Studien har undersökt hur några norrländska stora och medelstora organisationer arbetar medkompetenskartläggning. Vidare undersöktes hur synen på kompetens, kompetenskartläggningoch utsikter för HR-arbetet i och med digitaliseringens framfart varierar mellanorganisationsnivåer. Studien tog delvis utgångspunkt i teorier som rör arbetet med kompetensutifrån ett organisatoriskt perspektiv. Även teorier som rör digitalisering av organisationer ochmer specifikt HR-funktionen där det tämligen nya tillvägagångssättet för databaserad analys,People Analytics, diskuterats i relation till framtidsutsikter och kartläggning. Studiensuppkomst och relevans kunde härledas till den globala kompetensbrist som återspeglas iSverige och i synnerhet Norrland. Data samlades in genom semistrukturerade intervjuer medHR-anställda från respektive organisation. Av resultatet framkom att samtliga organisationerupplever kompetensbristen i någon mån, däremot varierade synen på kompetenskartläggningoch dess nytta för organisationen. I det fall kompetenskartläggning utförs var det ofta relaterattill uppkomna behov såsom rekrytering- eller utbildningsinsatser, i andra fall delegerasansvaret till chefer och föll således inte under HR´s ansvar. Resultatet kunde härledas till dengenerella utvecklingen av HR-professionen då det i studien framkom att det skett enförflyttning från en mer kvalitativ till en mer affärsmässig och strategiskt syn på HR. Vidareframkom att digitaliseringen kan påstås påskyndat denna transformation. En förändring somansågs vara mer eller mindre positiv bland de olika informanterna. Studien bidrog därmedmed en förklaring till varför det finns anledning att ifrågasätta kompetenskartläggningensförekomst i organisationer, men även en skildring av HR´s och den digitala utvecklingen roll iorganisationerna. En förändringsfas som enligt studien bör betraktas som pågående.

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The final diploma thesis defines factors that significantly influence managements of basic schools in their decisions regarding the selection of class teachers in terms of the performed HR activities. Selection and appointing a suitable candidate to a position of a class teacher is a responsible personnel activity which poses high demands on each management worker in the field of education. It is demanding because a class teacher is in many ways the most important person who contributes to and presents the image of the school through everyday close contacts with clients, among others with pupils, parents, public, the school founder and colleagues. To a certain extent it is possible to say that the class teacher provides an outward representation of the organisation and his/her behaviour has a strong impact on how the community and public view the organisation/school. General groups of factors that influence the selection of class teachers were identified based on the results of a preliminary research and subsequently verified in the main research. The discovered factors are divided into two groups including HR oriented factors and factors arising from the teacher's competences. The demonstrated results of the research will serve newly appointed directors as a manual and guideline helping them in...

This diploma thesis deals with the competence model of a soft skills trainer working in the private sector. It looks into the specifics of adult education with emphasis on the presentation of barriers when educating adults. Furthermore, this work discusses adult education specifics while focusing on the differences from the education of children and youth. This diploma work focuses on a trainer's personality requirements, his competences, and it presents expectations related to the trainer. A soft skills trainer's competence model is drawn up on the basis of theory presented and research carried out. The research focuses on three groups of participants to educational process - representatives of an educational organization as a trainer's employer, ordering party of an educational event as a trainer's customer and trainers themselves.

The theme of the thesis is to identify the educational needs of teachers in leisure education. The theoretical part is focused on the identification and analysis of educational needs. It also focuses on staff training, their competencies and the use of competency approach to their education. The theoretical part concludes with a chapter on after-school education and the teachers' activities. The aim of the research is to identify the educational needs of these teachers and the specification of their competencies. The research section includes a survey carried out by the technique of unstructured written interviews. According to the analysis of the obtained information the competencies of teachers are specified and the competency model is created. The competency model can be used for the selection, evaluation and remuneration and other training of the teachers in after-school education. Identifying educational needs of teachers offers them themes and ideas for their professional training.

