and are expressly incorporated herein by reference to the disclosure there.

After calculating the key figures for each employee position, as well as for the individual business units, the calculated quantities are output to the user, where appropriate, a personalization takes place, so the previous anonymization on entry into the internal scope is reversed. The determined key figures can be stored locally and be used for further processing by means of the graphical user interface.

Thus, the graphical user interface allows a representation of the key figures per business unit, whereby the smallest unit forms a single employee. 3 shows an organization chart based on a defined business structure, in this preferred embodiment for each business unit 20 , summed up competence profiles are given and certain, selected key figures with colored icons 22 Specify whether the key figures are within a certain tolerance, eg signaled by a green icon, or outside a specified tolerance, eg by a red, possibly flashing icon. By clicking on a specific company unit, it can be selected in detail view, whereby this type of navigation can be continued through the company structures down to the lowest level, ie the individual employee profiles.

In 4 A preferred embodiment of the user interface is shown in which the actual employee competence profile 10 via the target competence profile 11 a selected employee position, so that a simple optical adjustment in a few seconds allows the user to evaluate. Alternatively and / or additionally, the calculated key figures 12 with reference value 13 being represented.

The user interface allows you to drag and drop employee competence profiles within the company structure, automatically recalculating all key figures so that the effects of personnel restructuring are immediately displayed.

• • Änderung des Umsatzes
• • Änderung des Rankings innerhalb eines Profils
• • Ergänzen von Kompetenzen
• • Löschen von Kompetenzen
• • Änderung einer Gruppenzusammenstellung
• • Änderung einer Teamzusammenstellung
• • Etc.

findet eine Neuberechnung der Kennzahlen auf dem separaten Server statt, das heißt gegebenenfalls Anonymisierung vor Versand der Daten und Personalisierung nach Empfang der berechneten Kennzahlen für die weitere interne Bearbeitung.Whenever there is a change in the user data:

• • Change in sales
• • Change the ranking within a profile
• • Complementing competences
• • Delete competences
• • Modification of a group composition
• • Modification of a team composition
• • Etc.

Recalculation of the key figures takes place on the separate server, that is, if necessary, anonymization before sending the data and personalization after receiving the calculated key figures for further internal processing.

Further, the system allows the creation of new business entities, e.g. in the form of team building. After setting the target competence profile for the business unit as such, or for the individual employee positions, the system calculates the optimal team composition based on the employee competence profiles according to the selected key figures and suggests possible, optimal combinations. The system also allows the employee competence profile to be set manually to one of the employee positions, whereupon the system automatically optimizes the occupation of the remaining employee positions under the new default.

Further, the system alerts the user when an employee competency profile and / or a measure has a deviation above the threshold from the desired proficiency profile and / or the goal value of the measure. This deviation can be due to an excessive demand as well as an under-demand of the employee.

Furthermore, the system alerts the user when bottlenecks occur in the competence quality, whereby the competence quality results from the ratio of the human potential from all different competencies of the employee profiles of a business unit (superposition) and the added human potential values of all employees divided by the number of employees (representation) , Conversely, the system also alerts the user if increased knowledge redundancy is found in business units. The redundancy factor is calculated from the number of employees divided by the competence quality.

If the user data has been collected over at least two time periods, measures such as the effectiveness and stability of the economic temperature and the human potential can be calculated. The stability results from the quotient of the human potential of the subsequent period divided by the temperature of the previous period, whereby the effectiveness can be determined from the economic temperature of the subsequent period divided by the human potential of the previous period.

Furthermore, it is possible to use the system for controlling the process organization. In addition to the previous key figures with regard to hard and soft employee competencies, work center specific influencing factors are linked with an employee position, e.g. Information input / output, number of incoming / outgoing emails / letters / calls, etc., climate, software, overtime, etc. The system allows representation of the economic temperature in response to these factors so that it is made possible again by either user manually changing individual values, as indicated above, to analyze the influence on the economic temperature or to let the system determine those values which give an optimal economic temperature by specifying certain free parameter ranges.

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

• DE 10105314 A1 [0016, 0047, 0048]

Cited non-patent literature

• "Golden Profiler of Personality" (GPTP), Copyright 2002, 2004 Golden, LLC, Estero, FL USA [0012]
• Hans Huber, Hogrefe AG Bern, copyright of the German version 2013 [0012]
• "ARPe Authority REsponsiility Power expanding" by Richard Bents and Reiner Blank, Copyright 1998, 2002 by Future Systems Consulting GmbH [0012]

Claims (10)

 A system for visualizing and simulating personal knowledge structures in a company comprising one or more business entities comprising: a first server for storing a first data record describing a model of the enterprise structure, wherein a target profile is defined for each employee position in the enterprise; and for storing a second data set indicating the achieved sales for the individual business units; and for storing a third record which maps captured, actual employee profiles; a second server having a program that calculates a plurality of metrics based on the data of the first, second and third data sets, in particular the human potential and / or the economic temperature; A graphical user interface that displays the calculated metrics for each employee profile and / or business unit at a corresponding location in the depicted enterprise structure.  The system of claim 1, wherein the graphical user interface is configured to associate individual employee profiles within the represented company structure via a user input of another employee position in the corporate structure, whereby a recalculation of the key figures takes place automatically.  The system of claim 1 or 2, wherein the graphical user interface is configured to make selectable by a user input code to be optimized for a business unit, and then automatically reassignment of employee profiles on the employee positions in the business unit, which is the sum of the key figures of the employee profiles optimized for the selected business unit. System according to one of the preceding claims, wherein the graphical user interface is configured to create a newly defined business unit with at least one employee position, wherein for each of the at least one employee position in the newly defined business unit a target profile is defined, each target profile is automatically linked to an employee profile so that a predetermined measure is optimized for the newly defined business unit.  The system of any one of the preceding claims, wherein the system is configured to alert the user when an employee profile or measure has a deviation from the desired profile or reference that exceeds a defined threshold.  A system according to any one of the preceding claims, wherein the system comprises means for allowing a manual change in at least one of the actual employee profiles, followed by an automatic recalculation of the metrics of all of the respective business entities.  A method for visualizing and simulating personal knowledge structures in an enterprise having one or more business entities comprising: Entering first data that maps the corporate structure and defines target profiles for each employee position within the corporate structure; Entering second data that reflects the company's revenues on the company structure; Entering third data, which represent recorded, actual employee profiles, Calculate predefined key figures based on the first, second and third data, in particular the human potential and / or the economic temperature. Displaying the company structures with a graphical user interface, whereby the calculated key figures are displayed for each employee position of each company unit within the company structure according to the corresponding employee profiles.  The method of claim 7, further comprising Assignment of individual employee profiles within the represented company structure via a user input device to another employee position in the company structure, and Recalculate and update the display of key figures per employee position. The method of claim 7 or 8, further comprising selecting a business unit measure to be optimized by a user input device, and Automatically reallocate employee profiles to employee positions in the business unit, maximizing the sum of employee profile metrics for the selected business unit.  The method of any one of claims 7-9, further comprising Creating a new business unit with at least one employee item that has a target profile for each of the at least one employee item in the newly defined company unit, and automatically linking each target profile to an employee profile so that a predetermined measure is optimized for the newly defined business unit.

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