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Syftet med denna studie är att beskriva och analysera hur rekryteringsprocessen går till i en kommunal organisation i avseende till att rekrytera kompetensbaserat och rättssäkert, vilket utförts genom en kvalitativ studie i form av fem enskilda semistrukturerade intervjuer. Den kommunala organisationen är belagd i Västsverige. Dessa fem intervjupersoner har utifrån erfarenheter och färdigheter beskrivit hur en rekryteringsprocess går till i praktiken, där de anser att rekryteringsprocessen kan ses komplex med hänsyn till de lagar och regler som ska tas i beaktande. Det huvudsakliga resultatet som framkommit under intervjuerna på den kommunala organisationen har varit att organisationen ska ha en rättssäker och kompetensbaserad rekryteringsprocess, då de verkar inom den offentliga sektorn och det är därför viktigt att bibehålla sin rättssäkerhet. Två principer som under intervjuerna har haft särskild påverkan på rekryteringsprocessen är icke-diskriminering och likabehandling. Den beskrivande bilden gällande principerna icke-diskriminering och likabehandling som har förklarats har behandlat att alla som varit involverade i rekryteringen levt med dessa, men att det i störst utsträckning varit ett arbetsmoment som HR haft under kontroll. Utifrån intervjupersonernas förklaringar och beskrivningar kan vi se starka kopplingar till tidigare forskning och teoretiska utgångspunkter. / The aim of this study is to describe and analyze a municipal organizations recruitment process in terms of recruiting competence-based and legal certainty, conducted by a qualitative study in the form of five individual semistructured interviews. The municipal organization is located in western Sweden. Based on experience and skills, these five interviewees describe how a recruitment process goes into practice, where they consider the recruitment process to be complex with regard to laws and regulations to be considered. The main result that has emerged under the interviews of the municipal organization has been that the organization should have a legal and competence-based recruitment process when operating in the public sector and it is therefore important to maintain its legal certainty. Two principles that had a special impact on the recruitment process during the interviews are non-discrimination and equal treatment. The descriptive picture of the principles of non-discrimination and equal treatment that has been explained has treated all those involved in recruitment living with them, but that it was mostly a working life that HR had checked. Based on the explanations and descriptions of the interviewees you can see strong links to previous research and theoretical starting points.   This study is written in Swedish.

To reduce carbon emissions and lead the organization in a certain direction, companies can work with internal carbon pricing (ICP). There are many large companies that work with an ICP, which, among other things, have helped them to identify opportunities and led to decisions that generated higher revenues. Working with sustainability with an ICP serves as a management function and stimulates value creation in the organization. Digital platforms have become a common and resource-efficient tool used by companies to collect and analyze data and information to create value and make the organization more sustainable. Most studies have been done on large companies that work with ICP, and small and medium-sized companies have ended up in the shadows even though they as a group have a very large climate impact. This essay studies small and medium-sized enterprises, and thus examines how companies work with ICP in resource-limited conditions. ICP relies on employees and their ability to make decisions and implement new solutions and ways of working. The study therefore examines how competence-based capabilities form how companies create value with their ICP. Furthermore, the study also examines how the digital platform is used in sustainability work. The study is qualitative and examines two medium-sized companies and one small company through semi-structured interviews. The result shows that competence-based capabilities are at least as important as tangible resources and that cooperation, developing knowledge, leadership and commitment are important for value creation processes. According to the study's results, the digital platform acts as a resource that supports and stimulates value creation processes and can give rise to knowledge, information and working methods. To create value within the organization, further expertise and knowledge is required, which develops with time and practice. For SMEs, value creation is not mainly about efficiency in production or efficiency in the short term, but more long-term change in internal processes, adaptation of strategies and understanding of actors in the value chain. / För att minska företagets utsläpp och styra organisationen i en viss riktning kan företag arbeta med ett internt koldioxidpris (IKP). Det finns många stora företag som arbetar med ett IKP, vilket bland annat hjälpt dem identifierat möjligheter och lett till beslut som genererat högre intäkter. Att arbeta med hållbarhet med ett IKP fungerar som en ledningsfunktion och stimulerar värdeskapande i organisationen. Digitala plattformar har blivit ett vanligt och resurseffektivt verktyg som används av företag för att samla in och analysera data och information för att skapa värde och göra organisationen mer hållbar. Studier har i stort sett endast gjorts på stora företag som arbetar med IKP, och små och medelstora företag har hamnat i skymundan trots att de som grupp har en mycket stor klimatpåverkan. Denna uppsats studerar små och medelstora företag som arbetar med IKP, och undersöker således hur metoden fungerar i resursbegränsade förhållanden. IKP förlitar sig på medarbetare och deras förmåga att ta beslut och implementera nya lösningar och arbetssätt. Studiens undersöker därför hur mjuka egenskaper formar hur företagen skapar värde med sitt IKP. Vidare undersöker studien även hur den digitala plattformen används i hållbarhetsarbetet. Studien är kvalitativ och undersöker två medelstora företag och ett litet företag genom semistrukturerade intervjuer. Resultatet visar att mjuka egenskaper är minst lika viktiga som påtagliga resurser och att samarbete, att utveckla kunskap, ledarskap och engagemang är viktigt för värdeskapandeprocesser. Enligt studiens resultat agerar den digitala plattformen som en resurs som stödjer och stimulerar värdeskapandeprocesser och kan ge upphov till kunskap, information och arbetssätt.  För att skapa värde inom organisationen krävs vidare expertis och kunskap som utvecklas med tid och praktik. För små och medelstora företag handlar värdeskapandet inte i huvudsak om effektivitet i produktion eller effektivitet på kort sikt, utan mer långsiktig förändring i interna processer, anpassning av strategier och förståelse av aktörer i värdekedjan.

