A13 - Aracne editrice - in hardship: Economic, Managerial and Juridical Perspectives Edited by...

Enterprise in hardship: Economic, Managerialand Juridical Perspectives

Edited by

Giovanna CentorrinoAugusto D’Amico

Giovanni Moschella

Contributions byTindara Abbate, Alessandro Anastasi, Zora Arsovski

Maurizio Ballistreri, Ryszard Borowiecki, Miroslava BosovskayaRoberto Caratozzolo, Giovanna Centorrino, Francesco Ciraolo

Barbara Czerniachowicz, Antonio Fabio Forgione, Olena FominaJarosław Kaczmarek, Zoran Kalinic, Nataliia Ilchenko

Elvira Tiziana La Rocca, Pawel Lula, Andrzej JakiAnatoliy Mazaraki, Nataliia Mazaraki, Carlo Migliardo

M.E. Marina Milanovic, Luisa Pulejo, Vladimir RankovicNicola Rappazzo, Brunella Russo, Dariya Sai

Salvatore Sidoti, Barbara Siuta-Tokarska, Milan StamenkovicKatarzyna Szopik-Depczynska, Tetyana Tkachenko

Janusz Tuchowski, Carlo Vermiglio, Katarzyna Wójcik

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I edition: December

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TABLE OF CONTENTS

Preface .................................................................................................................... p. 7 PAWEŁ LULA, JANUSZ TUCHOWSKI, KATARZYNA WÓJCIK Similarity between compound objects and its application in recruitment pro-cess ......................................................................................................................... p. 9 ANATOLIY MAZARAKI, MIROSLAVA BOSOVSKAYA Preconditions and peculiarities of integrative processes in tourism develop-ment ........................................................................................................................ p. 27 LUISA PULEJO, NICOLA RAPPAZZO Social accountability in non-profit organizations to improve corporate reputa-tion: the benefits of sharing a common standard .................................................. p. 41 ZORA ARSOVSKI, ZORAN KALINIC, VLADIMIR RANKOVIC ICT Leadership in Chaordic Organizations: A Process Approach ....................... p. 53 GIOVANNA CENTORRINO Going Concern and hardship: the rule of national and international account-ing and auditing standards ..................................................................................... p. 65 ANDRZEJ JAKI The New Economy and the Processes of Enterprise Value Creation ................... p. 75 ANTONIO FABIO FORGIONE, CARLO MIGLIARDO Forecasting of BCC crisis, results of an empirical analysis ................................. p. 85 NATALIIA ILCHENKO Wholesale Trade Development Strategy ............................................................... p. 99 MAURIZIO BALLISTRERI The Industrial Crisis in Italy: Transfers of undertakings and the legal role of union agreements ................................................................................................... p. 111 FRANCESCO CIRAOLO Failing Banks in the EU Single Market. The Forthcoming Single Resolution Mechanism ............................................................................................................. p. 131 DARIYA SAI Retail Industry Crisis Response: From Global to Local Perspective ................... p. 141 CARLO VERMIGLIO, SALVATORE SIDOTI

