Guiding e-learning: introducing online informal learning to a global voluntary organisation

The World Association of Girl Guides and Girl Scouts (WAGGGS) is the umbrella organisation for Member Organisations from 145 countries around the world, with a total membership of ten million. While Member Organisations offer training and development within their own countries, WAGGGS offers international opportunities. This project seeks to explore how technology can be used to offer similar opportunities to those provided by the face-to-face courses to a much wider audience, while retaining the community and interactive learning aspects of the existing programmes.

Varieties of capitalism and investments in human capital

This paper explores the relationship between national institutional archetypes and investments in training and development. A recent trend within the literature on comparative capitalism has been to explore the nature and extent of heterogeneity within the coordinated market economies (CMEs) of Europe. Based on a review of the existing comparative literature on training and development, and comparative firm-level survey evidence of differences in training and development practices, we both support and critique existing country clusters and argue for a more nuanced and flexible categorization.

Basic theory behind parameterizing atmospheric convection

Last fall, a network of the European Cooperation in Science and Technology (COST), called “Basic Concepts for Convection Parameterization in Weather Forecast and Climate Models” (COST Action ES0905; see http://w3.cost.esf.org/index.php?id=205&action_number=ES0905), organized a 10-day training course on atmospheric convection and its parameterization. The aim of the workshop, held on the island of Brac, Croatia, was to help young scientists develop an in-depth understanding of the core theory underpinning convection parameterizations. The speakers also sought to impart an appreciation of the various approximations, compromises, and ansatz necessary to translate theory into operational practice for numerical models.

Massive Open Online Courses and sustainability

Massive Open Online Courses (MOOCs) have become very popular among learners millions of users from around the world registered with leading platforms. There are hundreds of universities (and other organizations) offering MOOCs. However, sustainability of MOOCs is a pressing concern as MOOCs incur up front creation costs, maintenance costs to keep content relevant and on-going support costs to provide facilitation while a course is being run. At present, charging a fee for certification (for example Coursera Signature Track and FutureLearn Statement of Completion) seems a popular business model. In this paper, the authors discuss other possible business models and their pros and cons. Some business models discussed here are: Freemium model – providing content freely but charging for premium services such as course support, tutoring and proctored exams. Sponsorships – courses can be created in collaboration with industry where industry sponsorships are used to cover the costs of course production and offering. For example Teaching Computing course was offered by the University of East Anglia on the FutureLearn platform with the sponsorship from British Telecom while the UK Government sponsored the course Introduction to Cyber Security offered by the Open University on FutureLearn. Initiatives and Grants – The government, EU commission or corporations could commission the creation of courses through grants and initiatives according to the skills gap identified for the economy. For example, the UK Government’s National Cyber Security Programme has supported a course on Cyber Security. Similar initiatives could also provide funding to support relevant course development and offering. Donations – Free software, Wikipedia and early OER initiatives such as the MIT OpenCourseware accept donations from the public and this could well be used as a business model where learners could contribute (if they wish) to the maintenance and facilitation of a course. Merchandise – selling merchandise could also bring revenue to MOOCs. As many participants do not seek formal recognition (European Commission, 2014) for their completion of a MOOC, merchandise that presents their achievement in a playful way could well be attractive for them. Sale of supplementary material –supplementary course material in the form of an online or physical book or similar could be sold with the revenue being reinvested in the course delivery. Selective advertising – courses could have advertisements relevant to learners Data sharing – though a controversial topic, sharing learner data with relevant employers or similar could be another revenue model for MOOCs. Follow on events – the courses could lead to follow on summer schools, courses or other real-life or online events that are paid-for in which case a percentage of the revenue could be passed on to the MOOC for its upkeep. Though these models are all possible ways of generating revenue for MOOCs, some are more controversial and sensitive than others. Nevertheless unless appropriate business models are identified the sustainability of MOOCs would be problematic.

En applikationsinfrastruktur för massutskick av e-post

In today's society it is becoming more and more important with direct marketing. Some of the direct marketing is done through e-mail, in which companies see an easy way to advertise himself. I did this thesis work at WebDoc Systems. They have a product that creates web documents directly in your browser, also called CMS. The CMS has a module for sending mass e-mail, but this module does not function properly and WebDoc Systems customers are dissatisfied with that part of the product. The problem with the module was that sometimes it didn't send the e-mail, and that it was not possible to obtain some form of follow-up information on the e-mail. The goal of this work was to develop a Web service that could easily send e-mail to many receivers, just as easily be able to view statistics on how mailing has gone. The first step was to do a literature review to get a good picture of available programming platforms, but also to be able create a good application infrastructure. The next step was to implement this design and improve it over time by using an iterative development methodology. The result was an application infrastructure that consists of three main parts and a plugin interface. The parts that were implemented were a Web service application, a Web application and a Windows service application. The three elements cooperate with each other and share a database, and plugins.

