Evolving VirtuE

One of the most attractive aspects of virtual enterprises is their agility: the inherent ability to adapt and evolve in response to changing market conditions. Evolving VirtuE is a formal framework within which such agility can be realized. Through the concepts of enterprise time, activity logging, and log mining, the recent behavior and performance of an enterprise may be studied,and corresponding evolutionary steps can be induced. These steps may be intended to benefit the operation of individual enterprise members, as well the enterprise as a whole. In addition, we examine enterprise creation, a period of rapid evolution that concludes when the enterprise reaches stability and begins transacting its business activities.One of the most attractive aspects of virtual enterprises is their agility: the inherent ability to adapt and evolve in response to changing market conditions. Evolving VirtuE is a formal framework within which such agility can be realized. Through the concepts of enterprise time, activity logging, and log mining, the recent behavior and performance of an enterprise may be studied,and corresponding evolutionary steps can be induced. These steps may be intended to benefit the operation of individual enterprise members, as well the enterprise as a whole. In addition, we examine enterprise creation, a period of rapid evolution that concludes when the enterprise reaches stability and begins transacting its business activities.Monograph's chapter

Formalisation and use of competencies for industrial performance optimisation : a survey.

For many years, industrial performance has been implicitly considered as deriving from the optimisation of technological and material resources (machines, inventories,...), made possible by centralized organisations. The topical requirements for reactive and flexible industrial systems have progressively reintroduced the human workforce as the main source of industrial performance. Making this paradigm operational requires the identification and careful formalisation of the link between human resource and industrial performance, through concepts like skills, competencies or know-how. This paper provides a general survey of the formalisation and integration of competence-oriented concepts within enterprise information systems and decision systems, aiming at providing new methods and tools for performance management

Exploring the Application of Profile Theory Based Strategy for Managing Talent Positioning in a Nigerian Higher Education Institution

Brain drain has been the main cause of academic staff attrition in Nigeria Higher Education Institutions which results in talent void. This circumstance has left HEIs to grapple with the challenge of managing the consequences of talent void among faculty in areas of course/module allocation, project supervision and recruitment of new talents to fill the vacuum occasioned by brain drain. This loss of experienced academics remains a challenge to institutions of higher learning in particular and often culminates in disruptive academic service delivery. In a proactive approach to manage the fallouts of talent void in HEIs, this research proposes a talent management strategy based on application of Profile theory to manage talent positioning in a higher education institution in Nigeria in order to cope with evolving workforce. The research specifically had its focus on three scenarios; talent recruitment, project supervision, and course/module allocation. The research used a mixed method of inquiry involving five departments in a single institution in which two sets of data were collected. The first set of data collection involved survey using questionnaire and interview. While simple descriptive statistics was used in analysing the questionnaire, Soft System Methodology was used in interpreting and analysing the qualitative data in order to gain rich contextual understanding of the problem situation. The second set of data collection involved anonymous artefact representing candidates’ attributes used for modelling candidates profile for capability and compatibility. The profile theory based talent management strategy was developed and evaluated using Importance-Satisfaction analysis model. Specifically, profile theory modelled candidates’ characteristics/attributes for talent identification and made distinctive talent identification where ties occurred based on capability and compatibility This research contributes to body of knowledge in two ways. First, it demonstrates how Talent Management approach can mitigate the impact of brain drain and other forms of employee turnover in HEI. Second, it also explores and demonstrates how profile theory tool can be applied in filling talent void and allocation of duties as a strategy for talent positioning within academic roles in a HEI