En esta investigación se presentan postulados que diversos autores exponen sobre las habilidades del equipo de ciencia de datos en la empresa moderna; por ello, es importante conocer los antecedentes de la ciencia de datos, sus características relevantes, las habilidades blandas y técnicas del científico de datos, y la productividad científica que aporta a las organizaciones y sociedad, a fin de entender cómo esta ciencia contribuye a la mejora de las relaciones en el nivel empresarial y social. El trabajo se divide en seis partes: en primer lugar, se presenta de manera detallada cuál ha sido el método de investigación utilizado para recopilar la información. En el segundo apartado, se aborda los puntos relacionados a la ciencia de datos. El tercer apartado describe los rasgos que componen al denominado científico de datos: sus roles y funciones. En cuarto lugar, se presenta a la empresa moderna como el principal receptor de la denominada 4a Revolución Industrial. El quinto apartado se muestran los análisis y resultados de la presente investigación. Por último, en sexto lugar, se expone las conclusiones a las que se han arribado luego de reflexiones y debates, tanto individuales como grupales. / In this work, postulates that various authors expose about the skills of the data science team in modern companies are presented. Therefore, it is important to know the background of data science, its relevant characteristics, soft and technical skills of the data scientist and the scientific productivity it brings to organizations and society, to understand how this science contributes to the improvement of relationships at the business and social level. This work is divided into six parts. In the first place, the research method used to collect the work information is presented in detail. In the second section, the points related to data science are addressed. The third section describes the traits that make up the so-called data scientist: their roles and functions. Fourth, the modern company is presented as the main recipient of the so-called 4th Industrial Revolution. The fifth section shows the analysis and results of our research are presented. Finally, in sixth place, exposes the conclusions reached after reflections and debates, both individual and group. / Trabajo de Suficiencia Profesional

Local employers believe the lack of prerequisite soft skills is inhibiting the graduates from a local community college from securing employment. The rationale of this phenomenological study was to investigate the perceptions of students and employers related to the soft skills needed to be successful in future employment. The theoretical framework was based on Mezirow's transformational and Daloz's mentorship theories. Individual face-to-face, semistructured interviews were used to gather data from 12 business and computer students and 7 employers (N=19) who were selected using purposeful random sampling. The typewritten transcripts of participants' responses were imported in MAXQDA 11, then were open coded and analyzed for emergent themes. According to emergent findings among these 19 participants, for entry-level jobs, communication was the most important and the most lacking soft skill. The recommendations informed the creation of a mandatory 3-day professional development training program, which was developed to help students enhance their soft skills before entering their future careers. This study directly affects positive social change by enhancing the quality of soft skills for future employees who enter the local work force.

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Mit diesem Buch werden zum einen die Tagung der Kompetenzschulen an sächsischen Hochschulen, die am 30. Mai 2013 mit dem Thema „Nachhaltigkeit – Eine Leitidee in der Weiterbildung des wissenschaftlichen Nachwuchses“ an der TU Bergakademie Freiberg stattfand, und zum anderen die Projektergebnisse der sächsischen ESF-geförderten Kompetenzschulen dokumentiert. Die zentrale Diskussionsfrage lautet, in welcher Form eine nachhaltige Kompetenzentwicklung des wissenschaftlichen Nachwuchses an sächsischen Hochschulen erfolgen kann. Dabei wird der Begriff der nachhaltigen Kompetenzentwicklung unter zwei unterschiedlichen Gesichtspunkten erörtert: Wie können wichtige Schlüsselkompetenzen bei Promovierenden nachhaltig, im Sinne von beruflich zukünftig relevant und anwendbar entwickelt werden? Und wie können darüber hinaus Kompetenzen entwickelt werden, die zu einem ökologisch, ökonomisch bzw. sozial nachhaltigen Handeln anregen? Im Kontext dieser zwei Fragestellungen wird die Rolle der sächsischen Kompetenzschulen diskutiert, deren Ziel in einer über die fachliche Qualifizierung hinausgehenden Kompetenzentwicklung in den Bereichen arbeitsmarktrelevanter Schlüssel- und Führungskompetenzen liegt. Dazu geben sechs geförderte Kompetenzschulprojekte Einblick in ihre strukturellen Rahmenbedingungen, inhaltlichen Schwerpunktsetzungen sowie Best-Practice-Erfahrungen, welche jeweils eine nachhaltige Kompetenzentwicklung für die Promovierenden an der entsprechenden Hochschule fördern sollen. Des Weiteren berichten Doktorandinnen und Doktoranden über ihre Erfahrungen in Bezug auf ihre persönliche Weiterentwicklung und beurteilen die Angebote der Kompetenzschulen aus ihrer jeweils individuellen Perspektive. Eingebettet wird die Rolle der Kompetenzschulen dabei in die Diskussion der Fragestellung, welche Kompetenzen Promovierende benötigen, um „fit“ für die Zukunft zu sein. Dabei wird neben den zentralen Schlüsselqualifikationen auch die Bedeutung solcher Kompetenzen erörtert, die ein ökologisch, ökonomisch sowie sozial nachhaltiges Handeln ermöglichen. / This book summarizes the key outcomes of a conference on „Sustainability as a guiding principle in qualifying young scientists“. In May 2013 the conference was held at TU Bergakademie Freiberg as a joint event of all Competence Schools in Saxony. It also documents the overall project results achieved within these six Saxon Competence Schools, which are funded by the European Social Fund. The central question being discussed is how young scientists’ skills can be developed sustainably at Saxon universities. The term “sustainable competency development” is used to refer to two different aspects: (1) How can key competencies that are important for young scientists be developed in a sustainable manner? Sustainable is here understood as relevant and practically-oriented with regard to young scientists’ future professional life and career. And (2) how can young scientists be enabled to act ecologically, economically as well as socially sustainable? Referring to these two questions the role of Saxon Competence Schools is being discussed which aim at qualifying young scientists in skills that are particularly relevant for the labour market – key and leadership competencies – apart from their expert qualification. For this purpose six funded Competence Schools deliver insights into their structural conditions and their main focusses as well as their best-practice experiences that are meant to enable a sustainable competency development for young scientists at their universities. Furthermore doctoral candidates report on their experiences regarding their personal development and evaluate the competence schools’ offers based on their individual perspective. The role of Competence Schools is additionally discussed concerning the question, which skills young scientists need in order to be well-prepared for future challenges. This question not only focuses on key competencies, but also on the importance of those competencies that enable young scientists to act in an ecologically, economically as well as socially sustainable way.

