El presente trabajo tiene como objetivo principal proponer un modelo para desarrollo de habilidades blandas y valores de métodos ágiles, para una organización que desee adoptar los métodos ágiles para el desarrollo de proyectos aplicando los Estándares Globales del PMI. Muchas organizaciones pretenden implementar métodos ágiles, como por ejemplo Scrum, presumiendo que todos los miembros de la organización están dispuestos y listos para comprender lo que implica trabajar con métodos ágiles. Esta presunción suele ser un error en la gran mayoría de casos, lo que lleva al fracaso al momento de implementar métodos ágiles como solución a una baja productividad o como un intento de mejora de la organización. Este trabajo de basa, principalmente, en la Guía Práctica de Ágil (Project Management Institute, 2017), la Guía del PMBOK® 6ta Edición (Project Management Institute, 2017) y la Improv Encyclopedia (improvencyclopedia.org, 2018), de donde se han tomado conceptos, técnicas y herramientas para poder proponer un modelo que sea compatible con cualquier organización que los adopte. Cabe destacar que este modelo se ha ido mejorando durante varias ejecuciones prácticas en organizaciones que, por motivo de confidencialidad, tendrán nombres cambiados pero que nos ayudarán a ilustrar mejor los objetivos que se obtienen con la aplicación de este modelo. Todo este modelo se ha trabajado bajo el nombre comercial de XENDA FREERUN, a cuál en adelante denominaremos FREERUN. Este modelo cubre el análisis y diagnóstico por medio de entrevistas realizadas a los miembros de una organización, la programación de un plan de trabajo y, finalmente, la ejecución de este y la evaluación final. / The main objective of this paper is to propose a model for the development of soft skills and values of agile methods for an organization wishing to adopt agile methods for the development of projects applying the Global Standards of the PMI. Many organizations intend to implement agile methods, such as Scrum, if all members of the organization are willing and ready to understand what it means to work with agile methods. This assumption is often a mistake in most cases, leading to failure to implement agile methods as a solution to low productivity or as an attempt to improve the organization. This work is mainly based on the Agile Practice Guide (Project Management Institute, 2017) the PMBOK® 6th Edition Guide (Project Management Institute, 2017) and the Improv Encyclopedia (Improv Encyclopedia, 2018), from which concepts, techniques and tools have been taken to propose a model that is compatible with any organization that adopts them. It should be noted that this model has been improved during several practical executions in organizations that, for reasons of confidentiality, will have changed names but that will help us to better illustrate the objectives obtained with the application of this model. All this model has been worked under the commercial name of XENDA FREERUN, which in future we will call FREERUN. This model covers the analysis and diagnosis by means of interviews made to the members of an organization, the programming of a working plan and, finally, the execution of this and the final evaluation. / Trabajo de investigación

The construction industry is an essential component of the U.S. economy, yet even amid good wages, construction companies are having trouble finding enough individuals who are ready for work in the industry, and they fear they will not be able to do so in the future because training options for potential workers are inadequate. Better training options are needed. Much research has pointed to soft and academic skills as necessary skills for successful workers that are missing from worker preparation programs, but little has been done to establish an actual correlation between these skills and workforce readiness. In this study, the underlying premise was that students who spend more time on learning tasks are more engaged and will be more likely to be successful in school. As such, time on task (TOT) was defined as the time construction students spent in school preparing for competition at SkillsUSA National Leadership and Skills Conference (NLSC). TOT was measured for three skill sets: academic, soft, and hard skills. The results were correlated with student success at NLSC to determine if related preparation led to increased success in the competition (the proxy for workforce readiness in this study). The results across skills sets showed that competitors at this high level of competition spent a high percentage of their TOT integrating the skill sets. In addition, multiple hierarchical regression analyses were performed with the TOT in the three subscales and competition placement. Overall, related results suggested some limited correlation between skill set integration and final placement at NLSC. In this regard, it is possible that the homogeneity of the population likely limits the generalizability of results.