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Time relevance within companies’ non-bankruptcy insolvency proceedings. Evidences from Eastern Sicilian Courts ................................................................ p. 155 MILAN STAMENKOVIĆ, M.E. MARINA MILANOVIĆ Outlier detection in function of quality improvement of business decisions ....... p. 169 ALESSANDRO ANASTASI Miroir parisien. L’entreprise en difficulté en France entre Droit (capitaliste) des affaires et Droit du Travail. Quelques réflexions ............................................ p. 181 TINDARA ABBATE, ELVIRA TIZIANA LA ROCCA Internationalization strategies to face the global financial and economic crisis. A case study analysis ............................................................................................. p. 237 RYSZARD BOROWIECKI, BARBARA SIUTA-TOKARSKA Innovation Policy as a Factor of Enterprise Growth An Attempt to Assess the Effects of its Implementation in Poland ................................................................ p. 249 ROBERTO CARATOZZOLO The use of the capital market to face the crisis SMEs are going through ............ p. 263 OLENA FOMINA Strategic Management Accounting in Enterprise Policy Implementation ........... p. 275 JAROSŁAW KACZMAREK The Quantification of Effectiveness in the Context of Shareholder Value and its Creation ............................................................................................................. p. 291 NATALIIA MAZARAKI Harmonization of Ukrainian legislation in the sphere of technical regulations with the EU standards ............................................................................................ p. 307 BRUNELLA RUSSO Business crisis: Legal viewpoint of bank liability for deepening insolvency ...... p. 315 KATARZYNA SZOPIK-DEPCZYNSKA The specificity of banking services in terms of quality management .................. p. 323 ANATOLIY MAZARAKI, TETYANA TKACHENKO Structural Reorientation Of Tourism Industry Of Ukraine .................................... p. 335 BARBARA CZERNIACHOWICZ Model of competence in the area of HR organization ........................................... p. 345

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2 Table of Contents

Time relevance within companies’ non-bankruptcy insolvency proceedings. Evidences from Eastern Sicilian Courts ................................................................ p. 155 MILAN STAMENKOVIĆ, M.E. MARINA MILANOVIĆ Outlier detection in function of quality improvement of business decisions ....... p. 169 ALESSANDRO ANASTASI Miroir parisien. L’entreprise en difficulté en France entre Droit (capitaliste) des affaires et Droit du Travail. Quelques réflexions ............................................ p. 181 TINDARA ABBATE, ELVIRA TIZIANA LA ROCCA Internationalization strategies to face the global financial and economic crisis. A case study analysis ............................................................................................. p. 237 RYSZARD BOROWIECKI, BARBARA SIUTA-TOKARSKA Innovation Policy as a Factor of Enterprise Growth An Attempt to Assess the Effects of its Implementation in Poland ................................................................ p. 249 ROBERTO CARATOZZOLO The use of the capital market to face the crisis SMEs are going through ............ p. 263 OLENA FOMINA Strategic Management Accounting in Enterprise Policy Implementation ........... p. 275 JAROSŁAW KACZMAREK The Quantification of Effectiveness in the Context of Shareholder Value and its Creation ............................................................................................................. p. 291 NATALIIA MAZARAKI Harmonization of Ukrainian legislation in the sphere of technical regulations with the EU standards ............................................................................................ p. 307 BRUNELLA RUSSO Business crisis: Legal viewpoint of bank liability for deepening insolvency ...... p. 315 KATARZYNA SZOPIK-DEPCZYNSKA The specificity of banking services in terms of quality management .................. p. 323 ANATOLIY MAZARAKI, TETYANA TKACHENKO Structural Reorientation Of Tourism Industry Of Ukraine .................................... p. 335 BARBARA CZERNIACHOWICZ Model of competence in the area of HR organization ........................................... p. 345

PREFACE

The magnitude of the current global economic crisis calls for a

fundamental reassessment of all areas of business and economy in-cluding managerial and juridical perspectives. Indeed, the econom-ic crisis gives rise to a series of questions not only on our economic and social system but also on the institution upon which it is based.

Recently, the decline has been clearly visible in a falling trend of the growth rate of the net domestic product per capita in almost all OECD countries, which are not prepared to accept the fact that less growth requires corresponding adjustments in economic, social and legal behaviour.

It is necessary to intensify the efforts to emerge from the current condition with an interdisciplinary, comparative approach aimed to investigate the true international situation, to identify innovative and more effective development policies, capable of ensuring the revival of the economic and social system. Indeed: «The current crisis obliges us to re-plan our journey, to set ourselves new rules and to discover new forms of commitment, to build on positive ex-periences and to reject negative ones. The crisis thus becomes an opportunity for discernment, in which to shape a new vision for the future. In this spirit, with confidence rather than resignation, it is appropriate to address the difficulties of the present time”. Encyc-lical Letter Caritas in Veritate of The Supreme Pontiff» Benedict Xvi,§ 21.