This graduation theses is about creation and implementing the system of employees evaluation in the company ELTODO EG, a.s. At first the analysis of working stations was done. The results of the analysis were job descriptions and role specifications. And then the competence model of the company was done. Further we had to specify the aims, areas and criteria of evaluation. We also had to choose available methods and create the evaluation form. The substance of this system is the evaluation interview. This interview serves for appreciation of the job performance and the competence of employees and for determination of their performance and developing aims. At the end of this theses the methodology of evaluation was created. This methodology contains the important information about persons and term of evaluation.

Als Konsequenz der besonderen Aufmerksamkeit nach der Veröffentlichung der Ergebnisse der ersten PISA-Studie, wurden auf unterschiedlichen Ebenen des deutschen Schulsystems evaluatorische Prozesse implementiert. In Deutschland fußen solche Messungen von Erträgen des Bildungssystems auf von der Konferenz aller Kultusminister (KMK) beschlossenen Bildungsstandards, die als Kompetenzstufenmodelle für die Messung operationalisiert wurden. Mit den Vergleichsarbeiten etablierte sich in Deutschland ein Verfahren, das die Ergebnisse solcher Messungen primär schulischen Rezipienten zur Verfügung stellt. Damit sich der intendierte Nutzen von Unterrichtsentwicklung realisiert, muss Validität im Sinne Kanes vorausgesetzt werden. Die vorliegende Arbeit untersucht dazu drei Aspekte des Validitätsarguments. Dies sind zum Ersten mit der Nutzungsperspektive eng verbundene psychometrische Anforderungen an das Instrument. Das vierte Kapitel untersucht dazu methodische Aspekte, welche als grundlegend für die Validität angesehen werden. Es werden Gewissheiten formuliert und in Frage gestellt, die für die Testkonstruktion, aber insbesondere für die Weiterarbeit mit den Testergebnissen in der Schule essentiell sind. Der Validität von Testwertinterpretationen über mehr als einen Messzeitpunkt widmet sich das fünfte Kapitel. Wegen der Art und Weise der Verknüpfung der Messskalen haben die Ergebnisse letztlich aber Relevanz für die Interpretation jeder Einzelmessung. Der dritte Aspekt von Nutzungsvoraussetzung wird im wohl meistzitierten Nutzungsmodell für die Vergleichsarbeiten von Helmke als technische Übermittlung der Rezeption untergeordnet und ist ein Element konsequenzieller Validität. Der Abruf von Rückmeldungen ist so trivial wie grundlegend und doch findet sich dazu im deutschsprachigen Raum nur eine einzige Veröffentlichung mit relevanten Daten. Die vorliegende Untersuchung ermöglicht erstmals einen dezidierten Einblick in diesen Aspekt der Nutzung von Vergleichsarbeiten. / As a consequence of the special attention following the release of the results of the first PISA-Study, evaluative processes were implemented at multiple different levels of the German educational system. In Germany, these empirical measurement of results are based on educational standards determined by the Standing Conference of the Ministers of Education and Cultural Affairs of the Länder in Germany, which were operationalized for the measurements as competence level models. With the Vergleichsarbeiten, a process was established in Germany that continues these measurements of competency outcomes, but whose results are primarily made available to recipients in schools. To realize the intended use of data-based lesson as well as school development, validity in Kane’s sense is required. For that reason, this paper examines three aspects of the validity argument. On one hand, these are psychometric requirements for the instrument, which are highly dependend on the intended use. In this regard, the fourth chapter examines methodical aspects seen as fundamental for validity. Certainties are defined and questioned, that are essential for test construction, but also especially for working with the test results in lesson development. The fifth chapter is concerned with the validity of test result interpretations spanning multiple measurement times, but because of the way the scales of measurement are connected, the results end up being relevant to the interpretation of singular measurements as well. The third aspect is an element of consequentional validity which, as \emph{technical transmission}, is subordinated to reception, in the most cited usage model for the Vergleichsarbeiten by Helmke. The download of Feedback is as trivial as it is fundamental, yet (at least in the German-speaking world) only a single publication with relevant data can be found. This examination allows, for the first time, a dedicated look into this aspect of the Vergleicharbeiten’s usage.

