Article Preview
Top1. Introduction
In the Digital services company, In Human Resources domain, one of the most challenging problems is to affect the best profiles to the adequate project, to predict the success of collaborator and to ensure the delivery’s performance. In this paper, we propose a recommendation system based on two approaches: based-content and collaborative filtering. The aims of our proposition are:
- ▪
The proposition of a new model to evaluate the skills of collaborators
- ▪
The proposition of a recommendation system for ranking/matching collaborators profiles, with content-based and collaborative filtering to assign the potentials profiles to the adequate project (profiles who have an estimated end date of actual project assignment).
- ▪
The prediction of the collaborator’s success in the new job offer.
The measure of collective skill is taken into account through various studies. We quote on one hand the study of Janaina Macke (2016), who present an instrument to measure collectives skills in IT team and indicate four factors (Proactivity, Cooperation, Communication and Interpersonal- Relationship), on the other hand the study of Lucile Callebert (2017) who elaborate a multi-agent system that generates the behaviors of agents on the team in a virtual environment, he highlights the importance of trust for the team’s performance, the criteria of trust are (Integrity, Benevolence, technical skill) , we note that these criteria are related to the Trust Model MDS (Mayer, David, Shoorman).Our proposition aims to take into account the trust in the measure of collective skills, therefore we propose a hybrid model that assembles these two models, we examine the validity of this proposition by a survey carried out in an IT Digital services company, the objective of this survey is to define the criteria to measure collective skills from the analysis of the collected data using PCA method. These criteria will be used in the AHP function to give score for each collaborator, then allow the recommendation to the adequate project. The structure of this paper is as follows: First, we introduce the literature review, our contribution, we discuss the results, conclude in the final section indicating the perspectives of our contribution.
Top2. Literature Review
There are many works related to Skill’s management, despite the simplicity of this concept its application is complicated (Ruas, 2005). According to Bonotto (2005), there is two approaches related to this concept: individual and organizational. Otherwise, many authors take a great importance for the coordination of these skills and highlight their importance as a principal factor of success and performance (Dutra, 2007). The various studies of collective skills are based on the articulation between skills and organization by project, in the project management’s context, there are autonomous or semi-autonomous teams and groups that emerge around a common professional objective (Loufrani-Fedida, 2012).
2.1 Individual Skill:
Skill is strongly related to a goal to be achieved. Being competent means having the ability to apply one’s knowledge so that a goal could be achieved. Linked to success, skill remains inseparable from performance. This is according to Le Boterf (2003). We cannot consider that an individual is competent in himself, but rather toward a specific action. There are sometimes, specific cases when the knowledge or abilities cannot be exploited efficiently, and we cannot use it in a way that is favorable to the work that needs to be carried out. As a result, the situation highlights the real skills held by the individual.
2.2 Collective Skill:
Collective skill is a skill attributed to a collective group and or to a team autonomous or semi-autonomous teams, quality circles or informally arise when groups are articulated around a common professional objective.
Sabrina Loufrani-Fedida (2012) proposed a representation of collective skills as follows.