Abstract of the thesis: The thesis deals with the problem of the enterprise-wide identification, evaluation and supply

of information about personnel traits (especially skills, competencies, experiences, interests) in "knowledge-intensive" enterprises. In order to arrive at a better, practice-focussed understanding the thesis was based on an empirical investigation. with nine "knowledge-intensive" enterprises. Purpose of the empirical investigation about Skill management was to collect information for a recommendation concerning the development and implementation of a Skill management system from a practical point of view. The execution of an empirical investigation appeared for this purpose most suitable, since exhaustive information about Skill Management - due to the small number of Skill-Management publications - could not be found in literature. For this reason an empirical investigation appeared to provide more valuable information than a bare literature study. As a suitable target group for the interviews companies from "knowledgeintense" industries were selected, which already had a Skill management system in place and/or (at least) had dealt with this topic. Apart from the "knowledge intensity" of the industry further criteria such as the "project orientation as a dominant factor of work organization" and "the size of the enterprise with regards to the amount of personnel and the spatial distributionness of the working-places" were introduced. These three criteria justify from a theoretical point of view a natural interest of the enterprises in an efficient personnel management. Due to these considerations the industries "IT services", "Consulting- / professional services" and "banking / insurance" were selected.

In chapter 1 it is stated that - both from the enterprise and personnel perspective - Skill management becomes an increasingly important factor for the success of an enterprise. This development represents the starting point for the diploma-thesis. Chapter 2 deals with the basics of Skill management. The basic characteristics of Skill-Management concerning its fields of application and its tasks as discussed in the literature are presented. It is shown that the presented Skill management systems especially focus on the personnel management (HRM). Therefore the personnel management is selected as functional reference for Skill-Management. At the end of chapter 2 those subfunctions of personnel management are introduced, which can be supported by a Skill-Management system. Chapter 3 provides a literature-based requirement analysis. On the basis of this literature analysis requirements for a Skill-Management system are identified. These requirements embrace the tasks of such a system, the technical and organizational view as well as requirements opposed by the endusers on such a system. Chapter 4 deals with the results of the empirical investigation concerning Skill management. Based on the results of the empirical investigation as given in chapter 4 and on the requirements for a Skill-Management system as identified in chapter 3, 28 very practical recommendations for a comprehensive concept of a SkillManagement system are provided in chapter 5. These recommendations focus especially on supporting the particular tasks of the HR department.