Implementation of Video Monitoring In Aluminium Industry

The aim was to evaluate results and experiences from development of new technology, a training program and implementation of strategies for the use of a video exposure monitoring method, PIMEX. Starting point of this study is an increased incidence of asthma among workers in the aluminium industry. Exposure peaks of fumes are supposed to play an important role. PIMEX makes it possible to link used work practice, use of control technology, and so forth to peaks. Nine companies participated in the project, which was divided into three parts, development of PIMEX technology, production of training material, and training in use of equipment and related strategies. The use of the video exposure monitoring method PIMEX offers prerequisites supporting workers participation in safety activities. The experiences from the project reveal the importance of good timing of primary training, technology development, technical support, and follow up training. In spite of a delay of delivery of the new technology, representatives from the participating companies declared that the experiences showed that PIMEX gave an important contribution for effective control of hazards in the companies. Eight out of nine smelters used the PIMEX method as a part of a strategy for control of workers exposure to fumes in potrooms. Possibilities to conduct effective control measures were identified. This article describes experiences from implementation of a, for this branch, new method supporting workers participation for workplace improvements.

The LaGuardia - Red Hook Caregiver

Vol. II, No. 2; This document was produced as a result of a training and development project for staff in the social services system through a contractual agreement between the New York State Department of Social Services and the Research Foundation of the City University of New York on behalf of La Guardia Community College. No date, library receipt, 1979.

The LaGuardia - Red Hook Caregiver

Vol. I, No. 5; This document was produced as a result of a training and development project for staff in the social services system through a contractual agreement between the New York State Department of Social Services and the Research Foundation of the City University of New York on behalf of La Guardia Community College. No date, library receipt, 30 January 1979.

The LaGuardia - Red Hook Caregiver

Vol. II, No. 3; This document was produced as a result of a training and development project for staff in the social services system through a contractual agreement between the New York State Department of Social Services and the Research Foundation of the City University of New York on behalf of La Guardia Community College. No date, library receipt, 13 September 1979.

Política de recursos humanos na administração pública do Estado do Paraná: análise comparativa entre o discurso e a prática

The aim of this dissertation is to demonstrate what happens to the public administration in the state of Paraná through a case study, more specifically, in two organization: one, called in specific legal regime, 'direct administration' and the other, 'indirect administration', by means of structured interviews searching the distance between the discourse and practice which concerns to what was developed in the training area inside a human resource policy of the state. Since two decades, the training function in public administration of the state is changing and suffering some internal (re)structures. These changes are due to the pressure generated by either the natural requirement of changing in the same area or in the ways and aims from governmental spheres (state and federal). On one hand, this study analyzes the performance of training function during from 1987 to 1994, in order to verify the outcome factors of the not structured area and the coherency between programmed and accomplished actions. On the other hand, compare the discourse and practice based on a human resource policy implemented and adopted by the government. The results of field research with bibliographic examination allow to conclude that although the official and formal documents delineate a human resource policy to the state, there were evident contradictions between the proposal and what the state really fulfilled. The qualitative data analysis concluded that the majority of the actions are implemented casuisticaly. During the case study period, the human resource area specifically, training and development, suffered constant (re) tructures. The consequence was ¿ the both institutions, responsible for the training area, lost time and financial resources. Legal changes, internal dispute for institutional space, lack of tune and synchrony resulted once more in a discontinued action in the area. However it is perceptible that the government is worried about the development and evaluation of its civil services although it goes on behaving without a structured and integrated planning related to any human resource system. The study, therefore, confirms that the formulation and implementation of effective human resource policy, either through an analytic model or not, must be centralized in integrated action interrelated to all the subsystems of the human resource area, neither in a disguised way nor linked to the discourse of a law or government projects.

Universidades corporativas: transformando as estruturas de treinamento e desenvolvimento das organizações no Brasil

This work analyses the application of the so-called corporative university model in business enterprises in Brazil. What are the impacts observed in the training and development structures in companies that adopt learning systems defined within the corporative university? It aims to offer an analytical basis to those interested in the educational tendency of knowledge management as a strategy for a sustained competitive edge in business nowadays.

Universidade corporativa: uma reflexão sobre a aprendizagem organizacional e o seu valor para o indivíduo

One of principal goals of this work was to investigate the reasons for the growth of Corporate University in Brazil, therefore, it is concluded that the capacitation is geared towards the improvement of the performance of the organization¿s business; the dissemination of common values in the organization includes customers, suppliers and society; The investment in the trademark of the company uses the network of people committed to the organization; and the development of the innovation¿s culture and the growth within the organization. The other main objective of this study was to identify the perception of the official in relation to the University Petrobras in training and development of the individual and its consequent increase in value. For this, 5 testimonies were collected and a field research was made with the application of a closed questionnaire considering a sample of 43 respondents, which are allocated among the states of Rio de Janeiro and Sao Paulo. The research shows that 88 % of the respondents approve the conduction of teaching/learning and consequent enhancement of human potential, in line with the strategic goals of the Company, promoted by Petrobrás Corporate University. Finally, it is concluded that the Corporative University is an institution of education and training of companies that provide several learning alternatives, aligned to organizational strategies, to promote the development not only of their staff, but also of other members of the value chain of the company, as customers, suppliers and partners.