In accordance with the previous brief considerations, the DiS-GEeSI and SEAM Department of the University of Messina, in the framework of the agreement with the Universities of Cracow, Kiev

Enterprise in hardshipISBN 978-88-548-8111-2DOI 10.4399/97888548811121pag. 7–8 (December 2014)

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2 Preface

and Kragujevac have organized the International Congress “Enter-prises in hardship: economic, managerial and juridical perspec-tives” presenting papers in these areas, to offer a wider point of view on the current socio-economic situation and stimulate a sys-tematic reflection on the contemporary processes of change aiming to give an answer to the development of the crisis by looking for-ward toward new perspectives able to furnish solutions which en-sure stability and wellbeing for the future.

Giovanna Centorrino, Augusto D’Amico, Giovanni Moschella University of Messina

8 Preface

2 Preface

and Kragujevac have organized the International Congress “Enter-prises in hardship: economic, managerial and juridical perspec-tives” presenting papers in these areas, to offer a wider point of view on the current socio-economic situation and stimulate a sys-tematic reflection on the contemporary processes of change aiming to give an answer to the development of the crisis by looking for-ward toward new perspectives able to furnish solutions which en-sure stability and wellbeing for the future.

Giovanna Centorrino, Augusto D’Amico, Giovanni Moschella University of Messina

9

PAWEŁ LULA, JANUSZ TUCHOWSKI, KATARZYNA WÓJCIK Cracow University of Economics

Similarity between compound objects

and its application in recruitment process

SUMMARY: 1. Aim of research and paper summary. – 2. Theoretical background. – 2.1. Model of competency and distance between concepts. – 2.2. Similarity be-tween sets of concepts. – 3. Semantic similarity in the context of recruitment process. – 3.1. The possibility of partial fulfilment of requirements. – 3.2. Lack of symmetry in similarity calculation. – 3.3. System of priorities for require-ments. – 4. Exemplary calculation. – 5. Conclusion.

1. Aim of research and paper summary Similarity (or dissimilarity or distance) calculation is one of the most

important elements in data analysis. It allows comparing objects, rank-ing them or identifying homogenous clusters. The theoretical aspects of similarity calculation are very well known for homogenous structures with quantitative components (e.g. vectors). Some problems can appear during similarity calculations for qualitative data (nominal data or texts). The number of problems rises rapidly for heterogeneous compound ob-jects with irregular structure. It seems that then domain knowledge about the meaning of individual elements of complex structures is required for proper calculations. This type of knowledge is indispensable for choos-ing the right formula for similarity calculation between elements and for aggregation of partial similarities into the final value. Therefore similari-ty calculation has rather domain-specific character.

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Enterprise in hardshipISBN 978-88-548-8111-2DOI 10.4399/97888548811122pag. 9–25 (December 2014)

10 Paweł Lula, Janusz Tuchowski, Katarzyna Wójcik

Existing studies show that ontology-based approach belongs to the group of the most popular and the most useful methods for representa-tion of domain knowledge. It allows organizing knowledge in intuitive way, suitable for automatic processing by computers.

In the paper the problem of similarity calculation between com-pound structures defined by a given ontology is presented. Authors show some methods known from the literature and also present their own propositions in this field.

There are a lot of managerial problems for which similarity calcula-tion plays a crucial role. Generally speaking this type of analysis may be helpful always when the gap between expected pattern and given indi-viduals should be calculated for finding optimal fitting. The problem of competency evaluation during recruitment process is a typical example.

We assumed that in the field of automatic analysis of job offers specific methods for measuring the similarity gives better results than the use of general solutions. Therefore the main goal of the paper can be stated as identification of specific requirements for semantic simi-larity evaluation related to recruitment process and developing the proposal of the method allowing to perform a calculation.

The short overview of theoretical background will be presented first. Next the specific features for semantic similarity in the context of recruitment process will be shown. Simultaneously we are going to present how these aspects can be reflected in the calculation process. Next the short exemplary calculations will be presented.We will sum up experiment results and conclusions.

