A fuzzy model of the evaluation process

Robust competence assessment for job assignment

“…Other works are more precisely oriented on the process of evaluating competences: (Cannavacciulo, Capaldo, Ventre, Volpe, & Zollo, 1996) uses fuzzy logic for modelling the activity of competence evaluation. Pépiot et al (2008) focus on the modelling of elementary competences, then on their aggregation in order to define a ''global'' competence on a given domain using fuzzy inference, while in Rozewski and Malachowski (2009), a fuzzy competence model is used for providing a detailed, behavioural description of the employee's characteristics required to effectively perform a task.…”

“…How these various references address the requirements listed in the introduction is shown in Table 1. If most of these studies aim at allocating people to tasks, jobs or positions, others have a different goal, like the evaluation of the employees (Cannavacciulo et al, 1996;Zemkova, 2008), Competence Management (Pépiot et al, 2008) or performance prediction (Poveda & Fayek, 2009). Only few studies (Cannavacciulo et al, 1996;Huang et al, 2009) address the (minor) requirement concerning the possibility to modify a linguistic label using a fuzzy operator.…”

Formalisation and use of competencies for industrial performance optimisation: A survey

“…The fuzzy approach is flexible enough to incorporate and combine various criteria; it also has the advantage of allowing an integration of subjective aspects which may be required for the evaluation process. An alternative fuzzy approach with similar objectives has been developed in [12]. Finally, complementary contributions use the results of individual evaluations to provide a better visibility of the potential of competencies available within a firm.…”

“…However, after a close analysis of these applications, we can clearly point out that the operational use of competence models is still in an emerging phase. Table 2 underlines the lack of tools allowing a professional use of such concepts 12 . There is still an important need of knowledge and know-how transfer from academic studies to industrial applications.…”

“…A competency is still described as a simple "label", i.e. an entry in a competence list, where each competency is characterised by a quantitative 12 We have not listed the numerous commercial software tools dealing with "competence management", these products being mainly dedicated to the Human Resources departments and hardly able to make a link between competence and industrial processes. evaluation.…”