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D2.3: Models

D2.3 Models
HR-XML (XML FOR HUMAN RESOURCE MANAGEMENT)

HR-XML (xml for human resource management)

Human Resource represents another domain that has worked on the standardisation of the data that is manipulated in order to facilitate the design and the interoperability of Human Management systems.

Practically, the HR-XML consortium (http://www.hr-xml.org/) (a non-profit organisation) has produced a library of more than 75 interdependent XML schemas covering the major elements to be found in HR systems processes (such as Payroll, Healthcare, or Recruiting and Staffing).

Employees information in HR-XML

In HR-XML a variety of schemas that are used to represent person’s information are defined such as:

PersonName Prescribes the form of the Person Name object

PostalAddress Prescribes the form of the Postal Address

JobAndPosition The Job and Position Header specifications are high-level entities that may be used within a variety of HRM models and business processes. Both entities may be categorised into fragments such as Duties and Responsibilities, Work Policy, Requirements, and Work Schedule.

Competencies (Measurable Characteristics) The competencies schema allows the capture of information about evidence used to substantiate a competency and ratings and weights that can be used to rank, compare, and otherwise evaluate the sufficiency or desirability of a competency.

Resume The Resume specification provides a definition for an XML Resume. The Resume specification includes modules for employment, education, and military history.

Benefits Enrolment The specification supports enrolment and maintenance of human resources in (1) tier-based coverages — such as medical, dental and vision; (2) Spending Accounts — more commonly known as flexible spending accounts (FSA); and (3) rate-based coverage — such as life, short term disability, and long term disability.

Employee StockPlan The StockPlan schema defines the data used to create and maintain plan records for stock option, stock purchase, and stock award programs.

TimeExpense This specification for an "XML timecard" supports the reporting of time worked by the staffing resource performing work on the assignment over a particular time period as well as certain expenses that might be reported by contract or temporary staff.

The case of competency (Measurable Characteristics)

Let’s describe a little bit more in detail the competency facet. (see “Competencies (Measurable Characteristics) Recommendation, 2004-08-02”, http://ns.hr-xml.org/2_3/HR-XML-2_3/CPO/Competencies.html, for the complete description of this specification).

The aim of the competencies schema is to allow the capture of information about evidence used to substantiate a competency and ratings and weights that can be used to rank, compare, and otherwise evaluate the sufficiency or desirability of a competency.

HR-XML defines a competency as specific, identifiable, definable, and measurable knowledge, skill, ability and/or other deployment-related characteristic (e.g. attitude, behaviour, physical ability) which a human resource may possess and which is necessary for, or material to, the performance of an activity within a specific business context.

HR-XML defines several schemas to represent the different aspects of competency:

Competency

name – (string)
description – (string)
required – (boolean)
CompetencyId
An identification code assigned to identify or classify the Competency.
TaxonomyId
A code that identifies the taxonomy.
CompetencyEvidence
CompetencyEvidence is used to capture information to substantiate the existence, sufficiency, or level of a Competency.
CompetencyWeight
CompetencyWeight allows the capture of information on the relative importance of the Competency or the sufficiency required.
Competency
Competencies can have relationships to one another. One way that the Competencies schema allows these relationships to be expressed is through the recursive nesting of one competency inside another.
UserArea
Attribute used to extend the description with additional attributes

CompetencyId and TaxonomyId have the following structure:
id – (string) – (required)
idOwner – (string)
description – (string)

CompetencyEvidence

CompetencyEvidence is used to capture information to substantiate the existence, sufficiency, or level of a Competency. CompetencyEvidence might include test results, reports, performance appraisals, evaluations, certificates, licenses, or a record of direct observation, such as a report given by a former supervisor or other employment reference.

CompetencyEvidence
CompetencyEvidence is used to capture information to substantiate the existence, sufficiency, or level of a Competency. CompetencyEvidence might include test results, reports, performance appraisals, evaluations, certificates, licenses, or a record of direct observation, such as a report given by a former supervisor or other employment reference.

CompetencyEvidence
EvidenceIdA code that identifies the CompetencyEvidence
name – (string)
NumericValue – (val, min, max)
NumericValue is the required or desired level for the competency. The content of NumericValue is a rating value.
StringValue – (string)
SupportingInformation – (string)
Contains additional descriptive information to substantiate or clarify a rating, measure, value, etc.
dateOfIncident – (date)
The date on which the CompetenceEvidence first establishes the existence of the Competency
typeDescription – (string)
A description of the type of CompetencyEvidence.
expirationDate – (date)
The identification of any applicable expiration date, such as the date that a license or certification expires.
typeId – (string)
required – (Boolean)
lastUsed – (date)
A requirement or assertion for the date on which the Competency was last used.

CompetencyWeight

CompetencyWeight allows the capture of information on the relative importance of the Competency or the sufficiency required.

CompetencyWeight
CompetencyWeight allows the capture of information on the relative importance of the Competency or the sufficiency required.

