La gestión de los libros electrónicos en la Biblioteca Virtual de la UOC

El texto que se presenta muestra cómo se lleva a cabo la gestión de los libros electrónicos en la Biblioteca Virtual (en adelante BV) de la Universitat Oberta de Catalunya (en adelante UOC). La BV pone especial énfasis en la adquisición de libros digitales para mejorar el acceso de los usuarios a los recursos y a lascolecciones de una universidad caracterizada por su virtualidad. El documento presenta, en primer lugar, el entorno en el que se adquieren y se utilizan los libros electrónicos: se describen los distintos escenarios de adquisición en los que se puede encontrar la BV y se definen los circuitos internos que permiten su gestión, así como los procesos técnicos de los documentos. A continuación, se muestran las distintas opciones de acceso y consulta de libros electrónicos que actualmente se ofrecen desde la BV y se exponenlos análisis de uso de dichos documentos. Por último, se presentan las conclusiones a las que llega la BV sobre el nuevo contexto de libros electrónicos.

Totes les vacances són diferents. És més beneficiós fer el descans anual sempre a la mateixa època i recordar-lo

Les vacances, el descans mensual, ens influeixen des del punt de vista psicològic i fisiològic, en vista de dos treballs científics recents que analitzen minuciosament els seus efectes.

Pensions and procrastination : how can employers help their employees save for the future?

In this paper I show that employees tend to procrastinate when they are expected to decide whether or not they would like to save using the defined contribution pension scheme offered by their employer. By auto-enrolling the employees or asking them to decide before a given deadline, employers can mitigate some of the problems caused by employee procrastination. However both of these mechanisms present their own problems, caused by default stickiness and other issues, so I discuss how employers can decide which is the right mechanism to use depending on the characteristics of their employees, and how to minimize the problems these mechanisms can cause.

Departure Survey Report, 2007

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

Departure Survey Report, 2008

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

Departure Survey Report, 2009

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

Departure Survey Report, 2010

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

Departure Survey Report FY2011

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

Departure Survey Report FY2012

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

Departure Survey Report FY2013

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

Vacances i estrès urbanita

És bo que aprofitem el lleure i les vacances per gaudir d"espais oberts i natura, cal que tinguem cura que també ho facin els nostres fills.

1208-005 North Raccoon Watershed Final Report

The Buena Vista SWCD is submitting this WIRB request on behalf of both Buena Vista and Pocahontas SWCDs. The two SWCDs are working jointly on a project that includes three existing Mississippi River Basin Imitative (MRBI) project areas in the North Raccoon River Watershed. The total project area is 280,654 crop acres. The MRBI project involves installing conservation practices through the EQIP program. Funding from MRBI will support costs of practice design, layout and checkout, however, there is no funding to market and sell the program and practices to landowners and producers in the project area. Both soil and water districts are financially supporting work currently being done to encourage signup for the approved practices. To effectively implement the MRBI project it is imperative that marketing and promotion through group meetings and one-on­ one contacts is completed. Funding from WIRB will allow the existing employee to spend the needed time on these promotional activities in both Buena Vista and Pocahontas County. Through this WIRB request these two SWCDs districts plan to apply over $800,000 worth of conservation practices that is funded through the MRBI program. The return from this investment of WIRB dollars is large. This is an opportunity to support a large amount of conservation work in the North Raccoon River Watershed, which, is also an important water source for the city Des Moines and provides recreational activities from Des Moines up to BY and Pocahontas Counties.

Vacances i estrès urbanita

És bo que aprofitem el lleure i les vacances per gaudir d"espais oberts i natura, cal que tinguem cura que també ho facin els nostres fills.

Eighty-Sixth General Assembly House Code of Ethics (House Resolution 5) Adopted 2-3-2015, February 3, 2015

Eighty-Sixth General Assembly House Code of Ethics (House Resolution 5) Adopted 2-3-2015. Every legislator and legislative employee has a duty to uphold the integrity and honor of the general assembly, to encourage respect for the law and for the general assembly, and to observe the house code of ethics. The members and employees of the house have a responsibility to conduct themselves so as to reflect credit on the general assembly, and to inspire the confidence, respect, and trust of the public. The following rules are adopted pursuant to chapter 68B of the Code, to assist the members and employees in the conduct of their activities.

Formación de los profesionales de la salud en un contexto asistencial con uso de las tecnologías de la información y la comunicación

La enfermera debería incorporar nuevas habilidades en el manejo de las tecnologías de la información y la comunicación (TIC) que faciliten el desarrollo de su profesión. En este proceso se plantean dudas y resistencias que pueden convertirse en barreras para el desarrollo de su labor profesional. Las estrategias para vencer resistencias ante las nuevas formas de trabajar pasan por facilitar una formación correctamente planificada y adaptada a los profesionales que deben enfrentarse a estas nuevas tecnologías. Algunos de los aspectos clave relacionados con la formación de las enfermeras ante nuevas competencias y que pueden contribuir a su desarrollo exitoso en los centros asistenciales son la definición de tácticas claras de formación con identificación de buenas prácticas asistenciales como mecanismo conductor, el apoyo a las enfermeras asistenciales por parte de las gestoras que lideran los equipos asistenciales y la identificación de la predisposición de los usuarios frente a la formación. Lograr el éxito en el uso de las TIC puede residir en la participación activa de las propias enfermeras en el proceso formativo planificado, teniendo en cuenta nuevos enfoques asistenciales por vía telemática, como alternativa al actual modelo asistencial, tradicionalmente presencial.