Dr. Stefan Mol's presentation about the exploitation directions of the OntoHR project

1. Integrating Knowledge Management in the Context of
Evidence Based Learning:
Two concept models for facilitating the assessment and
acquisition of job knowledge
Stefan T. Mol
Gabor Kismihok
Fazel Ansari
Mareike Dornhöfer
May 13th 2012
ISDT 2012, Mallorca, Spain

2. Contents
• Context
• The Med-Assess Concept
• The Meta Practitioner Concept
• Challenges
• Synthesis
• Questions / comments

3. Point of departure
“…people who are more intelligent learn
more job knowledge and learn it faster, the
major determinant of job performance is
not GMA but job knowledge” (Schmidt and
Hunter, 2001).
Job
GMA Job knowledge
Performance

4. Job Knowledge: A tentative definition
The oftentimes job idiosyncratic and specifically
defined know-how or evidence that is required
of and by the job-holder to make sound
decisions and thereby demonstrate successful
job performance.

5. Job Knowledge
Substantiation
1 2 3 4 5 6 7 8 9 9 8 7 6 5 4 3 2 1
Job Knowledge Specificity Job Performance Specificity

6. Introducing Med-Assess
• MED-ASSESS is a personnel selection and
training platform that takes an individualized
approach to the assessment and development of
job specific knowledge.
• Based on cutting edge semantic technology,
MED-ASESS provides detailed personalized
assessment and training of essential technical
competencies and related job knowledge
elements that are required for a particular job.

8. What will MED-ASSESS offer?
• General Mental Ability test
• Customizable, adaptive job knowledge test for
medical employees (e.g., ward nurses, medical
imaging nurses)
• Applicant ranking based on integrated Job
Knowledge and GMA test performance
• Automatic and tailored e-Learning content
delivery on the basis of test results
• Cutting-edge semantic technology for job
knowledge structuring, testing, and evaluation

9. Benefits of MED-ASSESS to
Organizations
• Efficient applicant screening
• Greater person – job fit.
• Cuts in selection and initial training costs
• Fully customizable tests and training modules
• Based on ONTO-HR (see www.ontohr.eu)

10. Benefits of MED-ASSESS to individuals
• Easy to access, online interface
• Easy to use and straightforward test
environment
• Comprehensive presentation of results
• Personalized learning plan for knowledge
deficiencies
• Fair and ethical testing

11. The MED-ASSESS Concept
Undeniably Job General
Unequivocally Job Specific (albeit more portable for more related occupations)
Job Job
GMA
Knowledge Performance
Education
Job Specific – Job
General

12. The META-PRACTITIONER Concept
Unequivocally Job Specific (albeit more portable for more related occupations)
Job Job
Knowledge Performance
Education
Job Specific – Job
General

13. Evidence based management
…is based on the belief that facing the hard
facts about what works and what doesn’t,
understanding the dangerous half-truths that
constitute so much conventional wisdom about
management, and rejecting the total nonsense
that too often passes for sound advice will help
organizations perform better.
Pfeffer & Sutton (2006)

14. Meta-Practitioner
• Aimed at facilitating practitioner access to
academically accrued evidence through the
automated conduct of meta-analysis

15. Systematic Reviews: Meta-analysis
Meta-analysis is a statistical technique of
summarizing and aggregating the findings of
large numbers of previous investigations into
the strength of the relationship between two or
more variables (for instance the correlation
between general mental ability and job
performance).

16. Systematic Reviews: Meta-analysis
Shaffer et al. 2006

19. Conclusions
• The importance and centrality of job
knowledge in today’s knowledge based
economy is undeniable
• Multidisciplinary approaches are needed to
tackle the challenges inherent to modeling job
knowledge

20. Research challenges
– both systems are currently mainly concerned with
explicit knowledge that has in some way shape or
form been documented. One challenge that
awaits here is facilitating the automated
processing and mapping into the ontologies of
such knowledge.
– It should be recognized that job incumbents are
likely to have significant know-how, and
incorporating this latent knowledge into either
system will be another significant challenge.

21. Research challenges
Technological challenges:
– (semi) automated ontology development
– Content development
– Validation
– Integration
• Into existing learning environments
• With educational programs
– Engaging stakeholders

22. Job Knowledge as Matchmaker
• Connecting:
– HRM, eLearning & Knowledge Management
(foster collaboration)
– Academia and industry (Science and practice)
– Employees and workplaces (Enhanced Matching)
– Policy and Education (Training)
– Government and Labor Market (Needs analysis)
http://www.ontohr.eu

23. Dr. Stefan T. Mol
Assistant Professor in Organizational Behavior
Rm. M-2.36 | Plantage Muidergracht 12
1018 TV Amsterdam | The Netherlands
T +31 20 525 5490 | F +31 20 525 4182
E s.t.mol@uva.nl | I www.abs.uva.nl/pp/stmol