CompetencyWeight
NumericValue
NumericValue is the required or desired level for the competency.
- value – (double)
- minValue – (double)
- maxValue – (double)
- description – (string)
StringValue – (string)
Same information as before, but represented as strings
SupportingInformation – (string)
Identifies the type of CompetencyWeight. Enumerated values are: levelOfInterest (A level of interest asserted or required for the competency) and skillLevel (A level of skill asserted or required for the competency).
TypeIdentifies the type of CompetencyWeight. Enumerated values are: levelOfInterest (A level of interest asserted or required for the competency) and skillLevel (A level of skill asserted or required for the competency).

Some examples of representation

The following examples are aimed at indicating what kind of competency information (and evidence) can be typically represented:

The following examples are aimed at indicating what kind of competency information (and evidence) can be typically represented:

Example: Competency with Years of Experience and Test Score
Example: Competency with Years of Experience and Test Score

Describes an employee who has Java as a competency.
Acme Company, using their standard Java test, tested this employee. The candidate’s test score was 89 on that test. In addition, it’s recorded that the employee has 4 years of experience using Java and on a scale from 1-100, has a score of 90 for their level of interest.

Describes an employee who has Java as a competency.
Acme Company, using their standard Java test, tested this employee. The candidate’s test score was 89 on that test. In addition, it’s recorded that the employee has 4 years of experience using Java and on a scale from 1-100, has a score of 90 for their level of interest.

Example: License as Competency Evidence
Example: License as Competency Evidence

Describes a candidate’s competency to drive a car.
The evidence used in this example is a valid driver’s license that was obtained on 12/23/1986. The measured value in this case is simply 0 or 1 (1 meaning that the candidate has it, 0 meaning they don’t).

Describes a candidate’s competency to drive a car.
The evidence used in this example is a valid driver’s license that was obtained on 12/23/1986. The measured value in this case is simply 0 or 1 (1 meaning that the candidate has it, 0 meaning they don’t).

Example: Education as Competency Evidence
Example: Education as Competency Evidence

Describes a candidate’s competency fulfilling a requirement for Bachelors Degree.
The evidence used in this example is the Bachelors Degree itself, which was obtained on 05/21/1992. The measured value in this case is simply 0 or 1 (1 meaning that the candidate has it, 0 meaning they don’t). For additional evidence, the Grade Point average for the degree is presented as additional evidence. In this case, the grade point average is 3.76.

Describes a candidate’s competency fulfilling a requirement for Bachelors Degree.
The evidence used in this example is the Bachelors Degree itself, which was obtained on 05/21/1992. The measured value in this case is simply 0 or 1 (1 meaning that the candidate has it, 0 meaning they don’t). For additional evidence, the Grade Point average for the degree is presented as additional evidence. In this case, the grade point average is 3.76.

Example: Recursive Competencies: Communication Skills
Example: Recursive Competencies: Communication Skills

Communication skills can be made up of two skills: written and oral communication skills. Written and oral communication skills are the measurable and observable skills to which an employee/applicant will be measured. In order to assess whether a person has Communication Skills, it is necessary to evaluate the person’s written and oral communication skills (the measurable and observable skills). This example weights oral communication skills higher (65 percent) than written communication skills (35 percent).

Communication skills can be made up of two skills: written and oral communication skills. Written and oral communication skills are the measurable and observable skills to which an employee/applicant will be measured. In order to assess whether a person has Communication Skills, it is necessary to evaluate the person’s written and oral communication skills (the measurable and observable skills). This example weights oral communication skills higher (65 percent) than written communication skills (35 percent).

Example: Describing Language Skills
Example: Describing Language Skills

One type of skill that is important for many jobs is that of language. It is not sufficient to say that someone is fluent in a language. It is important, especially when looking at what an employee is required to do for a particular job, to look at how the language skill is being used. It may be very important for the individual to know how to read a particular language but there may not be any need to be able to write or to speak it. In other jobs, it may be important to be able to speak a particular language but there may not be any need to be able to write or read in that language.

One type of skill that is important for many jobs is that of language. It is not sufficient to say that someone is fluent in a language. It is important, especially when looking at what an employee is required to do for a particular job, to look at how the language skill is being used. It may be very important for the individual to know how to read a particular language but there may not be any need to be able to write or to speak it. In other jobs, it may be important to be able to speak a particular language but there may not be any need to be able to write or read in that language.

Example: Direct Observation as Competency Evidence
Example: Direct Observation as Competency Evidence

There are certain skills that need to be assessed, evaluated and evidenced through direct observation. One example of this would be customer service. A manager may observe an employee dealing with customers and notice how the employee treats the customers. It may be difficult to test for customer service and it may be difficult to assess customer service based only on customer feedback.
There are certain skills that need to be assessed, evaluated and evidenced through direct observation. One example of this would be customer service. A manager may observe an employee dealing with customers and notice how the employee treats the customers. It may be difficult to test for customer service and it may be difficult to assess customer service based only on customer feedback.