La valoración del capital humano contrasta la manera habitual de evaluar el rendimiento de las personas en las organizaciones, tomando en cuenta las diversas opiniones de los autores que han realizado estudios referentes al tema. Por ello, se propone un mínimo de criterios, generalmente aceptados, para calificar al capital humano a nivel corporativo según las necesidades de información requeridas por las empresas. De esta manera, se pretende generar una ventaja competitiva en un contexto altamente dinámico que, en la actualidad, prioriza el conocimiento y habilidades blandas, sustentándolas a través de indicadores que permitan tomar las mejores decisiones de gestión. Este estudio contiene una amplia investigación que analiza los factores más importantes que repercuten en el desempeño de las personas dentro de las organizaciones. Se estableció seis criterios que sirvieron como guía del desarrollo de este trabajo, tomando en cuenta que el entorno laboral es muy competitivo y requiere que las empresas revisen permanentemente sus procesos mediante el desarrollo de metodologías adecuadas, favoreciendo la capacidad creativa de las personas y, en consecuencia, su aprendizaje. La literatura indica que no hay un acuerdo universal para determinar los factores que evalúen íntegramente la capacidad productiva de las personas, es decir, existen diversas propuestas para medir el capital humano según el sector del mercado en el que compite la organización, por lo que no es posible calificar la gestión del capital humano con un solo criterio. En términos generales, esta investigación está orientada a buscar aquellos aspectos en común que conlleven a evaluar de manera unánime el rendimiento humano, ya que permite identificar a aquellos colaboradores que poseen un alto potencial como próximos generadores de valor, independientemente de la organización en la que se encuentren. Asimismo, estas cualidades pueden potenciarse permanentemente a través de capacitaciones que incluyan diversos programas formativos con la finalidad de contar con un personal debidamente calificado. / The valuation of human capital is based on the usual way of evaluating the performance of people in organizations. Therefore, a minimum of criteria, generally accepted, is proposed to qualify human capital at corporate level according to the information needs required by companies. In this way, it is intended to generate a competitive advantage in a highly dynamic context that, at present, prioritizes knowledge and soft skills, supporting them through indicators that respond to the best management decisions. This study contains an extensive research that analyzes the most important factors that affect the performance of people within organizations. Six criteria were established that served as a guide for the development of this work, taking into account that the work environment is very competitive and requires companies to permanently review their processes through the development of appropriate methodologies, favoring the creative capacity of people and, consequently, their learning. The literature indicates that there is no universal agreement to determine the factors that are fully evaluated the production capacity of people, that is, there are many possibilities to measure human capital according to the sector of the market in which the organization competes, so that it is not possible to qualify the management of human capital with only one criterion. In general terms, this research is oriented to look for those aspects in common that lead to universally evaluate the performance of human resources, since it allows to identify those collaborators with high potential that will be generators of value, independently of their organizations. Also, these qualities can be permanently enhanced through skills that include various training programs in order to have a qualified staff. / Trabajo de Suficiencia Profesional

HANZALOVÁ, L. The knowledge and skills that volunteers gain in the project Lata. Prague: Charles University, Faculty of Arts, 2017, 89 s. Diploma thesis. The diploma thesis with mentoring program called "Ve dvou se to lépe táhne" which is provided by the Prague non-profit organization Lata. The theoretical part describes the areas of volunteering, mentoring programs and key competencies of a man, so called "soft skills". The crucial part focuses on Lata, her mentoring program and the status of volunteers in the organization. The practical part of the thesis examines the influence of the volunteer program on the career of a volunteer. The data necessary for the research were collected through several techniques such as questionnaire survey, semi-structured interviews and data content analysis. Key reasearch information was obtained through the interviews which were subsequently evaluated by the method of anchored theory. In the final part of the research, the results were synthesized and research questions and thesis goals were answered. Keywords volunteer, volunteering, mentoring program, Lata, soft skills

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Preparing students to be career and work ready is a concern of educators and schools nationwide. Twenty-first century skills prepare students to enter the workforce or higher education with the ability to think critically and creatively, collaborate with others, take the initiative when approached with a task, and use technology to its fullest potential. If students are not learning the skills needed for success, it is because educators and schools are not teaching them. When students possess these skills, they are prepared to work in teams, think critically and creatively about a problem, display leadership and social skills, and communicate effectively with others. The research sought to identify school-based agriculture education teachers perceived knowledge, importance, and ability to teach these 21st -century skills in the classroom. Results showed that agriculture teachers nationwide find 21st -century skills to be important, but they are less knowledgeable and able to teach them. The research concluded that professional development is needed to increase teacher’s knowledge of and ability to teach 21st -century skills. Professional development will allow school-based agricultural education teachers to gain specific and applicable strategies for implementation. With the application of 21st -century skills in the school-based agricultural education classroom, students will become better prepared to enter the workforce or higher education upon graduating high school.

Im Projekt SUFUvet haben Studierende der Veterinärmedizin und der Medieninformatik zur Förderung der Soft Skills gemeinsam einen 3D-visualisierten E-Learning-Kurs erstellt. Durch intensiven interdisziplinären Austausch konnten fachlich-inhaltliche Schwierigkeiten überwunden und ein Endprodukt kreiert werden, welches durch einen Fachbereich alleine nicht realisierbar gewesen wäre. Die Strukturierung der Kooperation durch Scrum wurde dabei durch die Studierenden positiv bewertet.

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No description available.

Purpose:                            To explore how firms attract and develop newly graduated business students and review the different marketing strategies that firms use to promote different career paths to newly graduated business students. Additionally, the paper aims to examine the soft skills that hiring firms consider important and explore the perceptions of recent business graduates regarding soft skills and employability. Method:                             The research takes on a deductive approach to explore the two research questions and uses qualitative primary data in the form of interviews as the main data collection method. Other complementary methods included looking at job descriptions to identify the most desirable soft skills and also the use of secondary data sources. The sampling methods included convenience, purposive and snowball sampling. The method of analysis was implemented using thematic analysis by colour coding based on the different themes presented in the theoretical framework.  Conclusion:                       The firms attract talent by refining their job descriptions (e.g., using neutral language), campus recruitment, attending career fairs, employing those with similar values, etc. They also offer a variety of career development opportunities, and each person’s career path depends more on their interest and drive. Regarding the soft skills important for employment, achievement orientation and communication skills were among those mainly emphasised by both firms and graduates.