Research on Human Resource Competency Model of Logistics

Enterprises Based on Temporal Ontology

Xiaoyan Chen

School of Business Administration, Wuhan Business University, Wuhan, China

Keywords: Temporal Ontology, Logistics Enterprises, Human Resources, Competence.

Abstract: Research on Human Resource Competency Model of logistics enterprises based on temporal ontology, a

general temporal ontology model is constructed, and a temporal data representation method of human

resources based on temporal ontology is proposed and applied to the prediction process. The temporal data

representation method can show the time information in the data more carefully, and combined with SWRL

rules, the accuracy of reasoning results is higher.

1 INTRODUCTION

Logistics enterprises can not improve the overall

modernization level and their competitiveness

overnight. They must take key fields, key

technologies and core talents as the breakthrough.

Talent is one of the basic elements of logistics

enterprises. The competition among enterprises has

gradually evolved from the competition of industrial

technology content and management level to the

competition of enterprise talents. The middle and

senior managers of enterprises are the core employees

of enterprises, which often directly determine the

success or failure of enterprises. The recruitment of

middle and senior managers is the main channel for

enterprises to obtain key talents, which directly

affects the healthy growth and future development of

logistics enterprises. Enterprises often invest a lot of

human and financial resources in the recruitment fair

of middle and senior managers. Therefore, the

success of recruitment is not only related to the

introduction of suitable talents, but also affects the

future development of enterprises, it is also related to

the cost-effectiveness of enterprises. At present,

when recruiting middle and senior managers,

logistics enterprises often judge the personnel

matching degree based on simple job analysis and

combined with the applicant's educational

background, professional knowledge, skill level and

work experience, rather than making recruitment

decisions through comprehensive consideration of

the applicant, and there is no effective evaluation of

the applicant's internal motivation and core

competence, There is no application of competency

model in the recruitment of middle and senior

managers in logistics enterprises (SKILLEN, 2014).

Logistics enterprises are the basic components of

modern logistics industry. It has the characteristics of

many employees, strong market flexibility and wide

distribution, but its development degree does not

occupy an advantage in the competition of logistics

market for a long time, its development speed is slow

and its development level is not high. China's

logistics enterprises have a long way to go in

speeding up their own modernization and

modernization, strengthening exchanges and

cooperation with foreign logistics giants in terms of

talents, technology, management and ideas, focusing

on their main business, improving service level and

strengthening international competitiveness. The

research content of this topic can not only guide the

recruitment practice of logistics enterprises for

middle and senior managers, but also promote the

transformation of the recruitment mode of the whole

industry to a more scientific and perfect direction

(Wang, 2013).

At present, the competition of talents has become

the main aspect of the comprehensive

competitiveness at the national and enterprise levels.

For an enterprise, talents have increasingly become

an important embodiment of its core competitiveness

and an important indicator of the comprehensive

strength and overall level of the enterprise, which

makes the introduction and maintenance of key

talents of the enterprise particularly important. In

particular, logistics enterprises, because they belong

to labor-intensive industries, have large talent

mobility and low attention to talents for a long time,

706

Chen, X.

Research on Human Resource Competency Model of Logistics Enterprises Based on Temporal Ontology.

DOI: 10.5220/0011755900003607

In Proceedings of the 1st International Conference on Public Management, Digital Economy and Internet Technology (ICPDI 2022), pages 706-711

ISBN: 978-989-758-620-0

 2023 by SCITEPRESS – Science and Technology Publications, Lda. Under CC license (CC BY-NC-ND 4.0)

