Setting Up and Running the Match Process

The Match process (WA_MATCH) compares a given competency strategy with the current workforce competency inventory. You can perform matches for both current and forecasted strategies, but you are not required to do both. You can do one, or the other, or both, depending on your analysis. The process output includes matches and gaps. It takes proficiencies and experience into account.

Reviewing the Main Match Inputs

The following table lists and describes the main match inputs that you define with the Manage Competency Strategy setup pages prior to running the Match process:

Page Name	Match Input	Purpose
Competency Strategy - Roles	Headcount	Headcount is the requested number of workers for a given role. If the system finds a number of matching workers greater than or equal to this number, it considers the role matched completely. If it finds a number of matching workers less than the headcount requested, it considers this a gap in filling the role.
Competency Strategy - Roles	Weight	The system does not use the role weights in Match processing.
Competency Strategy - Competencies	Years of Experience Proficiency	The system compares these requirements against workers in the current competency inventory.
Competency Strategy - Competencies	Importance	The system uses the Importance to determine the fit score at the Competency and Accomplishment level in Match processing.
Competency Strategy Model	Group ID	This parameter defines the population of workers who are in the competency inventory subject to the Match process.
Competency Strategy Model	Minimum Fit	This parameter defines the minimum fit score that is needed for the system to consider a worker a match to strategy requirements.
Competency Strategy Model	Evaluation Date >= Department/Geography (Dept/Geo) Node match Job Code/Position (Job/Pos)	The system uses these parameters, beyond the group ID, to further narrow the set of workers who are in the competency inventory subject to the Match process.
Competency Strategy Model	Competency/Accomplishment (Cmpcy/Acmp) Experience (Exp) Proficiency (Prof) Importance (Imp)	The system uses these parameters to determine the Fit Score Calculation.

Setting Up a Constraint to Specify a Workforce Group Containing All Active Employees

One approach to setting up your system for Match processing might be to specify, in the Competency Strategy Model page, an overall workforce group containing All Active Employees. To aid you, we deliver, as samples, the following system objects and metadata (under SetID of SHARE). You can use these to create a constraint that includes all employees on JOB_F00 for whom the employee status isactive.

SetID = SHARE
Table Map: JOB_F00
DataMap: JOB_F00
Filter: JOB_F00_ACTIVE
Constraint: WFP_ACTIVE

Understanding the Match Process and Fit Score Calculations

When you run the Match process, the system matches the workers in your current competency inventory to roles within the competency strategy. Each role in a strategy consists of competencies and accomplishments, with associated requirements for proficiency or years of experience. A role match is achieved when a worker has the required proficiency or experience for each competency or accomplishment. A partial match, or gap, results for workers who have lower proficiencies, or only a subset of the requested competencies.

The process that the system uses for calculating the fit factors for the WA_WP_MATCH_F00 table is summarized in the following way:

Calculate the Competency orAccomplishment factor.

This factor is a percent based on the number of competencies and accomplishments that an employee has, divided by the number of competencies and accomplishments that are requested.
1. Update the competencies and accomplishments percentage to 100 percent where they match.
2. Update the competencies and accomplishments percentage to 0 where they do not match.
Calculate the Proficiency Factor (for competencies only). This factor is a percentage based on the employee's proficiency, divided by the proficiency that is requested, for each competency.
1. When the employee proficiency is less than the requested proficiency, the calculation is (Employee Proficiency / Requested Proficiency) * (100).
2. When the employee proficiency is greater than or equal to the requested proficiency, the percentage is 100 percent. The employee cannot get a percentage greater than 100 percent.
Calculate the Experience Factor (for competencies only). This factor is a percentage based on the employee's experience, divided by the experience that is requested for each competency.
1. When the employee experience is less than the requested experience, the calculation is (Employee Experience / Requested Experience) * (100)
2. When the employee experience is greater than or equal to the requested experience, the percentage is 100 percent. The employee cannot get a percentage greater than 100 percent.
Calculate the Total Fit. This factor sums the Competency, Accomplishment, Proficiency, and Experience factors for a given role and divides to get the average fit.
1. For the competencies, the system divides the sum of all the factors by the sum of how many flags are selected on the Model page for each role.
2. For the accomplishments, no division is necessary because only one factor is possible.
Calculate the Importance Weighting Factor. The system weights the total fit for each competency or accomplishment, based on the importance assigned. This is done only for those roles for which theImportance check box is selected on the Model setup page.
1. Sum the total importance for the competencies and accomplishments within a role.
2. For each competency or accomplishment within a role, run this calculation (Current competency or accomplishment Importance / Total Importance for the role) * (Current competency or accomplishment's total fit from step 4).

The process that the system uses to aggregate fit data (Accomplishment and Competency Fit, Proficiency Fit, Experience Fit, and Total Fit) to the role level for the WA_WP_MCROL_F00 table is summarized in the following way:

Sum the fit for each employee, role, and factor.
Insert aggregate data for those roles for which they are weighted with an importance, and divide by the number of accomplishments and competencies. Except for the Total Fit, no division occurs because these numbers have been weighted.
Insert aggregate data for those roles that are not selected to be weighted with an importance and divide by the number of accomplishments and competencies. The Total fit also is divided because it is not weighted.

Understanding the Match Process Input and Output Tables

The input tables for the process include JOB_F00, LOCATION_D00, WA_COMPTNCY_F00, WA_GROUP_F00, WA_ACMPLISH_F00, WA_ACMP_MAJ_F00, WA_MAP_TREE_TBL, WA_ROLE_D00, WA_WP_STRAT_DFN, WA_WP_CMPCY_SEQ, WA_WP_ACOMP_SEQ, WA_WP_MODEL_TBL, WA_WP_MODEL_SEQ and WA_WP_ROLES_TBL.

The output tables are:

WA_WP_GAP_F00

This table contains all roles for which the headcount requested (from the competency strategy) is greater than the headcount match (in WA_WP_MATCH_F00).

WA_WP_STATS_F00

This table contains statistics about the strategy that the system has processed.

WA_WP_MCROL_F00

This table contains workers that matched a particular role within a strategy. This data is similar to that in WA_WP_MATCH_F00 except that it doesn't show competencies or accomplishments details.

WA_WP_MATCH_F00

This table contains workers that match a particular role within a strategy, the competencies and accomplishments that they matched or did not match, and the fit score of each.

Running the Match Process

To set up the process run control and run the Match process, you perform the same steps as for the Value Allocation process, using the Run Jobstream process page. This is documented in the topic titled "Managing Competency Strategies and Values." The significant difference is that you run the Match process rather than the Value Allocation process.