FORM 2
THE PATENTS ACT, 1970
(39 of 1970)
&
THE PATENTS RULES, 2003
COMPLETE SPECIFICATION
(Se section 10, rule 13)
"COMPUTER-BASED METHOD FOR ASSESSING COMPETENCE OF AN
ORGANIZATION"
SWISS REINSURANCE COMPANY, Mythenquai 50/60, CH-8022 Zurich
Switzerland: ~> ^ ^ - i __
The following specification particularly describes the invention and the manner in which it is to be performed.


-2-
f A Suiiipului-ummJ Method for Assessing Competenet) of an Oiyanimation
Field of the Invention
The present invention relates to a computer-based method for assessing competence of an organization. Specifically, the present Invention relates to a £T computer-based method for assessing competence levels of an organization comprising multiple organizational units. In a particular application, the present invention relates to a computer-based method for assessing a competence level of an organization for a specific defined aspect of the organization.
Background of the Invention
tif For any organization, be it an institution in the service industry, In the
manufacturing industry, or In the government, knowing Its competence level Is essential for determining areas of deficiencies and opportunities for improvement, for assessing compatibility with partners, or for comparisons with competitors. The term "competence" relates to sufficiency and adequacy of
*#" quality expertise, sklll, and sophistication in various aspects of an organization including aspectsrelattng to management of resources and Know-how, aspects relating to management of documentation and information, and aspects relating to processes workflows and organizational set-up.
While there are almost as many methodologies for assessing an 20" organization as there are business consultants, the results provided by these methodologies typically consists in lengthy and complex reports. Generally, reading these reports is time consuming it not difficult. Consequently, the reports are often not read completely and the result of the assessment is not communicated clearly to representatives of the respective organization. ?& Moreover, based on such reports, it is very difficult to compare objectively assessments of different (competitive/peer) organizations.
Typically, organizations comprise multiple organizational units with different levels and areas of responsibilities and expertise. Generally, conventional methods for assessing competence of an organization fail to

T produce results, which make possible direct comparison of the competence levels of all organizational units involved.
Summary of the Invention
It is an object of this invention to provide a computer-based method and a AT computer program product for assessing competence of an organization, which do not have the disadvantages of the prior art. In particular, it is an object of the present invention to provide a computer-based method and a computer program product for assessing competence of an organization comprising multiple organizational units.
1& According to the present invention, stored In a computer are scores
related to answers given by a human representative of organizational units in response to defined questions. In the computer, each of said scores is assigned to one of the organizational units. For example, the organization is an insurance company and the organizational units include a management unit, an
VSr underwriting unit, a risk management unit, a claims processing unit, and a re¬insurance unit. For the organizational units, total scores are calculated in the computer by adding up the scores assigned to the respective organizational unit. Moreover, weighted total scores for the organizational units are calculated in the computer. Each of the weighted total scores is calculated by adding up
30- weighted maximum scores assigned to the questions, the weighted maximum scores each depending on the respective organizational unit and the respective question. Finally, competence levels of the organizational units are calculated in the computer. Each of the competence levels is calculated by scaling the total scores of the respective organizational unit to a scale of competence reaching
2£r from zero to a maximum competence. The maximum competence corresponds to the weighted total score calculated for the respective organizational unit. Calculating weighted total .scores specifically for each of the organizational units and calculating competence levels for the organizational units based on the respective weighted total scores makes possible competence levels that can be
2Qf compared directly between organizational units having different levels and areas of responsibilities and expertise.

In an embodiment the defined questions relate to defined aspects of the organization and the total scores of the organizational units are calculated for a specific one of the defined aspects of the organization. For example, included in the defined aspects of the organization is an aspect of organizational
fr resources relating to management of resources and know-how, an aspect of organizational information relating to management of documentation and information, and an aspect of organizational structure relating to processes, workflows, and organizational set-up. Each of the total scores is calculated by adding up the scores assigned to the respective organizational unit and to the
W specific one of the defined aspects of the organization. The weighted total scores of the organizational units are calculated in the computer for a specific one of the defined aspects of the organization. Each of the weighted total scores is calculated by adding up the weighted maximum scores assigned to the specific one of the defined aspects of the organization. The competence
1& levels of the organizational units are calculated in the computer for the specific one of the defined aspects of the organization. Each of the competence levels is calculated by scaling the total scores of the respective organizational unit to a scale of competence reaching from zero to a maximum competence. The maximum competence corresponds to the weighted total score calculated for
£0- the respective organizational unit and the specific one of the defined aspects of the organization. Calculating the competence levels of the organizational units for specific defined aspects of the organization makes it possible to identify specific aspects of an organization that show shortcomings and need improvement. Moreover, it is possible to compare the competence levels
?& between organizational units with respect to various detailed aspects of the organization.
In a preferred embodiment, a graphical representation of the competence
levels calculated for the organizational units is generated by the computer in
one common graph, so that the competence levels are visualized, so that
£0' deficiencies of the competence levels from the maximum competence are

' visualized, and so that differences between the competence levels of the organizational units are visualized. Displaying the calculated competence levels of multiple organizational units in one common graph makes possible a direct, efficient comparison between the organizational units. Without the necessity of -S^ reading a written report, deficiencies of the competence levels and differences in the competence levels of different organizational units are visible at one glance.
In a further embodiment, competence levels are calculated and stored for the organizational units of more than one organization. A graphical
J&- representation of the competence levels of the organizational units is generated by the computer in one common graph, so that differences between the competence levels of different organizations are visualized. Without the necessity of reading a written report, deficiencies of the competence levels and differences in the competence levels of different organizations and their
?&- organizational units are visible at one glance.
In an embodiment, one of the organizational units is selected in the computer and the defined set of questions is divided into different subsets. In the computer, the different subsets are activated or deactivated individually for the selected organizational unit. Deactivated subsets are not included in 2£ calculating the competence levels of the organizational units. Excluding deactivated subsets of questions specifically for an organizational unit makes possible adaptation of the calculation of the competence level to different assignments of responsibilities in various organizations, for example with a single click in a user interface.
25- In an embodiment, data about answers given by the human representative
is stored in the computer. The score related to an answer is determined in the computer by means of an expert system rating the data about the respective

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answer. Automated rating of answers increases efficiency as well as consistency of the rating process.
In an alternative embodiment, each of the scores is assigned in the computer to the respective one of the organizational units as well as to the