HEP-Online
How It Works
HEP online has three different dashboards depending on user role. The first one, is the general user, called MP (motivated person). Here, HEP users are motivated by giving them the opportunity to choose tasks and manage their own competence journey.
The second is the Leader dashboard, designed for the manager role, or if the organization is self-organized, Teal or sociocratic. There is also a particular type of leader, called the Competence Lead. This is a very useful role in a modern organization, where there are no formal managers. Instead, people are responsible for their own competence development.
Then the third user role is represented by HR, OD, general management or the top circle. This dashboard is aimed for viewing aggregated information about knowledges, competences, competence journeys and people’s aspirations.
User Dashboard
As user, I am in charge of my competence development, my learning and assignments. The system provides me with data that I can use to improve myself and to search for collaboration.
01.
About Me
My personal information such as availability, role, location
02.
Knowledge & Competence Abilities
The knowledge that I use, the knowledge that I have, but don’t use, and the knowledge that I would like to acquire. As a fourth dimension, also a summary of my special interests
03.
Competence Development
My competence journey and a list of my competence development activities
04.
Available Tasks and Roles
I actively review any open tasks and roles, to see if they fit my profile. I also receive requests that the system selects
Leader Dashboard
As a Leader, I can manage and provide competence to teams, projects or circles. The system allows me to perform data driven decision making to secure the right person at the right place
01.
Scan for Talents
I scan for knowledge and skills and visualize the fit-gap analysis that the system creates
02.
Define Tasks
Define a desired competence profile for a task or role, based on the nature of the task, context, and culture
03.
Connect
The algorithms from the system give me data to connect the right people with the right job. I also take peoples aspirations into consideration
04.
Define Context and Culture
The system provides the assessment, so I can define the organizational context and culture
Features for HR / Management / OD
I can follow up, predict, analyze and make strategic decisions regarding competence usage with the help of the system
01.
Predict Engagement
I visualize and predict engagement, based on utilization of competence and competence journeys
02.
Keeping Track of Current Competence
The system intelligence provides information about weakness and strength regarding competence, as well as a snapshot of the knowledge levels within the organization
03.
Follow up on Investments
I can follow up on investments and impact related to competence development activities
HEP-Online is for
HEP-online is unique in that it has several user types and system roles. All the measurements, fits and predictions are made applying the same algoritms to these different perspectives.
Co-worker / Job seeker
Co-worker / Job seeker
- Understand what knowledge is required to do a job or get a role
- Knowledge assessment
- Show knowledge areas and levels for others
- Highlight aspirations and interests
- Competence ability assessment
- Understand which skill set is needed for a specific job or task
- See open opportunities and apply for them
- Support mobility
- Gain insights of others knowledge areas, levels and aspirations
- Be transparent about availability
- Plan and follow up on competence development activities
- Take control of own competence
- Seek for people that have specific knowledge for collaboration and consultation
Co-worker / Job seeker
Co-worker / Job seeker
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Understand people’s knowledge level within an organization - Find hidden knowledge
- Understand what people want to do and learn
- System support for verification of knowledge
- Understand the strengths and weaknesses in the organization relating to knowledge
- Find the right person for the right job
- Support staffing and recruitment
- Support the competence development process and follow up on investments
- Describe the competence needed for roles and tasks based on the nature of the task and organisational culture
- Gain Insights of organizational culture and context
- Predict engagement based on competence utilisation
Leader / Manager / Taskowner / Recruiter
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Follow up on competence development investments - Predict engagement based on competence utilisation
- Evaluate people’s aspiration to develop
- Competence assessment within the organisation
- Gain insights on organizational culture and context
- Evaluate strengths and weaknesses on an organizational and team level from a skills perspective
- Evaluate strengths and weaknesses on organizational and team level from a knowledge perspective
- Follow up on competence utilisation
- Understand future competence needs