Dissertation is very actual because there is development of system university education in Russia and it`s necessary to prepare competent specialist, which has mandatory knowledge’s for different subjects of educational sphere. Methodology base of dissertation is researches by different scientists about preparation modern specialist in youth sphere. / Магистерская диссертация «Разработка компетентностной модели выпускника по направлению подготовки 040700.68 «Организация работы с молодежью» (квалификация «Магистр»)» состоит из двух глав, введения, заключения, списка использованной литературы и приложений. Актуальность магистерской диссертации обусловлена крайней необходимостью в условиях модернизации системы высшего профессионального образования подготовки конкурентоспособного, компетентного специалиста, когнитивная сложность которого отвечала бы требованиям и интересам различных субъектов, заинтересованных в образовательном процессе. Методологической базой работы явились научные разработки отечественных и зарубежных ученых, исследующих вопросы подготовки современного специалиста, проблемы перехода от «квалификационного» подхода к «компетентностному», от российских традиций высшей школы к двухуровневой системе образования. В диссертации ставится проблема формирования модели подготовки выпускника магистратуры по направлению подготовки «Организация работы с молодежью». В работе делается попытка рассмотрения концептуальных оснований высшего профессионального образования и их модернизации, теоретических подходов к пониманию компетентностной парадигмы. Объектом исследования является магистр специальности «Организация работы с молодежью», предметом – модель магистра специальности «Организация работы с молодежью». В первой главе определяются основные тенденции развития высшего профессионального образования, особенности и теоретические подходы к понятиям «компетенция», «компетентностный подход», «качество образования», определяются структурные компоненты системы качества образования и ее нынешнее состояние. Также здесь рассматриваются ключевые положения и общетеоретические принципы смены образовательных парадигм, и проводится аналитический обзор существующей нормативно-правовой базы, регламентирующей данный процесс. Во второй главе сравниваются и оцениваются уровень подготовки магистра по работе с молодежью с уровнем подготовки бакалавра и специалиста того же направления. Объектом эмпирического исследования являются потребители и заказчики образовательных услуг. В работе изучается мнение основных субъектов-кооперантов образовательной деятельности о том, каким должен быть магистр по работе с молодежью, определяются наиболее важные общекультурные и профессиональные компетенции и качества личности, необходимые такому магистру, из которых в дальнейшем формируется компетентностная модель. Методы исследования соответствуют специфике эмпирического объекта и предмету – социологический опрос заинтересованных субъектов, экспертный опрос потенциальных работодателей, глубинное интервью с выпускниками данного направления, работающими по специальности и мозговой штурм с привлечением экспертов. По итогам исследования, кроме модели, представлены также и другие предложения и рекомендации по дальнейшему изучению данной темы. Объем работы составил 153 страницы. В работе содержится 8 приложений, 13 таблиц и 6 рисунков. В библиографическом списке представлены 50 источников литературы.

