I denna studie undersökte jag ledares uppfattningar av ledarskapsutbildning samt hur de själva anser att ledarskapsutbildning påverkat dem. Detta gjorde jag genom kvalitativa intervjuer med avdelningschefer på ett företag i Sverige. Urvalet bestämde jag i syfte att ta del av ledares olika uppfattningar av ledarskapsutbildning. Urvalet styrdes samtidigt av det antal ledare som fanns att tillgå för tillfället av studiens genomförande, samt av studiens begränsade tidsram. Jag utformade en intervjumall i syfte att förbereda mig inför intervjuerna. Frågorna i mallen testade jag i en pilotstudie. Intervjuernas utformning förankrade jag hos företagets personalchef samt VD. Åtta ledare blev tillfrågade om de ville delta på intervju. Samtliga av dessa var avdelningschefer varav sex av dem tackade ja. Jag valde att genomföra intervjuerna på avdelningschefernas arbetsplats. Intervjuerna spelade jag in för att sedan transkribera i sin helhet. Transkriberingarna analyserade jag genom att jämföra likheter samt olikheter mellan avdelningschefernas upplevelse av ledarskapsutbildning. Studiens resultat visade att ledare definierar ledarskapsutbildning väldigt olika. Resultatet av studien visade även att ledare hade olika åsikter angående ledarskapsutbildning. En del anser att ledarskapsutbildning bidrar med fördelar som ökad gemenskap i ledargruppen samt ett betryggande ställningstagande till utveckling från organisationens sida. Andra anser att ledarskapsutbildning också har en baksida där den förändring som ledarskapsutbildning medför, utgör stress samt påverkar ledaren negativt. Min tolkning av studien är att när ledare anammar den kunskap de tagit del av sker ett djupgående lärande. Det i sin tur innebär att ledaren tydligare förstår sin del i ett organisatoriskt sammanhang tack vare den ledarskapsutbildning hen genomgått. Min slutsats är att ledare i omfattande grad påverkas av ledarskapsutbildning. Vid ett initialt skede av ledarskapsutbildning är tydlighet vad gäller utbildningens syfte samt mål det primära för att ledare ska vara positiva till utbildningen. Ledare anser att utbildningen ska vara utvecklande. Organisationen skall ge dem utrymme för tid till reflektion samt genomförande av de förändringar som utbildningen innebär. Resultatet från denna studie visar även att ledares trivsel på arbetet påverkas av ledarskapsutbildning. Faktorer som organisationens struktur av utbildning, press till utveckling samt gemenskap mellan ledarkollegor är exempel på följderav utbildning som påverkar ledarnas trivsel. Ledare tycker det är viktigt att informationen kring utbildningen är tydlig samt att utbildningen har ett uttalat syfte. Ledarna anser även att de har ett eget ansvar att förvalta sin utbildning på ett effektivt sätt.

The critical role that an effective systematic training evaluation practice plays is in its ability to collect value systematically. The collected data is utilised to make a judgement or to evaluate learnings contribution. Without the training evaluation practice learning value is obscured. The instructionnal systems design (ISD) Addie is assessed as the systematic structure that can greatly assist the training evaluation practice. It supports the proposal of collecting value throughout the training lifecycle for the holistic view of learning value. The Kirkpatrick and Phillips (K/P) summative framework will be used to assess the current practice in collecting post-learning data. Addie was highly valued by the survey participants. The current summative practice in the organisation stops mainly at level two of the Kirkpatrick/Phillips model. The practice lacks comprehensive data collection at recommended best practice levels and is therefore, not effective, efficient and systematic in its approach to declare learning value. / Human Resource Management / M. Tech. (Human Resource Management)

The critical role that an effective systematic training evaluation practice plays is in its ability to collect value systematically. The collected data is utilised to make a judgement or to evaluate learnings contribution. Without the training evaluation practice learning value is obscured. The instructionnal systems design (ISD) Addie is assessed as the systematic structure that can greatly assist the training evaluation practice. It supports the proposal of collecting value throughout the training lifecycle for the holistic view of learning value. The Kirkpatrick and Phillips (K/P) summative framework will be used to assess the current practice in collecting post-learning data. Addie was highly valued by the survey participants. The current summative practice in the organisation stops mainly at level two of the Kirkpatrick/Phillips model. The practice lacks comprehensive data collection at recommended best practice levels and is therefore, not effective, efficient and systematic in its approach to declare learning value. / Human Resource Management / M. Tech. (Human Resource Management)