Целью магистерской диссертации является изучение принципов процесса управления транспрофессиональными компетенциями персонала, исследование уровня транспрофессионализма сотрудников в организациях индустрии СМИ, разработка предложений по усовершенствованию процесса развития транспрофессиональных компетенций. В теоретической части рассмотрены основы управления транспрофессиональными компетенциями персонала, сформулированы особенности их управлением, а также проведена оценка степени распространение транспрофессионализма в современных СМИ. В практической части описаны база исследования, дана краткая характеристика системы управления и кадрового состава исследуемых организаций индустрии СМИ, обозначены методические основы исследования, проведен анализ уровня транспрофессионализма сотрудников в исследуемых организациях и обобщены его результаты. На основе полученных данных разработаны предложения по совершенствованию процесса управления транспрофессиональными компетенциями сотрудников. Научная новизна исследования определяется как постановкой научной проблемы, так и полученными результатами: впервые предпринят теоретический и эмпирический анализ транспрофессиональных компетенций персонала в организации индустрии средств массовой информации и осуществлен анализ проблем управления, влияющих на развитие транспрофессиональных компетенций в организации индустрии СМИ. / The purpose of the master's thesis is to study the principles of the process of managing the personnel transprofessional competencies, to investigate the level of transprofessionalism of employees in media industry organizations, to develop proposals for improving the process of developing transprofessional competencies. In the theoretical part, the foundations of the management of personnel transprofessional competencies are considered, the features of their management are formulated, and the degree of spread of transprofessionalism in modern media is assessed. The practical part describes the basis of the research, gives a brief description of the management system and staffing of the media industry organizations under study, outlines the research methodological foundations, analyzes the level of transprofessionalism of employees in the organizations under study and summarizes its results. Based on the data obtained, proposals were developed to improve the process of managing the employees transprofessional competencies. The scientific novelty of the research is determined by both the formulation of the scientific problem and the results obtained: for the first time, a theoretical and empirical analysis of the transprofessional competencies of personnel in the organization of the media industry was undertaken and an analysis of management problems affecting the development of transprofessional competencies in the organization of the media industry was carried out.

Digital environmental simulations can be performed with different techniques and the most common technologies are virtual reality, augmented reality and mixed reality. Digital environmental simulations have proven to be effective in practicing surgery, industrial activities and for military exercises. Previous studies have shown that technology habits are a factor that affects whether digital environmental simulations can be used effectively. Thus, the purpose of the study was to investigate how users can be introduced to digital environmental simulations. To achieve the purpose, the following question was needed: How can a digital prototype be designed to introduce users to digital environmental simulations based on user needs? The study was based on design science as a research strategy, which meant that the study was carried out in three phases: development of requirements, development and evaluation of digital prototype. The production of requirements was made through a qualitative data collection in the form of semi-structured interviews. The interview questions were developed using a theoretical framework on digital competence. The interviews resulted in a requirement specification containing 15 user stories that were prioritized.Based onthe requirement specification, a digital prototype was developed in thedevelopment environment Unity. The evaluation of the digital prototype wascarried out in two stages, where the first was to evaluate internally and thesecond step was to evaluate externally. The external evaluation was conductedwith respondents who carried out a use test of the digital prototype thatresulted in proposals for further development. But it also resulted in usershaving increased knowledge and ability to see opportunities with digitalenvironmental simulations. The conclusion is that users can be introduced to digitalenvironmental simulations through a digital prototype designed based on userneeds. / Digitala miljösimuleringar kan utföras med olika tekniker och de vanligaste teknikerna är virtual reality, augmented reality och mixed reality. Digitala miljösimuleringar har visat sig vara effektiva för att öva på kirurgi, industrimoment samt för militärövningar. Tidigare studier har visat att teknikvana är en faktor som påverkar om digitala miljösimuleringar kan användas effektivt. Således var syftet med studien att undersöka hur användare kan introduceras till digitala miljösimuleringar. För att uppnå syftet behövdes följande frågeställning besvaras: Hur kan en digital prototyp utformas för att introducera användare till digitala miljösimuleringar baserat på användares behov? Studien har utgått från design science som forskningsstrategi, vilket medförde att studien har utförts i tre faser: framtagning av krav, utveckling och utvärdering av digital prototyp. Framtagning av krav skedde genom en kvalitativ datainsamling i form av semistrukturerade intervjuer. Intervjufrågorna togs fram med hjälp av ett teoretiskt ramverk om digital kompetens. Intervjuerna resulterade i en kravspecifikation innehållande 15 användarberättelser som prioriterades.   Utifrån kravspecifikationen utvecklades en digital prototyp i utvecklingsmiljön Unity. Utvärderingen av den digitala prototypen genomfördes i två steg, där det första var att utvärdera internt och det andra steget var att utvärdera externt. Den externa utvärderingen genomfördes med respondenter som utförde ett användningstest av den digitala prototypen som resulterade i förslag till vidareutvecklingMen det resulterade även i att användare fick ökadkunskap och förmåga att se möjligheter med digitala miljösimuleringar.Slutsatsen är att användare kan introduceras till digitala miljösimuleringargenom en digital prototyp som utformats baserat på användares behov.

