Competence development for agile teams in digital working environments This project is about developing approaches to enable companies to optimally staff so-called agile teams in digital working worlds and to improve their work. To this end, competencies for agile teamwork in the context of digital work environments will be identified and made available in a database with instruments for measuring relevant competencies. Furthermore, a method is developed that uses semantic language analysis to simplify the elicitation process of competency assessment, and an analysis of competency profiles is developed. Application examples help to capture these competencies. A guide with relevant models and methods is intended to support companies in the introduction of predictive competence management and future-oriented team staffing. Current measurement instruments and methods in personnel and organizational research are adapted for application in the company and tested using test data.

Practice-oriented framework for agile teams

The project aims to develop a practice-oriented framework for predictive competence management for agile teams that enables companies to manage the transition to agile teamwork in digital work environments. Specific goals include:

• Identification and operationalization of competencies for agile teamwork in the context of digital work environments Making available a database with instruments for measuring relevant competencies

• Method for simplifying the elicitation process of competency assessment using semantic language analysis

• Methodology for analyzing competency profiles

•  Show-case applications for collecting competencies using semantic text analysis and for analyzing competency profiles based on fuzzy-set Qualitative Comparative Analysis 

• models and methods, and a guide to designing predictive competency management and future-oriented team staffing 

The objectives are achieved by State-of-the-art measurement tools and methods in human resources and organizational research and empirical methodology are taken up, further developed and adapted for application in the company and tested using test data.

In the process, data on competencies of employees will be evaluated, in part newly collected with the goal of a significant dimension reduction. Exemplary data evaluations are to be implemented and evaluated. Apart from the identification of the most important authority the procedure of the Kompetenzerfassung is to be radically simplified from a once annually written statement to the current collection by means of language evaluation and text analysis.

By the planned measures the basis for a temporally efficient collection and analysis of the authority in enterprises is carried out, which corresponds to the modern state of the art . The methods and models to be developed should enable companies to operate predictive competence management in the future instead of an administrative competence management. The project is both practically and scientifically innovative, as predictive HR analytics is much discussed but still in its infancy. 

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Practical framework for agile teams

The project aims to develop a practice-oriented framework for predictive competency management for agile teams that enables organizations to manage the transition to agile teamwork in digital work environments. Specific goals are:

• Identification and operationalization of competencies for agile teamwork in the context of digital work environments Making available a database with instruments for measuring relevant competencies

• Method to simplify the elicitation process of competency assessment using semantic language analysis

• Methodology for analyzing competence profiles

• Show-case applications for capturing competencies using semantic text analysis and for analyzing competency profiles based on fuzzy-set Qualitative Comparative Analysis

• models and methods, and a guide to designing predictive competency management and future-oriented team staffing 



The objectives are achieved by taking up state-of-the-art measurement tools and methods in human resources and organizational research as well as empirical methodology, developing them further, adapting them for application in the company, and testing them using test data.



This involves evaluating data on competencies of employees, in part newly collected with the goal of a significant dimension reduction. Exemplary data evaluations are to be implemented and evaluated. In addition to the identification of the most important competencies, the procedure of competency assessment is to be radically simplified from a once-a-year written statement to the ongoing survey by means of language assessment and text analysis.



The planned measures will provide the basis for a time-efficient survey and analysis of competencies in companies, which corresponds to the state of the art . The methods and models to be developed should enable companies to operate predictive competence management in the future instead of an administrative competence management. The project is both practically and scientifically innovative, since predictive HR analytics is much discussed, but still in its infancy.