2. Theoretical background In literature papers describing ontology-based models used for

analysis of recruitment process can be found. Hassan, Ghani and Faheem in their paper1 have put together summaries of approaches de-scribed in those papers. They classified articles into three groups: based on single ontology, based on networked ontology and papers proposing some new approaches.

1 HASSAN, F. M., GHANI, I., FAHEEM, M. and HAJJI, A. A. (2012). Ontology Matching Ap-

proaches for eRecruitment. Internationam Journal for Computer Applications, 51(2).


Existing studies show that ontology-based approach belongs to the group of the most popular and the most useful methods for representa-tion of domain knowledge. It allows organizing knowledge in intuitive way, suitable for automatic processing by computers.

In the paper the problem of similarity calculation between com-pound structures defined by a given ontology is presented. Authors show some methods known from the literature and also present their own propositions in this field.

There are a lot of managerial problems for which similarity calcula-tion plays a crucial role. Generally speaking this type of analysis may be helpful always when the gap between expected pattern and given indi-viduals should be calculated for finding optimal fitting. The problem of competency evaluation during recruitment process is a typical example.

We assumed that in the field of automatic analysis of job offers specific methods for measuring the similarity gives better results than the use of general solutions. Therefore the main goal of the paper can be stated as identification of specific requirements for semantic simi-larity evaluation related to recruitment process and developing the proposal of the method allowing to perform a calculation.

The short overview of theoretical background will be presented first. Next the specific features for semantic similarity in the context of recruitment process will be shown. Simultaneously we are going to present how these aspects can be reflected in the calculation process. Next the short exemplary calculations will be presented.We will sum up experiment results and conclusions.

2. Theoretical background In literature papers describing ontology-based models used for

analysis of recruitment process can be found. Hassan, Ghani and Faheem in their paper1 have put together summaries of approaches de-scribed in those papers. They classified articles into three groups: based on single ontology, based on networked ontology and papers proposing some new approaches.

1 HASSAN, F. M., GHANI, I., FAHEEM, M. and HAJJI, A. A. (2012). Ontology Matching Ap-

proaches for eRecruitment. Internationam Journal for Computer Applications, 51(2).

Similarity between compound objects and its application 11

Among two best described in literature approaches first one uses HR ontology based on German version of HR-XML Standard. HR-XML is standard for posting job offers and job applications developed by HR-XML Consortium. It is a library of XML schemas used in re-cruitment process2. Authors of this approach developed ontology con-sisting of sub-ontologies describing domains involved in recruitment process like education, industry, organization, person and skills.

In this case concepts from ontology are used as vocabulary during job offer creation. The same vocabulary must be used to create an ap-plication3. Then matching process is conducted. For concepts similari-ty measure based on graphs is used.

Most approaches, including this one, are designed for particular on-tology. It invokes ontology properties. Malgorzata Machol in her work4 introduces framework for ontologies matching as the solution to this problem.

Second approach described in the literature uses description logics to present and analyze skills structure5. Authors proposed skills ontol-ogy (Skill Ont). Both job posting and applications have to be prepared using concepts (skills) from this ontology. For each skill its proof have to be defined. It can have the form of degree or previous experi-ence. Some requirements in job offer can be marked as must-have or nice-to-have ones.

In next parts of this section we would like to present our proposi-tion of ontology-based approach to count similarities between job of-

2 MOCHOL, M., OLDAKOWSKI, R. and HEESE, R. (2004). Ontology based Recruitment Pro-

cess. W P. Dadam and M. Reichert (Red.), GI Jahrestagung 2. 51, pp. 198-202. Bonn: Gesell-schaftfür Informatik.

3 BIZZER, C., HEESE, R., MOCHOL, M.,OLDAKOWSKI, R., TOLKSDORF, R. and ECKSTEIN, R. (2005). The Impact of Semantic Web Technologies on Job Recruitment Processes. In Proc. of the 7th Internationale Tagung Wirtschaftsinformatik 2005, (pp. 1367-1383).