The complexity of mental development in humans together with human interaction in the social context presents itself to be a continued source of investigation and exploration. Emotional Intelligence (EI) is such a field of study in the discipline of psychology. Researchers emphasized the importance and value of emotional development ("soft-skills") equal to cognitive development (“hard-skills”). EI abilities are associated with key skills and competencies required for operating successfully in today’s organizations. This study focused on this theme specifically and tried to determine how EI training impacted on the success of the individual who fits the modern working profile and how emotionally intelligent employees are beneficial to organisational success overall. An ethnographic qualitative study (including an autoethnography) was performed on individuals of different participant groupings who completed the Neuro-Link EI Program. The aim was to assess if they showed increased growth in areas of EI, specifically addressed in the program namely self-awareness, self-management, social awareness, and social management. Findings indicated that EI training works with positive results. It was of great value to the individual having an immense impact on their personal lives. It further had a major positive impact on the group dynamics of individuals who attended the training. At companies where facilitators presented the program, EI training had a positive impact. A conclusion on the impact that such training had on the two companies whose staff members directly participated in this study, was not yet possible at the time of the study. The development of an awareness model for the promotion of EI training in the workplace is recommended. This may increase available knowledge regarding corporate EI training but also accelerates an emerging, but a too slowly growing movement. / Psychology / M.A. (Psychology)

Text in English / Exploring the Impact of Emotional Intelligence Training in the Workplace. The complexity of mental development in humans together with human interaction in the social context presents itself to be a continued source of investigation and exploration. Emotional Intelligence (EI) is such a field of study in the discipline of psychology. Researchers emphasized the importance and value of emotional development ("soft-skills") equal to cognitive development (“hard-skills”). EI abilities are associated with key skills and competencies required for operating successfully in today’s organizations. This study focused on this theme specifically and tried to determine how EI training impacted on the success of the individual who fits the modern working profile and how emotionally intelligent employees are beneficial to organisational success overall. An ethnographic qualitative study (including an autoethnography) was performed on individuals of different participant groupings who completed the Neuro-Link EI Program. The aim was to assess if they showed increased growth in areas of EI, specifically addressed in the program namely self-awareness, self-management, social awareness, and social management. Findings indicated that EI training works with positive results. It was of great value to the individual having an immense impact on their personal lives. It further had a major positive impact on the group dynamics of individuals who attended the training. At companies where facilitators presented the program, EI training had a positive impact. A conclusion on the impact that such training had on the two companies whose staff members directly participated in this study, was not yet possible at the time of the study. The development of an awareness model for the promotion of EI training in the workplace is recommended. This may increase available knowledge regarding corporate EI training but also accelerates an emerging, but a too slowly growing movement. / Psychology / M.A. (Psychology)

