{'fraction_non_alphanumeric': 0.021449704142011833, 'fraction_numerical': 0.0, 'mean_word_length': 5.665024630541872, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
Toward an Organizational Alignment Modeling Language: The Human Resource Competency Perspective

An organization environment is composed by different perspectives that, in concert, aim to fulfill the business strategy. One of these perspectives is Human Resources (HR), responsible for filling the gap between the HR Structure and the business strategy demands. The strategic role of HR faces the challenge of the instability from the internal and external environment, which requires continuous adaptation. Aiming to reduce these intrinsic difficulties, many organizational modeling techniques try to help alignment analysis by facilitating the understanding of business dynamics. These efforts rely on, for example, mappings, explaining interactions and tracing cause and effect situations among business elements. In this paper, we contribute to the HR strategic alignment analysis by adding the competency concept to an organizational modeling language (GPI). Our goal on this integration is twofold: add HR concerns to organizational layers (operational, tactic and strategic), and explicitly model the impacts of misalignments over business strategic goals. In our study, we rely on knowledge from the HR and Competency Management literature. We demonstrate the contributions of our proposal by using it in a real case from a health organization.