A pattern model for assessing work competencies using petri nets

This paper presents a formal framework for human behavior modeling, analysis and validation. It proposes a competencies model for representing the position profile of an employee/candidate and it uses the Hierarchical Decision Process Petri nets (HDPPN) for simulating the behavior of an employee/candidate in a given business process. The competencies model consists of a definition model, an evaluation process model, and a graphic representation model. The most critical activity in the development and the design of a position profile is that of a business process model. Business process modeling is based on a business strategy transformation, where high-level business strategies are refined up to the point that they can be described in terms of the activities (needed to achieve a certain tactical business strategy given only in terms of goals and strategies). Every position profile is designed to take into account its corresponding business processes. In this sense, each activity of a given process is associated with a competency. Consequently, each competency is transitively aligned with the business strategy. The competencies model provides a tool to define an "employee prototype" (ideal or expected employee) in terms of competencies. The evaluation process is implemented by partition functions which are defined by features that are mostly qualitative: classes, competencies, sub-competencies. For evaluating an "employee prototype" we establish metrics to rate the domain degree (the minimum expected value) needed to satisfy the sub-competencies of the profile. Metrics consist of a measurement scale and a measurement method. They are preferably measured qualitatively by using certainty linguistic values, without discarding quantitative measurement. For assessing an employee/candidate, we use psychological tools (tests, interviews, assessment center, etc.) to rate the sub-competencies of the partition functions. As a result of the evaluation process, the model produces a "closeness degree" of how close the applicant is to what is expected from an "ideal" employee. To represent the assessments, we proposed a special pie chart, where each slice (or partition) represents a competency. The HPPN is used to validate the performance of an applicant imitating the possible behavior of an employee/candidate in the business process. As a result, the HDPPN generate the utility value associated to the simulated behavior of the "employee prototype." It considers the value of the competencies determined in the position profile, producing a weighted utility value for each competency. As a final point, it is obtained approach of how close the behavior is of the applicant to what is expected from an "employee prototype" in the business process. A software tool implements the model of the competencies. For illustration purposes an application example is given.