Zachman architecture applied to human resources in logistics

1. A Competency-Based Human
Resources Architecture for
Logistic Enterprises
Alex Domínguez
jadoming@mail.unitec.mx
www.unitec.mx
Carmen de Nieves
Carmen.deNieves@upct.es
www.upct.es
Second World Conference on POM and 15th Annual POM Conference, Cancun, Mexico, April 30 - May 3, 2004

2. Agenda
1. The need of a human resources
architecture in logistics
2. The architecture model
3. The competency model (A Zachman-
type enterprise framework for logistics)
4. Testing the competency-based
architecture
5. Some competency-based architecture
applications
6. Questions and answers
May 2nd, 2004 UNITEC-UPCT 2

3. The Need of a Human
Resources Architecture in
Logistics

4. What is logistics?
It is the process of
planning,
implementing, and
controlling the efficient,
effective flow and storage
of goods, services, and
related information from
point of origin to point of
consumption for the
purpose of conforming to
customer requirements
May 2nd, 2004 UNITEC-UPCT 4

5. The supply chain
Personnel having different
and specialised
competencies (knowledge
and skills)
The flow of goods, services Supply
and information creates a Chain
chain processes
May 2nd, 2004 UNITEC-UPCT 5

6. The problems
Each enterprise has its particular way of doing logistics
and, therefore, managing the supply chain
Various personnel’s competencies needed to
accomplish procedures in the supply chain
There are several problems in defining a self-contained
and robust competency-based architecture helping to
achieve the procedures embedded in the suply chain
May 2nd, 2004 UNITEC-UPCT 6

7. The Architecture

8. What is an architecture?
Architecture
It has a set of generic relations and
rules that guide and constrain their use
May 2nd, 2004 UNITEC-UPCT 8

9. Logistics life-cycle model
and architecture components
Planing Logistics Operative
(Gathering requirements,
getting informatión, Supervisor and
and plan future orders) Logistics Operatives
Analysis
(Analysis of how to
serve planned orders)
Design
(Design the planned orders,
delivery points, dates,
ways of delivering, priorities)
Implementation
(Implement designed
Logistics Logistics Logistics solution)
Manager Analyst Designer
Maintenance
Architecture components are (Maintain implemented
solution)
not necessarily job positions
May 2nd, 2004 UNITEC-UPCT 9

10. The human resources
logistics architecture
Information
(strategic and technical)
about products, providers,
suppliers, clients, etc.
L
Architecture O S
G E
Logistics I R
Logistics Logistics Logistics Logistics
operative S V
manager analyst designer operatives
supervisor T I
I C
Components C
S
E
Logistics technology,
infraestructure, and
communications
May 2nd, 2004 UNITEC-UPCT 10

11. The Competency Model
(A Zachman-Type Enterprise
Framework for Logistics)

12. What is a competency?
It is the combination of skills and
knowledge enabling persons to
perform assigned tasks and roles
May 2nd, 2004 UNITEC-UPCT 12

13. A general skills model
Top
managers
Planning
Intermediate
managers Design
Implementation
Operative
people
May 2nd, 2004 UNITEC-UPCT 13

14. Skills needed for each
logistics component
Technical skills
High
Low
Human skills
Logistics Logistics Logistics Logistics Logistics
Operator Supervisor Designer Analyst Director
May 2nd, 2004 UNITEC-UPCT 14

15. The original Zachman framework
May 2nd, 2004 UNITEC-UPCT 15

16. Knowledge: A Zachman-
type framework for logistics
May 2nd, 2004 UNITEC-UPCT 16

17. Knowledge framework
extensions
Extensions
 Amplitude
 Complement description for each row and thus
to each grid
 Depth
 Specify sub-functions for each row and thus to
each grid
Extensions are particular for each
enterprise
May 2nd, 2004 UNITEC-UPCT 17

18. Testing the Competency-
Based Architecture

19. Considerations for testing
Spanish enterprises
were selected (names
provided by CEL)
Questionnaire was
designed according to
architecture and
knowledge framework
Questionnaire
application main
problem
 Facing with the different
job positions and their
names
May 2nd, 2004 UNITEC-UPCT 19

20. The real knowledge
framework tested
May 2nd, 2004 UNITEC-UPCT 20

21. The results of testing
The achieving of ech entry is diminished when
passing from
 Director to Analyst
 Analyst to Designer
 Designer to Supervisor
There is a full achieving when passing from
supervisor to operator
Conclusions
 Enterprises do provide direction and implementation
 Enterprises are weak in applying analysis, design
and supervision
May 2nd, 2004 UNITEC-UPCT 21

22. Some Competency-Based
Architecture Applications

23. Some applications
To define a logistics job structure
To define the way of doing logistics
To improve logistics procedures
To reengineer logistics procedures
To complement logistics job functions
May 2nd, 2004 UNITEC-UPCT 23

24. May 2nd, 2004 UNITEC-UPCT 24