HR-XML Competency

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HR-XML Competency Definition

Introduction

Nota: The Competency Definitions specification is a provisional 3.2 release. Based on feedback from the HR community, it may be necessary to make non-backwards compatible changes in future 3.X releases.

The CompetencyDefinitions noun is intended to support the communication of competency definition content. The specification is intended to be used to provision talent management systems with competency content required for recruiting, employee development, appraisals, performance management, succession planning, and other human capital management activities.

This specification relies on the concept of "reusable competency definitions" (RCDs). RCDs are described and formally defined in IEEE Std 1484.20.1-2007 IEEE-RCD, Data Model for Reusable Competency Definitions, and in the precursor specification, IMS Reusable Definition of Competency or Educational Objective (RDCEO). The basic idea behind an RCD is to represent the semantics of an individual competency, independently of its use in any particular context. Competency taxonomies and position competency models can be constructed by referencing a collection of atomistic RCDs.

http://ns.hr-xml.org/schemas/org_hr-xml/3_2/Documentation/Guidelines/ch12.php

General information

(see Example source guidance)

information to be gathered details
Name / title of source/model and version if applicable Competency Definitions
Stakeholder HR-XML community, no other stakeholder currently identified
URL http://ns.hr-xml.org/schemas/org_hr-xml/3_2/Documentation/Guidelines/ch12.php
Orientation Competency management
Explicit / implicit Explicit
Organisational competence Flat structure, possibility to use identifiers
Number of people currently affected Unknown
User communities HR-XML community
Significant use cases The specification is intended to be used to provision talent management systems with competency content required for recruiting, employee development, appraisals, performance management, succession planning, and other human capital management activities.
Significant business cases Unknown
Sample materials http://ns.hr-xml.org/schemas/org_hr-xml/3_2/Documentation/Guidelines/ch12s03.php
Key features influencing uptake Relationship (internal to create competency framework / external with job positiondefinition and other related specification related to EPM and Candidate)

Features

(see the Features page or the separate pages for each feature)

N Features ? notes
00 More than one model 0
Contains structured information about the semantics associated with a one or more competencies. A Reusable Competency Definition (RCD) is reusable in that it is without a specific context. In other words, it is a definition of a competency not yet associated with a person profile, position, or learning object. Anyway the structure allows only to build a flat list of competencies definitions. 
01 Identifiers 1  
02 Hierarchy (internal) 1
This is only a list of competencies at the same level, anyway using the classification code it might be able to define dependencies or relation between competencies.
03 Internal relationships 0
 
04 External relationships 0  
05 Conditionality / optionality 0
 
06 Text syntax 0
 
07 Structured identifiers 1
it could be supported even if not specified
08 Classification 1
 
09 Level attribution 0  
10 Level definition 0
 
11 Context 1
 
12 Evidence and assessment 0
 
13 Extensions 1
It is possible to use XML Schema wildcard extensions or the dedicated "Additional Item" element
14 Profiles 1
XML schema could be profiled in many ways.
15 Adaptation 0
 
16 Definition by example 1
 
17 Learning resources 0
 
18 Learner records 0
 
19 Multilinguality 1
 

Any other or longer information

Guidance requirements

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  1. Jun 17, 2012

    Jad Najjar says:

    I think "Organisational competence" in table above should be revisited. 

    I think "Organisational competence" in table above should be revisited.