resulting in a serious lack of high-quality all-round

talents in the logistics industry. Therefore, middle and

senior managers in key positions often play a decisive

role in the rise and fall of enterprises. How logistics

enterprises can recruit managers who are consistent

with the enterprise's strategic culture and values, the

highest matching with vacant posts and have the best

performance level in the future, and improve their

competency level and contribution to the

organization to the greatest extent is an urgent

problem for each logistics enterprise. It can make a

scientific prediction of its future performance in

combination with its previous performance. This

leads to the lack of scientificity and practicability of

employment decision-making, which will not only

lead to the rejection of some really suitable

candidates, but also reduce the recruitment efficiency

and accuracy. In view of the shortcomings of the

traditional recruitment model of logistics enterprises,

a new talent recruitment model is needed to guide the

recruitment of middle and senior managers of

logistics enterprises. The competency model provides

an effective method for the recruitment of middle and

senior managers in logistics enterprises. According to

the actual situation of China's logistics enterprises,

combined with the relatively mature competency

model, this paper studies the method of using

competency model in the recruitment of middle and

senior managers in China's logistics enterprises,

studies and summarizes three main competency

models of logistics enterprises, and summarizes the

core competency characteristics that have an

important impact on the performance of middle and

senior managers in logistics enterprises, and establish

a recruitment system accordingly. The recruitment

system of middle and senior managers in logistics

enterprises based on competency model can not only

make logistics enterprises recruit managers with the

best matching degree according to their own strategic

culture, but also improve the competitiveness of

enterprises as a whole. (LEE, 2017)

In the field of management, the earliest research

on competency was carried out by Taylor, the "father

of scientific management". His research on "scientific

management" was called "management competencies

movement" at that time. Taylor's view is that the

management of enterprises can be studied with the

knowledge of physics. As early as 1911, Taylor

observed the practical activities of factory workers.

After long-term research, he found that there was a

big gap between different employees in completing

the same work. The work efficiency and quality of

better performing workers and worse performing

workers are very different. Therefore, he proposed for

the first time to evaluate the daily work of workers

through the application of time and action analysis,

so as to delimit the constituent elements of workers'

competency. On this basis, a more complete and

standardized operation process is constructed, and

finally the purpose of improving workers' work

efficiency is achieved.

2 HUMAN RESOURCE

COMPETENCY MODEL OF

LOGISTICS ENTERPRISES

The research on the competency model of human

resources in logistics enterprises in China began in

1998. An article on competency appeared for the first

time in the Journal of psychology. In the article

"evaluation and quantitative evaluation method of

management cadres in the communication industry",

the job evaluation of managers in the post and

telecommunications industry was applied according

to the targeted competency characteristics. In the late

1990s, Chinese scholars began to conduct theoretical

research on the competency model in order to explore

a competency model that can be used by Chinese

enterprises and help enterprises improve

management efficiency and overall competitiveness

according to the specific situation of China.

In 2003, Professor Wang Chongming and

Professor Chen minke of Zhejiang University

summarized the basic competency characteristics of

middle and senior managers through the practical

application of the "position analysis method based on

Competency Model" and the interview and

investigation of middle and senior managers in more

than a dozen domestic science and technology

enterprises, and pointed out that due to the different

positions and managers, Their competency

characteristics are also different. In addition, by

constructing the competency model of enterprise

managers under China's economic conditions at that

time, Professor Wang Xiaojun proposed eight

dimensions that middle and senior managers should

have competency characteristics. And try to predict

the future performance of managers (PHAN, 2017).

In 2004, Professor Yao Xiang and Professor

Wang Lei of Peking University conducted a

questionnaire survey on the project managers of it R

& D department, summarized the competency

characteristics and internal requirements of IT

enterprise project managers, and discussed how to

apply the competency model to the recruitment and

training of IT enterprise project managers. In 2005,

Research on Human Resource Competency Model of Logistics Enterprises Based on Temporal Ontology

707

professors Zhang De and Wei Jun of Tsinghua

University studied the customer managers of

commercial banks. This paper discusses the

competency model corresponding to the customer

manager of commercial banks, and summarizes six

basic competencies that the customer manager of

commercial banks should have by interviewing

managers of several commercial banks. In 2006,

Professor Wang Chongming and Professor Liu

Xuefang of Zhejiang University studied the

competency model of family enterprise successors,

this paper puts forward the key competency items that

family business successors should have and the

evaluation criteria of whether family business

successors are qualified or not. In the same year, Zhao

Hui, Huang Xiao and Wei Xiaojun studied the

competency of Party and government leading cadres,

basically summarized the professional quality and

competency of Party and government leading cadres

under the current situation in China, and established

the competency model of Party and government

leading cadres. (CHICCO, 2016)

In 2007, Zhao Shuming and Du Juan studied the

competency elements and evaluation criteria of

enterprise managers, put forward the evaluation

theory of the competency of middle and senior

managers, summarized the previous research on

management competency, and laid a foundation for

the future research on manager competency

(MANIU, 2013).

In recent years, domestic researchers' research on

competency model theory has gradually expanded to

all fields and levels, and are committed to the further

development and application of competency model.