4 MACHOL, M. (2006). Metadata-Based Matching Framework for Ontologies. W C. Rol-land i P. F. Campos (Red.), Proceedings of the CAISE'06 Doctoral consortium, 263. Luxem-burg.

5 FAZEL-ZARANDI, M. and FOX, M. S. (2009). Semantic Matchmaking for Job Recruit-ment: An Ontology-Based Hybrid Approach. Proceedings of the 3rd International Workshop on Service Matchmaking and Resource Retrieval in the Semantic Web at the 8th International Semantic Web Conference (ISWC 2010). Washington D. C.

LOOSER, D., MA, H. i SCHEVE, K.-D. (2013). Using formal concept analysis for ontology maintenance in human resource recruitment. W F. Ferrarotti i G. Grossmann (Red.), APCCM '13 Proceedings of the Ninth Asia-Pacific Conference on Conceptual Modelling. 143, strony 61-68. Adelaide: Australian Computer Society, Inc.


fer and applications of candidates.

2.1. Model of competency and distance between concepts Some scholars see competence as a combination of practical and

theoretical knowledge, cognitive skills, behavior and values used to im-prove performance. Others see it as the state or quality of being ade-quately or well qualified, having the ability to perform a specific role6.

In this paper it is assumed that competencies are described by a hi-erarchical model. It means that they are divided into fields (areas of competency) which also have their descendants. The idea of such model is presented on Fig. 1.

Fig. 1. Hierarchical model of competencies

Source: own elaboration

Such model can be treated as an ontology within the meaning of

the definition of ontology proposed by Thomas Gruber in 19937. On-

6 http://en.wikipedia.org/wiki/Competence_(human_resources) 7 GRUBER, T. R. (1993). A Translation Approach to Portable Ontology Specifications.

Knowledge Acquisition - Special issue: Current issues in knowledge modeling, 5(2), pp. 199 -


fer and applications of candidates.

2.1. Model of competency and distance between concepts Some scholars see competence as a combination of practical and

theoretical knowledge, cognitive skills, behavior and values used to im-prove performance. Others see it as the state or quality of being ade-quately or well qualified, having the ability to perform a specific role6.

In this paper it is assumed that competencies are described by a hi-erarchical model. It means that they are divided into fields (areas of competency) which also have their descendants. The idea of such model is presented on Fig. 1.

Fig. 1. Hierarchical model of competencies


Such model can be treated as an ontology within the meaning of

the definition of ontology proposed by Thomas Gruber in 19937. On-

6 http://en.wikipedia.org/wiki/Competence_(human_resources) 7 GRUBER, T. R. (1993). A Translation Approach to Portable Ontology Specifications.

Knowledge Acquisition - Special issue: Current issues in knowledge modeling, 5(2), pp. 199 -


tology – in Gruber’s opinion – is a formal and shared specification of a domain of interest. It is a vocabulary of concepts (also known as classes) and description of relationships between them and a set if ob-jects (individuals, instances of concepts) which represent real objects from a given domain.

The above tree model presents concepts which exist in the domain competency and shows relationships between them. We will refer to it as a model of competencies.

The model of competencies not only creates their structure but also allows to determine the relationship between two elements in the structure through calculation the similarity or distance between them. The problem of similarity (or distance) calculation is very common in the context of hierarchical structures. Very good introduction to this problem can be found in paper prepared by Budanitsky et al8.

In our approach we decided to use the formula for similarity calcu-lation between classes C1 and C2 was proposed by Wu and Palmer9. The principle of similarity computation is based on the edge counting method which is defined as follows: Given an ontology formed by a set of nodes and a root node . and represent two ontology concepts of which we will calculate the similarity. The principle of similarity computation is based on the length of the paths ( and

) which separates nodes ( and ) from the root node and the length of the path ( ) which separates the closest common ancestor ( ) of and from the node .