Análise dos impactos do novo modelo de competitividade do sistema financeiro nacional no desempenho dos empregados dos Bancos Públicos de Varejo: o caso do BRC S/A

o estudo tem como principal foco apresentar uma referência de análise do comportamento individual dos empregados dos bancos de varejo diante da necessidade de adequação à estratégia utilizada para enfrentar o atual mercado competitivo. Mostra a importância da análise da dimensão simbólica para as organizações, os negócios e as relações entre os atores no contexto empresarial. Demonstra as principais mudanças recentes no Sistema Financeiro Nacional, que tem levado as organizações aí inseridas a buscar formas de adaptações, entre elas rever seus processos de gestão e de programas de treinamento e desenvolvimento de pessoas. Traça o perfil atual do Banco BRC SIA, fazendo um breve histórico e abordando os recursos humanos, a informatização, o projeto de saneamento fmanceiro e o desempenho operacional dos últimos anos. Conclui que as características culturais do Banco BRC SI A, em sua maIOrIa, reduzem a sua capacidade de adequar-se à forma de atuação dos bancos privados. Existem poucos traços culturais que favorecem a adaptabilidade do banco, entre os quais podemos citar o compromisso, a dedicação e a lealdade do pessoal ao banco (que já foram maiores no passado). Outros fatores também contribuem para dificultar a sua adaptabilidade, tais como o paternalismo, o formalismo, a impunidade, a postura de expectador, entre outras, características estas comuns às empresas brasileiras, conforme veremos no primeiro capítulo. Com relação a isto, será necessária uma forte dose de persistência e desejo de quebrar a inércia da organização, bem como uma constância de propósitos, para que as transformações aconteçam e o banco consiga se adaptar ao mercado. No caso, este deve ser o papel da liderança: ser persistente, perspicaz e flexível o suficiente para chamar o processo a si e conduzi-lo de forma eficaz. Ainda, contatou-se que existem resistências e dificuldades para a viabilização das transformações necessárias para que o banco atue como um banco privado. Algumas resistências são comuns e outras são específicas e próprias de cada situação observada.

Pesquisa do clima organizacional na MURI - linhas de montagem Ltda.

A presente dissertação tem por objetivo discorrer sobre uma pesquisa de clima organizacional realizada na MURI - Linhas de montagem Lida., empresa sediada no município de Porto Alegre/RS. Inicialmente é feita uma revisão da literatura sobre clima organizacional e o conceito correlato de cultura organizacional, procedendo-se à leitura do conceito de clima organizacional através da ótica da psicanálise. Após a explanação dos procedimentos metodológicos utilizados, é traçado o perfil da organização estudada com o auxílio de fontes iconográficas e depoimentos de empregados obtidos durante a pesquisa. Na seqüência são apresentados os resultados da pesquisa propriamente dita, categorizando-se os dados para apresentação segundo os seguintes itens: a. Gestão; b. Imagem; c. Liderança; d. Comunicação; e. Capacitação e Desenvolvimento; f. Carreira e Perspectiva de Trabalho; g. Organização do Trabalho; h. Relações e Ambiente de Trabalho e Segurança; i. Salários e Benefícios; j. Motivação, Reconhecimento e Valorização. Nas considerações finais são feitas observações sobre os resultados da pesquisacomo subsídios à orientação da gestão empresarial.

As universidades corporativas e sua contribuição para a gestão do conhecimento nas organizações

O contexto atual da sociedade do conhecimento impulsiona as organizações e seus profissionais a buscarem novas de formas de agir para se manterem competitivos. Nessa sociedade, a inteligência, a criatividade e o próprio conhecimento são recursos produtivos essenciais. Às organizações, cabe um esforço no sentido do desenvolvimento de iniciativas para a geração de valor a partir desses recursos intangíveis. Aos profissionais, cabe buscar sua contínua recapacitação, atendendo à necessidade de atuarem como trabalhadores do conhecimento. As universidades corporativas surgiram nesse contexto, como uma abordagem estratégica para a atividade de treinamento e desenvolvimento da organização, acompanhando o realinhamento do sistema de Recursos Humanos, que assumiu um caráter mais estratégico e voltado para o negócio. Os objetivos dessa pesquisa envolvem a compreensão do que são e como funcionam as universidades corporativas no Brasil, analisando seu papel na gestão do conhecimento da organização. Verificou-se que essas instituições são uma evolução do sistema de treinamento e desenvolvimento e não atuam, ainda, como gestoras do conhecimento organizacional. A denominação "universidade" adotada por elas confere-lhes certo status, contudo constatou-se que as universidades corporativas não exploraram o potencial que conceito de universidade evoca: a permanente geração de novos conhecimentos. Apesar disso, não lhes pode ser negado o mérito de representarem um ponto de partida para que as organizações compreendam o conhecimento como um de seus recursos produtivos principais.