Der zielorientierte Umgang mit Wissen bildet eine zentrale Herausforderung für Unternehmen und deren Mitarbeiter. Deren Kompetenzentwicklung ist für die Unternehmen unter dem Aspekt der Wettbewerbsfähigkeit ein lohnendes Ziel. Diese Arbeit stellt ein Werkzeug zur Messung von Kompetenzen im Persönlichen Wissensmanagement vor. Auf einer Literaturstudie basierend wurde ein Kompe-tenzkatalog erstellt und mit Hilfe einer Befragung von Fachleuten aus dem Berei-chen Informations- und Wissensmanagement validiert. Dieser Kompetenzkatalog findet Eingang in einen Referenzrahmen für Kompetenzen für Persönliches Wis-sensmanagement. Zur Bestimmung der Niveaustufen Experte, Könner und Kenner im Persönlichen Wissensmanagement wurde ein Messwerkzeug erarbeitet und anhand von zwei Gruppen auf Gültigkeit überprüft. Die eine Gruppe bestand aus Mitarbeitern Ex-zellenter Wissensorganisationen, die andere aus interessierten Mitarbeitern aus nicht-explizit wissensorientierten Unternehmen. Es konnte nachgewiesen werden, dass beide Gruppen in acht Einzelkompetenzen signifikante Unterschiede besa-ßen. Auch für weitere Kompetenzen konnten Messdimensionen aus den Rück-meldungen der Umfrage hergeleitet werden. In einigen Fällen allerdings konnten die Niveaustufen Könner und Kenner nicht unterschieden werden. / The target-oriented intercourse with knowledge is a central challenge for compa-nies and their employees. With the aspect of competitiveness, a rewarding aim for the companies is to work on their skill development. This paper introduces a tool to measure the skills in personal knowledge management. Based on literature studies, a catalogue of competences was created, which was validated by inter-views with experts in information and knowledge management. The catalogue of competences conforms to a reference framework for competences for personal knowledge management. Measuring tools for the determination of the levels of expert, master and initiate in personal knowledge management were developed and their validity was checked on the basis of two groups. The first group was composed of employees of “Exzellenter Wissensorganisation”, the other group was composed of interested employees of companies with no explicit orientation for information and knowledge management. It was possible to verify that both groups showed signif-icant differences in eight single skills. Even for other skills dimensions of meas-urement could be deduced from the interviews. In some cases the levels of master and initiate could not be distinguished.