Weighted Competence Scoring for Organizational Assessment
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Solution Overview
Problem
Conventional methods for assessing organizational competence fail to provide clear, objective comparisons between different organizational units and often result in lengthy, complex reports that are not thoroughly read, making it difficult to identify areas for improvement.
Innovation Solution
A computer-based method calculates weighted scores for organizational units based on defined questions, allowing for direct comparison of competence levels across units with different responsibilities and expertise, and generates graphical representations to visualize deficiencies and differences.
Engineering Contradictions & Design Principles
Engineering Contradiction Analysis
1Measurement precision
If conventional assessment methodologies are used, then comprehensive assessment data is collected, but the reports become lengthy and complex making them difficult to read and understand
Solution Approach 1:
The patent segments the organization into multiple organizational units and assesses each unit separately with unit-specific questions and weighting. This segmentation allows the comprehensive assessment to be divided into manageable components, each producing focused results that can be easily understood while collectively providing complete organizational coverage.
Solution Approach 2:
The patent transforms assessment results into standardized competence levels with numerical scores and graphical representations. By changing the parameter representation from detailed textual reports to quantified competence levels displayed graphically, the system maintains comprehensive assessment data while presenting it in a simplified, easily interpretable format.
2Loss of information
If conventional assessment reports are produced, then detailed assessment information is provided, but it becomes difficult to objectively compare different organizations
Solution Approach 1:
The patent converts detailed assessment information into standardized competence level parameters with numerical scores. This parameter transformation enables objective comparison between different organizations by expressing diverse assessment data in a common quantitative framework, while the underlying detailed information is preserved in the assessment database for reference.
Solution Approach 2:
The patent creates a universal assessment framework that can be applied across different organizations and organizational units using consistent methodology, questions, and scoring. This universality enables objective comparison between competitors while maintaining the ability to assess specific unit details, as the same framework serves multiple organizations simultaneously.
3Adaptability or versatility
If conventional assessment methods are used for organizations with multiple organizational units, then individual unit assessments are conducted, but direct comparison between units with different responsibilities is not possible
Solution Approach 1:
The patent applies local quality by tailoring assessment questions and weighting to each organizational unit's specific responsibilities and functions. Each unit is assessed with relevance to its particular role, ensuring accurate measurement of unit-specific competence while the standardized competence level framework enables comparison across all units despite their different functions.
Solution Approach 2:
The patent transforms unit-specific assessment results into standardized competence level parameters. By converting diverse unit assessments into a common parameter framework with comparable scores and graphical representations, the system enables direct comparison between units with different responsibilities while preserving the adaptability to assess each unit according to its specific characteristics.
Data Source
AI summary
Stored in a computer are scores related to answers given by human representatives of organizational units in response to defined questions. For the organizational units, total scores and weighted total scores are calculated. The weighted total scores are calculated by adding up weighted maximum scores assigned to the questions, the weighted maximum scores depending on the respective organizational unit and the respective question. Competence levels of the organizational units are calculated by scaling the total scores of the respective organizational unit to a scale of competence reaching from zero to a maximum competence. The maximum competence corresponds to the weighted total score calculated for the respective organizational unit. The computer generates a graphical representation of the competence levels for multiple organizational units of a particular organization. In one common graph, the competence levels are visualized so that deficiencies of the competence levels from the maximum competence as well as differences between the competence levels of the organizational units are visualized.