220. 8 BUDANITSKY, A. and HIRST, G. (2001). Semantic distance in WordNet: An experimental,

application-oriented evaluation of five measures, Workshop on WordNet and Other Lexical Resources. Second meeting of the North American Chapter of the Association for Computa-tional Linguistics. Pittsburg.

9 WU, Z. and PALMER, M. (1994). Verbs semantics and lexical selection. ACL '94 Pro-ceedings of the 32nd annual meeting on Association for Computational Linguistics (pp. 133-138). Stroudsburg: Association for Computational Linguistics.


Fig. 2. Distances in the ontology used for Wu&Palmer measure of similarity of concepts


The similarity measure proposed by Wu and Palmer is defined by

the following expression:

(1)

2.2. Similarity between sets of concepts Both job posting and job application can be treated as a set of con-

cepts taken from the given ontology. The similarity between them can be treated as an aggregation of similarities between concepts identi-fied in each document (Fig. 3).

Fig. 3. Distances between sets of concepts

Source: own elaboration In this research the similarity between documents is defined as an

average value of maximum similarities calculated for every concept


Fig. 2. Distances in the ontology used for Wu&Palmer measure of similarity of concepts


The similarity measure proposed by Wu and Palmer is defined by

the following expression:

(1)

2.2. Similarity between sets of concepts Both job posting and job application can be treated as a set of con-

cepts taken from the given ontology. The similarity between them can be treated as an aggregation of similarities between concepts identi-fied in each document (Fig. 3).

Fig. 3. Distances between sets of concepts

Source: own elaboration In this research the similarity between documents is defined as an

average value of maximum similarities calculated for every concept


from the first and from the second document: (2)

where NC1 (respectively NC2) represents the number of concepts in the first (second) document, simij is a similarity between a concept Ci from the first document and concept Cj from the second document and simji is a similarity measure between concept Cj from the second doc-ument and a concept Ci from the first document.

3. Semantic similarity in the context of recruitment process We identified three specific features of recruitment process which

can strongly influence the similarity evaluation process: • the possibility of partial fulfilment of requirements, • lack of symmetry in similarity calculation, • system of priorities for requirements.

All of them will be described in this section.

3.1. The possibility of partial fulfilment of requirements Requirements for a potential employee constitute a main part of eve-

ry job offers. Candidates may meet them in varying degree. Therefore it is recommended for competencies which can be fulfilled partially to add a feature «degree» which will inform about the correspondence be-tween the employer’s requirement and candidate’s ability. The degree can be expressed as nominal or numerical value. For example language competency can be defined as: beginner, intermediate, advanced, pro-fessional or accordingly by numerical values from 1 to 4.

To take into account this aspect of evaluation we propose to rede-fine the formula proposed by Wu and Palmer and calculate the simi-larity between concepts as:

(3) where d is a difference between values of «degree» specified by em-ployer and candidate.


3.2. Lack of symmetry in similarity calculation

We usually expect that similarity measure is symmetric. This

means that the similarity of the object A to the object B will be the same as the similarity of object B to object A. However this assump-tion is not always desirable in the context of recruitment process. Of-ten an evaluation of a similarity from the employer’s point of view and candidate’s point of view are different. Usually an employer con-siders that his requirement is met when the candidate fulfils it at the desired degree or higher. In contrast, a candidate sees compliance when his abilities will be fully used in his future job.

Above remarks justify the necessity of dividing the formula 4 will be divided into twos (5 and 6).

(4) Similarity between A and B from A’s point of view:

(5) and similarity between A and B from B’s point of view:

(6) 3.3. System of priorities for requirements

System of priorities for requirements is a next specific feature of

recruitment process. An employer should have the possibility to ex-press his rating of requirements. The meaning of priorities may be varied. We would like to propose three way of its understanding: • strength of influence – requirements with high priority have

stronger impact on similarity, • necessity of fulfilment for a given requirement – if preferential re-

quirement is not fully fulfilled (similarity is less than 1) than the evaluation of similarity for a given requirement is 0,


3.2. Lack of symmetry in similarity calculation

We usually expect that similarity measure is symmetric. This

means that the similarity of the object A to the object B will be the same as the similarity of object B to object A. However this assump-tion is not always desirable in the context of recruitment process. Of-ten an evaluation of a similarity from the employer’s point of view and candidate’s point of view are different. Usually an employer con-siders that his requirement is met when the candidate fulfils it at the desired degree or higher. In contrast, a candidate sees compliance when his abilities will be fully used in his future job.

