sider the same “problem situation” concerning the
introduction of KM by matching the organization
profile against already existing BPCs.
In order to retrieve BPCs that are most similar to a
newly created profile achieved from the self-descrip-
tion process, a matching component matches the
profile against already existing BPCs from the case
base. This is done by combining syntactical similari-
ty measures (distance-based similarity, syntactical
similarity and equality) with semantical similarity
measures (relation similarity, taxonomic similarity
and set similarity). Finally, the most similar BPC(s)
from the case base is/are presented to the requesting
organization including solutions and methods for
solving the similar problem situation.
Distance-based Similarity is used to compare values
of numeric data types (e.g. turnover, profit, number
of KM workers, etc.) from the organization profile
with those of existing BPCs. Syntactical Similarity
and Equality are used for string comparisons in
order to compare problem or goal descriptions, the
name of specific tools or technologies. Relation si-
milarity is used for, e.g., comparing instantiations of
the concept “problem” that are linked to further in-
stantiations of the concept “Core process” using the
relation “(problem) addresses core process”. Set si-
milarity compares each instance or set of instances
in an organisation profile with those of the BPC(s).
Taxonomic Similarity identifies similar profile in-
stances based on their position in the taxonomy. For
instance, an organization is searching for an exten-
sion of its existing groupware system G
1
in order to
achieve better search results. The matching compo-
nent identifies a similar groupware system G
2
in the
case base (which has been extended with a semantic
search functionality) by regarding all instances of
the corresponding concept “groupware” resp. of
more general/specific ones and recommends the as-
signed solution to the requesting organization.
Finally, a weighted average determines the global si-
milarity of all computed local similarities between
the organisation profile, and each of the BPCs, and
presents a ranked list of the best matching results.
4.2 Case-Based Reasoning
A further application domain of the similarity frame-
work has been introduced at DaimlerChrysler AG,
Wörth. Efficient skill management is a key factor
wrt. human resources. Here, matching skill profiles
with position requirements is an essential, yet com-
plex task that is performed in order to staff positions
or project teams, to provide strategically optimized
training recommendations, or to perform succession
planning. Current approaches often lack comprehen-
sive means to compare skill profiles considering in-
terrelations of skills, synonyms, varying skill metrics
of different data sources and application domains.
Our approach (Biesalski et al., 2005) allows to over-
come these challenges with an integrated, ontology-
based skill catalogue for storing and managing
individual skills as well as profiles.
On the basis of the presented similarity framework,
we were able to provide decision makers with fle-
xible similarity measures based on different com-
pound similarity measures:
• Direct skill comparison: we require an exact
match of as-is and to-be. So we can specify
K.O. criteria for the central requirements, espe-
cially in strategically important jobs.
• Proportional similarity: we identify also par-
tially fulfilled requirements. This is also impor-
tant if we can plan for additional teaching and
qualification, or for “training on the project”.
• Compensatory similarity: we identify not only
partially fulfilled requirements, but also over-
qualifications; so, additional expertise on one
hand may compensate deficiencies on the other
hand. If several employees fulfil the K.O. crite-
ria, this can be used to find the most suited one.
• Taxonomic similarity: the taxonomic structure
of the skill ontology is taken into account to
find “close matches” in the case that no em-
ployee has exactly the required qualifications.
Also usable for deciding between several candi-
dates, and for refining profile specifications.
Yet since decision makers need to be able to put a
different emphasis on individual skills when staf-
fing, specification of different weights for certain
skill requirements or definition of subsets as manda-
tory elements had to be allowed. In order to support
skill matching with these additional constraints, we
had to introduce customized set similarity, instance
relation and compound similarity measures, which
dynamically compute weights that are specified in
the ontology rather than statically given in the simi-
larity configuration file. This was accomplished by
definition of dedicated weight properties of instan-
ces and provision of references to this weight setting
in the customized configuration format:
<instanceRelationSimilarity weight="#has-
weight" relationType="#has-skill"
depth="3">
</instanceRelationSimilarity>
Another challenge in skill management is to adjust
and optimize efficiency and effectiveness conside-
ring the average number of skills within a profile,
the size of the skill catalogue, or the granularity of
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