Hochschulabsolventinnen und -absolventen steht eine Vielzahl beruflicher Möglichkeiten offen. Damit der Einstieg in den Arbeitsmarkt gelingt, haben die Mitarbeiterinnen und Mitarbeiter der Technischen Universität Chemnitz ihre Erfahrungen aus der täglichen Arbeit gebündelt und stellen sie nun in diesem aktualisierten Band zur Verfügung. Von der beruflichen Zielfindung über die Jobrecherche bis zur Gehaltsverhandlung finden sich hier wertvolle Tipps für Studierende, Absolventen und alle weiteren Interessierten. Um auch beim Berufseinstieg im sächsisch-tschechischen Grenzraum zu unterstützen, bietet der vorliegende Band zudem Artikel zum Verfassen internationaler Bewerbungen und Tipps für den grenzübergreifenden Berufseinstieg und die Jobsuche in der Tschechischen Republik. Der Transnational Career Service ist eine Kooperation zwischen der Technischen Universität Chemnitz sowie den tschechischen Partnerhochschulen Universität J. E. Purkyně Ústí nad Labem und Technische Universität Liberec. Ziel des Projektes ist es, Karriereperspektiven im deutsch-tschechischen Grenzraum aufzuzeigen und den Austausch von Fachkräften zu fördern. Dieser Band stellt die Ergebnisse aus fast 3 Jahren grenzübergreifender Projektarbeit dar. / University graduates have a wide range of career perspectives ahead. In order to smooth the entry into working life, the employees of the Technische Universität Chemnitz have combined their daily work experience and made it available in this updated volume. Starting with defining professional objectives, continuing with job research and salary negotiations, university students, graduates and other interested parties will find valuable advice. This volume furthermore provides articles on international application processes as well as advice for a cross-border job entry and job research in the Czech Republic, supporting a career start in the Saxon-Czech border region. The Transnational Career Service is a cooperation between the Technische Universität Chemnitz and the Czech partner universities J. E. Purkyně Ústí nad Labem und Technical University Liberec. The project’s objective is to show career perspectives in the Saxon-Czech border region and to support the exchange of skilled personnel. This volume presents the results of almost three years of transnational project work.

The main objective of this thesis is a comprehensive assessment of the practical usability and effectiveness of modern activating teaching methods in economic subjects in fulfilling the RVP economics and business and RVP Business Academy in comparison with traditional (standard) methods. To achieve this goal, a systematic clarification and evaluation of key elements of the choice of adequate methods of teaching, presentation and comparison of traditional, modern activating and comprehensive teaching methods was employed. Selected modern activating methods are described in detail, including the procedure and examples of their application in the teaching of management on the circuit of the secondary vocational schools. Current status in the use of teaching methods by teachers of economic subjects on selected secondary vocational schools was mapped and assessed through quantitative (structured interviewing of students and teachers) and qualitative (interview with trachet of economic subjects at selected schools, testing of students -- pretest and posttest) methods of empirical educational research and realization of experimental teaching. The results of the analysis of the usefulness and effectiveness of modern activating methods in achieving the educational goals of economic education in secondary vocational schools are summarized in the form of a SWOT analysis. The work, inter alia, examines and assesses the barriers in the application of modern methods of teaching, to what extent these methods contribute to the building of the desired competences of students and in particular the so-called, soft skills of students, verifies the effectiveness of the textbooks Management based on modern activating methods in meeting educational goals. The thesis provides outputs for management of secondary schools including, in particular, the RVP Business Academy and RVP economics and business, which may become a guideline, the stimulus for change methods and forms of teaching, the need to offset the interest of schools from traditional methods to modern activating methods. It can become a tool and an inspiration for each of economic subjects in the adoption and subsequent implementation of modern teaching methods, since it contains a procedure for their application. The intention of the processing of the research problem and solved in the framework of this thesis was to contribute to pedagogical theory and practice the findings supporting the need for qualitative changes in the process. It offers practical recommendations and observations, how should a teacher of economic subjects at secondary vocational schools to proceed with the introduction of modern activating methods. The chosen research methods and processes to provide a relatively large amount of data, the processing to get a deeper insight on the role, effectiveness and applicability of modern teaching methods in the environment of the contemporary secondary economic education.

As a theme for my diploma thesis I chose „Suggestion of a Model of a successful Manager" for company Unicorn Inc. This model can be used by Unicorn´s owner not only for existing employees but also for hiring new managers and for opening new branches as well. Thanks to my model he will be able to compare existing soft skills of managers who are already on board and he will also know which characteristics, knowledge, experience and processes he should focus on when selecting candidates for managerial positions and posts. The research results, that will be carried out on employed managers, will show which soft skills are neccessary to be focused on when internal empoloyee trainings are carried out. Consequently I will suggest steps that will increase managers´ efficiency which will lead to an increase of efficiency in the whole company.