Above remarks justify the necessity of dividing the formula 4 will be divided into twos (5 and 6).

(4) Similarity between A and B from A’s point of view:

(5) and similarity between A and B from B’s point of view:

(6) 3.3. System of priorities for requirements

System of priorities for requirements is a next specific feature of

recruitment process. An employer should have the possibility to ex-press his rating of requirements. The meaning of priorities may be varied. We would like to propose three way of its understanding: • strength of influence – requirements with high priority have

stronger impact on similarity, • necessity of fulfilment for a given requirement – if preferential re-

quirement is not fully fulfilled (similarity is less than 1) than the evaluation of similarity for a given requirement is 0,


• necessity of fulfilment for all requirements (for an offer) – all pref-erential requirements are obligatory and they must be fully ful-filled(otherwise the evaluation of similarity for a given offer is 0). When priorities represent strength of requirement’s influence on

the candidate’s evaluation than the similarity between employer’s of-fer and candidate’s application can be expressed as:

(7) where pi is a priority (weight) for an i-th requirement.

When a priority shows a necessity of fulfilment for a given re-quirement than similarity can be calculated as:

(8) where Pi is equal 1 when an i-th requirement is not preferential or when it is preferential and is fully fulfilled and Pi is equal 0 otherwise.

In the case when all preferential features should be fulfilled than similarity can be expressed by formula:

(9) where Pk is equal 1 the thek-th requirement is fully fulfilled and 0 oth-erwise. 4. Exemplary calculation

During research the simulation analysis was conducted. At the be-

ginning Competency ontology was created. Part of it is presented at Fig. 4. It contains basic competencies – skills and knowledge – for different positions in IT. In the same time Fig. 5 presents the relation between Offers class and Competency class. Instances of Offers class will be used to represent both job offers and job applications. Those instances will be joined with instances of Competency class or its de-


scendant classes with has Competency relation. One instance of Of-fers class can have relation has Competency with many instances of Competency class (or its descendants).

Fig. 4. Part of competency ontology used in research

Source: own elaboration Fig. 5. Relation between Offers class and Competency class.


Exemplary calculations presented in the paper are based on infor-


scendant classes with has Competency relation. One instance of Of-fers class can have relation has Competency with many instances of Competency class (or its descendants).

Fig. 4. Part of competency ontology used in research

Source: own elaboration Fig. 5. Relation between Offers class and Competency class.


Exemplary calculations presented in the paper are based on infor-


mation retrieved from on-line recruitment services. This service was designed on the basis of created ontology. However it can be used al-so to analyse job offers and applications from different domains. The only condition that have to be fulfilled is the use of extension of Competency ontology. The skills and knowledge required in different area have to be compound into it.

Fig. 6 presents online form for job offer posting service mentioned above. Fig. 7 presents online form for job application corresponding with form presented on Fig. 6. Filling in each form allows to create proper instances in ontology and to combine job offer or job applica-tion with competencies using has Competency relation. Fig. 6. Online form for job offer posting



Fig. 7. Online form for job application


To conduct the research one job offer was created. It was also in-

serted to the system through online form presented on Fig. 6. Fig. 8 presents exemplary job offer in a form of ontology instance. Instance JobOffer01 has eight relations has Competency with instances of dif-ferent descendant classes of Competency class. As it can be seen in-stance of competency class (as well as instances of its descendants) can have two attributes (Data Properties): • degree – represents the degree of particular skill required for posi-

tion in case of job offer and obtained by applicant in case of job application

• priority – appears only in case of job offer, informs if particular competency is important for employer

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