Note: The xml description of these examples (that can be found in “Competencies (Measurable Characteristics) Recommendation, 2004-08-02”), have been omitted for reasons of simplicity, and also because the objective of this document is not to provide description of the specifications, but rather indicate what kind of information (categories of information, level of details) these specification can represent.

Note: The xml description of these examples (that can be found in “Competencies (Measurable Characteristics) Recommendation, 2004-08-02”), have been omitted for reasons of simplicity, and also because the objective of this document is not to provide description of the specifications, but rather indicate what kind of information (categories of information, level of details) these specification can represent.

Copyright notice, the HR-XML Consortium

This copyright notice is provided for the content of the previous chapter that contains some parts of the HR-XML documents.
This copyright notice is provided for the content of the previous chapter that contains some parts of the HR-XML documents.

This HR-XML Consortium Work (including specifications, documents, software, and related items) is provided by the copyright holders under the following license. By obtaining, using and/or copying this work, you (the licensee) agree that you have read, understood, and will comply with the following terms and conditions.
Permission to use, copy, modify, or redistribute this Work and its documentation, with or without modification, for any purpose and without fee or royalty is hereby granted, provided that you include the following on ALL copies of the software and documentation or portions thereof, including modifications, that you make:
1. This notice: "Copyright the HR-XML Consortium. All Rights Reserved. http://www.hr-xml.org/"
2. Notice of any changes or modifications to the HR-XML Consortium files.

THIS WORK, INCLUDING SPECIFICATIONS, DOCUMENTS, SOFTWARE, OR OTHER RELATED ITEMS, IS PROVIDED "AS IS," AND COPYRIGHT HOLDERS MAKE NO REPRESENTATIONS OR WARRANTIES, EXPRESS OR IMPLIED, INCLUDING BUT NOT LIMITED TO, WARRANTIES OF MERCHANTABILITY OR FITNESS FOR ANY PARTICULAR PURPOSE OR THAT THE USE OF THE SOFTWARE OR DOCUMENTATION WILL NOT INFRINGE ANY THIRD PARTY PATENTS, COPYRIGHTS, TRADEMARKS OR OTHER RIGHTS.
COPYRIGHT HOLDERS WILL NOT BE LIABLE FOR ANY DIRECT, INDIRECT, SPECIAL OR CONSEQUENTIAL DAMAGES ARISING OUT OF ANY USE OF THE SOFTWARE OR DOCUMENTATION.
TITLE TO COPYRIGHT IN THIS WORK AND ANY ASSOCIATED DOCUMENTATION WILL AT ALL TIMES REMAIN WITH COPYRIGHT HOLDERS.
This HR-XML Consortium Work (including specifications, documents, software, and related items) is provided by the copyright holders under the following license. By obtaining, using and/or copying this work, you (the licensee) agree that you have read, understood, and will comply with the following terms and conditions.
Permission to use, copy, modify, or redistribute this Work and its documentation, with or without modification, for any purpose and without fee or royalty is hereby granted, provided that you include the following on ALL copies of the software and documentation or portions thereof, including modifications, that you make:
1. This notice: "Copyright the HR-XML Consortium. All Rights Reserved. http://www.hr-xml.org/"
2. Notice of any changes or modifications to the HR-XML Consortium files.

THIS WORK, INCLUDING SPECIFICATIONS, DOCUMENTS, SOFTWARE, OR OTHER RELATED ITEMS, IS PROVIDED "AS IS," AND COPYRIGHT HOLDERS MAKE NO REPRESENTATIONS OR WARRANTIES, EXPRESS OR IMPLIED, INCLUDING BUT NOT LIMITED TO, WARRANTIES OF MERCHANTABILITY OR FITNESS FOR ANY PARTICULAR PURPOSE OR THAT THE USE OF THE SOFTWARE OR DOCUMENTATION WILL NOT INFRINGE ANY THIRD PARTY PATENTS, COPYRIGHTS, TRADEMARKS OR OTHER RIGHTS.
COPYRIGHT HOLDERS WILL NOT BE LIABLE FOR ANY DIRECT, INDIRECT, SPECIAL OR CONSEQUENTIAL DAMAGES ARISING OUT OF ANY USE OF THE SOFTWARE OR DOCUMENTATION.
TITLE TO COPYRIGHT IN THIS WORK AND ANY ASSOCIATED DOCUMENTATION WILL AT ALL TIMES REMAIN WITH COPYRIGHT HOLDERS.

References

“Competencies (Measurable Characteristics) Recommendation, 2004-08-02”, http://ns.hr-xml.org/2_3/HR-XML-2_3/CPO/Competencies.html,
“Competencies (Measurable Characteristics) Recommendation, 2004-08-02”, http://ns.hr-xml.org/2_3/HR-XML-2_3/CPO/Competencies.html,

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