Submitted by Patrícia Roberta Paes de Andrade (patricia_paes@yahoo.com.br) on 2013-02-18T12:44:08Z No. of bitstreams: 1 Dissertacao_mestrado_Patricia_Andrade_versao_final_completa[1].pdf: 3011112 bytes, checksum: 077d806765eeb5947039e026e22f7b4c (MD5) / Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2013-02-26T14:01:31Z (GMT) No. of bitstreams: 1 Dissertacao_mestrado_Patricia_Andrade_versao_final_completa[1].pdf: 3011112 bytes, checksum: 077d806765eeb5947039e026e22f7b4c (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2013-02-26T19:43:35Z (GMT) No. of bitstreams: 1 Dissertacao_mestrado_Patricia_Andrade_versao_final_completa[1].pdf: 3011112 bytes, checksum: 077d806765eeb5947039e026e22f7b4c (MD5) / Made available in DSpace on 2013-02-26T19:43:49Z (GMT). No. of bitstreams: 1 Dissertacao_mestrado_Patricia_Andrade_versao_final_completa[1].pdf: 3011112 bytes, checksum: 077d806765eeb5947039e026e22f7b4c (MD5) Previous issue date: 2012-12-06 / Starting with the experience of civil servants at the General-Advocacy of the Union (AGU) in the state of Pernambuco this research will assess the size of the contribution of training courses directed by AGU school concerning the 2007-to-2011 training to upgrade the skills of its public servants. Management by competence in organizations, either public or private, is a strategic step to reach institutional results, thence the importance of this research. A theoretical basis was set up with important items for the public administration in private or professional education in the public service through a qualitative study data from a research of bibliographic and documental sources. The result of the research was summed up after comparison between the answers of the servants and their higher-ups. The training courses were classified according to quantity, quality and effectiveness. Actually short-duration courses were more numerous than long duration ones. In spite of the good quality of these courses, their contents did not live up to the trainees’ expectations. In respect to effectiveness, their contents contributed to skill improvement since they established links with a specific activity. They seldom spurred the creativity of the trainees. The knowledge acquired in the training was occasionally passed along. Respondents avow the great importance of transmission. On the basis of those conclusions, some suggestions were put forward to upgrade skills at AGU through the development of fitness to ensure the good quality of the services rendered by civil servants to the society. / Com base na percepção dos servidores lotados nas unidades da Advocacia-Geral da União localizadas no estado de Pernambuco, esta pesquisa se propôs a investigar qual a contribuição dos eventos de aprendizagem ofertados pela Escola da AGU, quanto aos conteúdos programáticos ministrados no período de 2007 a 2011, para o aprimoramento do desempenho profissional dos integrantes do quadro funcional da Advocacia Geral da União. A gestão por competências nas organizações, sejam estas públicas ou privadas, tem se afirmado como elemento estratégico para o alcance dos resultados institucionais, residindo neste fato a relevância da presente pesquisa

The present thesis focuses on the development of volunteerism as a part of the professionalization of a nonprofit organization. Case study took place in the organization Pestrá společnost, which is dedicated to the training of assistance dogs and provides social services to the owners of assistance dogs. The organization uses volunteers regularly and on long-term basis. Research in this organization confirms the fact that quality management of volunteerism effectively utilizes the capacity of motivated volunteers and reduces overall financial costs. The theoretical part focuses on the professionalisation of management of volunteering through the selection and training of volunteers with regard to their motivation. It describes how the motivation of volunteers links with the aims of the organization. An organization, which is interested in linking together the motivation of volunteers and its own aims during the process of their selection and training must undoubtedly benefit from this collaboration. The practical part in the form of a case study focuses on a concrete organization. The qualitative part of the research provides specific suggestions for changes and measures that are proposed as the part of the action research. These measures are also implemented and three months after their...