Abstract
The effective and modern management of competence development, which represents a distinguishing key-factor in future Smart Cities, cannot be limited to the Learning Management exclusively, but rather be inclusive of aspects pertaining to Human Capital and Performance Management in a holistic vision that encompasses not only the sphere of operations but also the tactical and strategic levels. In particular, organizations need solutions that especially integrate Learning Management, Performance Management, and Human Resource Management (HRM). We propose an approach considering the competences as key-factors in the management and valorization of Human Capital and making use of a socio-constructivist learning model, based on the explicit (ontological) modeling of domain competences as well as a learner and didactic oriented approach. Unlike most of the current solutions, far from the proposed vision and concentrated on specific functionalities and not on the processes as a whole, the solution offered by MOMA, spin-off of the Research Group of the University of Salerno led by Prof. Salerno, is here presented as a demonstrative case of the proposed methodology and approach. A distinctive feature of our proposal, supported by the MOMA solution is the adoption of semantic technologies that for instance allows for the discovery of unpredictable paths linking them in the Knowledge Graph. Finally, we discuss how this framework can be applied in the context of the Smart Cities of the future, taking advantage of the features, enabled especially by semantics, of researching, creating, combining, delivering and using in a creative manner the resources of superior quality offered by Smart Cities.
Highlights
The War for Talent sees an increasing attention towards approaches that take into account profound relationships intervening in the management of Human Capital, corporate strategies and quality control of the competence development process (Klett & Wang, 2013)
The effective and modern management of competence development cannot be limited to the Learning Management exclusively, but rather be inclusive of aspects pertaining to Human Capital and Performance Management in a holistic vision (Klett, 2010) that encompasses the sphere of operations and the tactical and strategic levels
The ontological model enables the construction of a Knowledge Base, which can be processed in turn by the languages and tools of the Semantic Web
Summary
The War for Talent sees an increasing attention towards approaches that take into account profound relationships intervening in the management of Human Capital, corporate strategies and quality control of the competence development process (Klett & Wang, 2013). This model is adopted for the definition of training paths and supporting corporate processes, such as staff recruitment, tailored and targeted training, performance assessment, definition and application of employee reward systems, career path development, skills inventory management, and know-how protection. The Smart City concept allows new ways to learn, especially in social and collaborative way as transposed in suite that includes Human Resource Management, Performance Management and e-Learning
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More From: Knowledge Management & E-Learning: An International Journal
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