Competency model has gradually been used by more

organizations in human resource management

practice. At that time, under the background of the

transformation of enterprise organization and

management mode, the overall professionalization of

managers and the high enthusiasm of management

theory research, western countries have made rapid

progress and great achievements in the research of

competency and competency model, and their

theoretical achievements have been fully applied in

the practice of enterprise human resource

management. The research on competency and

competency model in China began under the

background of the comprehensive reform of state-

owned enterprises in the process of economic system

transformation, mainly through the introduction and

reference of foreign theoretical achievements and

research. Some progress has been made in the

exploration of the application of relevant theories to

practice, but there is still a big gap compared with

foreign countries, A systematic and comprehensive

theoretical system has not yet been formed.

Figure 1: Improved organizational ontology structure.

3 CONSTRUCTION OF HUMAN

RESOURCE COMPETENCY

MODEL OF LOGISTICS

ENTERPRISES BASED ON

TEMPORAL ONTOLOGY

In terms of content, employee data mainly has two

time types:

(1) Effective time: refers to the time when an

event or object occurs or exists in reality. If an

employee starts in 2017 and leaves in 2018, the data

about the employee is only valid between 2017 and

2018.

(2) Transaction time: refers to the time when an

event or object is recorded, updated, or deleted in the

data.

In addition, employee data also has other time

characteristics, including absolute / relative, concave

convex, multi granularity, periodicity, etc.

3.1 Absoluteness/ Relativity of Time

The absoluteness of time refers to the time expressed

in numbers. For example, the employee's entry time

is "September 18, 2018". Relativity means that there

is no precise time expression. If employees who are

employed before 2018 are selected, the relative time

is before 2018.

3.2 Concavity and Convexity of Time

It refers to the continuity and discreteness of time.

From the perspective of salary, the annual salary of

employees will change every year, so the salary

change is continuous. From the perspective of

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professional title, there is no obvious law of

professional title promotion, and the time is

uncertain. Only when the promotion conditions are

met can there be promotion qualification. In addition,

employees may be promoted once or twice during

their tenure, or even not. Therefore, the promotion of

employees' professional titles is discrete.

3.3 Multi Granularity of Time

The length of time indicated by the data is different.

The time cycle of human resources includes short-

term, medium-term and long-term. The

corresponding time granularity can be divided into

day, month and year.

3.4 Periodicity of Time

It refers to the regular fluctuation of the time

represented by the data. For example, a large number

of employees flow in enterprises every June.

From the comprehensive analysis of the content

and temporal characteristics of employee data,

combined with the time ontology modeling meta

language, based on BFO (basic formal ontology) and

owl time, supported by time relationship and centered

on time formal expression, expand relevant classes

and attributes, and establish human resources

temporal ontology including time attributes and

constraints. It represents the dynamic change process

of things and highlights the tensity in the change

process.

Figure 2: Framework of reasoning mechanism based on

competency rules.

BFO is an upper ontology, in which the concepts

are given the meaning of human resources field: BFO

is used to represent the concept and relationship of

salary and professional title change process. BFO

divides all entities into two categories: continuous

and current. Subclass of continuous class: generically

dependent continuous class is a collection affected by

influencing factors in the change process, such as

employee salary, professional title; Independent

continuous is a collection of influencing factors, such

as performance. Subclass of current: process class

represents the change process, such as salary change,

professional title change, etc; The temporary region

class represents the start / end time (zero -

dimensional temporary region) and duration (one -

dimensional temporary region) of the change process.

Although BFO allows users to establish different

domain ontologies with similar understanding

methods and the same concepts, so that these

ontologies can be compatible, BFO only provides the

relationship between overall concepts and lacks the

specific time relationship between entities.

Therefore, owl time is used as a supplement to the

time relationship between entities. The core of owl

time is the Allen interval relationship. Allen interval

relationships represent 13 relationships between time

intervals, namely before, after, meets, met by,

overlaps, overlapped by, starts, started by, during,

contains, equals, finishes, finished by. However, Owl

- time cannot represent the periodicity of time. In

addition to the relationship between intervals, there

are two types of relationships: the relationship

between time points and time intervals, and the

relationship between time points. For time point and

time interval, there are three relationships: point

before interval, point after interval and point between

intervals, which are represented by time: before, time:

after and time: inside attributes respectively; There

are three relationships between time points: before,

after and equal, which are represented by time:

before, time: after and time: equal attributes

respectively. The supplementary time: equal attribute

indicates the equality relationship between time

points. When two ontologies are integrated, the

problem of heterogeneity between ontologies needs

to be solved. If heterogeneous types are synonyms, a

mapping relationship is directly established between

them. According to the literature, the synonym of

zero - dimensional temporary region in BFO is time

point, and the synonym of one - dimensional

temporary region is time interval. The instant and

interval in owltime represent the time point and time

interval respectively. So map BFO: Zero -

dimensionaltemporal region to time: instant; Map

BFO: one - dimensionaltemporalregion to time:

interval. The change process needs time description,

so BFO: process and time: temporalentity are mapped

through the attribute BFO: occupi -

estemporalregion.

Use SWRL to express the tensity in the rules, and

explain the salary rise rules and professional title

promotion rules. The rules are formulated according

to the employee manual of the Internet company.

(1) Salary increase rules: salary increase is made

according to working years, performance, length of

Research on Human Resource Competency Model of Logistics Enterprises Based on Temporal Ontology

709

service, professional title promotion and other

factors.

(2) Professional title promotion rules:

professional title promotion is formulated according

to the time of obtaining professional title,

employment time, certificate, thesis and other factors.

The promotion of professional titles is regarded as a

dynamic event, which simplifies the representation

process when indicating re-election. It does not need

to match whether the annual professional titles meet

the conditions, but only depends on the length of

service. If there is a professional title promotion

during the period, corresponding examples will be

added in BFO to simplify the complexity of

reasoning. The temporal ontology model and SWRL

rules are reasoned by reasoning engine. The temporal

ontology instances and SWRL rules in the ontology

knowledge base are transferred to drools through

swrldrools tab, and then the drools inference engine

is started to infer to obtain new knowledge. Finally,

the new knowledge is transferred back to the owl

original ontology as the instance or instance attribute

of the original ontology.

The constructed human resources temporal

ontology is used to represent temporal data, that is,

ontology instantiation. Taking the employee salary

change part as an example, the temporal ontology of

human resources is explained as follows: for

example, the salary change of employee No. 10006

from 2017 to 2018 is shown in Figure 5. Every time

the salary changes, an instance of BFO: process is

generated. The instance consists of three parts: (1) the

time of change (temporary region). This part

describes the time specifically, including year,

month, day, duration and time relationship. If the

employee's salary remains stable after this change

and will not change until the current time, add the

time: hasend attribute (2) Independent continuous

salary is expressed in BFO: salary (3) The influencing

factors of the change include paper, promotion, work

year, tenure, performance, etc. these factors affect the

salary change of the next year.

The construction of SWRL rules combines the

concepts in temporal ontology, complements the

missing relationship in temporal ontology, and makes

up for the lack of reasoning ability of temporal

ontology. For example, rule 3: worked for W1 - W2

years, worked as senior engineer for at least y years

and m months, and the salary increased by s yuan.

The working years are calculated according to the

employment time. Swrlb: greaterthan is used to limit

the working years, i.e

workYear (? pers - on,? w) ^

swrlb:greaterThan ( w2 ,? w) ^

swrlb: greaterThanOrEqual (? w, w1 );

The title is senior engineer, using

bfo:participatesInAt-SomeTime(? person,? q)

bfo:hasOccurrentPart (? q,? stage ) ^

title (? Stage ("senior engineer") means;

BFO: occupies - temporalregion (?)? stage,?

interval) ^ time: hasTemporalDuration(? interval,?

dur)^time:years(? dur,? y) ^

time:months(? dur,? m) ^swrlb:greaterThan(?

y,y) ^

4 CONCLUSION

In this paper, a general temporal ontology model is

constructed, and a temporal data representation

method of human resources based on temporal

ontology is proposed and applied to the prediction

process. The temporal data representation method can

show the time information in the data more carefully,

and combined with SWRL rules, the accuracy of

reasoning results is higher. Since only continuous

time intervals are considered in the construction of

temporal ontology model, we can consider expanding

temporal ontology in the next step, so that the

temporal ontology model can represent time intervals

with gaps; the temporal data representation method

proposed in this paper can be considered for temporal

data modeling in other fields.

ACKNOWLEDGMENT

"The Application of Competenty Model in

Recruitment of Middle-Senior Managers in Logistics

Enterprises"(Project No.2021CSLKT3-093) of the

scientific research plan of China Society of Logisticts

Annual Research in 2021

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