Made available in DSpace on 2015-03-05T14:01:21Z (GMT). No. of bitstreams: 0 Previous issue date: 3 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Este trabalho apresenta o desenvolvimento do HRCSystem (Sistema de Consulta a Recursos Humanos), desde concepção até os experimentos de validação. Intrínseco ao desenvolvimento do sistema estão os conceitos de áreas como Gestão de Projetos, Gestão por Competências e Engenharia de Software Orientada a Agentes. O principal objetivo do HRCSystem é auxiliar gerentes de projetos na escolha de um profissional que seja mais adequado à realização de uma atividade, considerando características de qualificação e disponibilidade deste profissional. Para isso, o HRCSystem implementa um modelo cognitivo para representar conceitos de competência humana e processos de gestão de competência de natureza psicológica. Este modelo cognitivo de competências também é proposto na dissertação, sendo outro importante resultado deste trabalho. Metodologias como TROPOS, Prometheus e Métodos Derivados de ITS (Intelligent Tutoring System) dão suporte às fases de análise e projeto do sistema. A fase de implementação é executada com aux / This work presents the development of the HRCSystem (System to Query Human Resources) from conception up to the experiments for validation. Intrinsic to the development of the application are the concepts of research areas as Project Management, Competencies Management and Agent-Oriented Software Engineering. HRCSystem goal is to assist project managers in choosing a professional that is more appropriate for some activity, considering the competencies and availability of the professional. To do so, HRCSystem implements a cognitive model aimed to represent human competency concepts and competence management processes of psychological nature. This cognitive model of competencies is also proposed in this work, being another important result of it. Methodologies like TROPOS, Prometheus and Methods Derived from ITS ( Intelligent Tutoring System) support analysis and design phases of the system. The implementation phase is executed with the help of AgentSpeak(L) language and JASON tool. Finally, both model and s

The aim of this study was to determine to what degree the nature, extent and effectiveness of the practical training and experience trainee auditors obtain during the practical training period (articles of clerkship) in computer-assisted auditing techniques, is taken into account with the application of a competence-based approach, where particular competencies should be developed through a combination of formal teaching and practical training and experience. To start with, the prescribed requirements for the teaching and training of auditors were analysed and literature was studied to delimit the entry level competencies auditors should posses in computer-assisted auditing techniques. Thereafter research questionnaires were developed and sent to practitioners in auditing firms who are responsible for the practical training of trainee auditors, and to a selection of trainee auditors who qualified to write Part II of the Qualifying Examination (Auditing specialisation) of the Public Accountants' and Auditors' Board. The responses received from practitioners and trainee auditors were analysed and subsequent findings were made on the nature, extent and effectiveness of the practical training and experience trainee auditors obtain during the practical training period (articles of clerkship) in computer-assisted auditing planning techniques, computer-assisted auditing techniques to obtain audit evidence and computer-assisted auditing tools. The findings were related to the application of a competence-based approach and the conclusion was reached that the practical training and experience that trainee auditors obtain during the period of practical training (articles of clerkship) in computer-assisted auditing techniques is not sufficiently taken into account in the application of a competence-based approach. In conclusion recommendations were made for an improved application of a competence-based approach based on the findings of the practical training and experience trainee auditors obtain in computer-assisted auditing techniques during the practical training period. These recommendations have particular implications for practitioners responsible for the practical training of trainee auditors, academics responsible for formal teaching, and the Public Accountants' and Auditors' Board and South African Institute of Chartered Accountants jointly responsible for the Education Requirements and Practical Training Requirements of entry level auditors. / Auditing / D.Com

Made available in DSpace on 2016-08-02T21:43:01Z (GMT). No. of bitstreams: 1 Cristine Campos de Castro.pdf: 41483 bytes, checksum: ace93167ec5947387fb066e87d908da4 (MD5) Previous issue date: 2010-09-02 / The innefective actions performed by the Brasilian government encourages new social actors to promote citizenship to homeless children and adolescents. These actor are usually participants in the Third Sector: Non-Governamental Organizations (ONGs) several obstacles to accomplish their missions, including the people management. This study proposes to evaluate the people management and the a participative construction of a competences models in a singular ONGs - Projeto Meninos e Meninas de Rua, from the combination of qualitative methodologies in a single case study and action research, using a Social Management basement. Field research was conducted based on different sources of evidence: interviews, questionnaires, observation, analysis of documents and records, and physical artifacts, which enable to establishment a model with five (5) core competences / institutional: Diagnosis and Planning, Institutional Alignment, Communication, Resilience and Defenses, Guaranties and Rights Promotion, focusing on this work to look at the Social Educators who work in the institution. / A ação reduzida do Estado brasileiro com relação ao atendimento das necessidades das crianças e adolescentes em situação de rua dá espaço para a atuação de novos atores sociais. Alguns destes têm como objetivo promover a cidadania do país, como os participantes do terceiro setor: ONGs que enfrentam diversos obstáculos para realizar suas missões. Dentre estes desafios encontra-se a gestão de pessoas. O presente trabalho propõe a análise da gestão de pessoas e a construção participativa de um modelo de competências em uma Organização Não Governamental Projeto Meninos e Meninas de Rua, a partir da combinação das metodologias qualitativas de estudo de caso único e pesquisa-ação, tendo como embasamento a Gestão Social. A pesquisa de campo foi desenvolvida por meio de diferentes fontes de evidências: entrevistas, questionários, observação, análise de documentos e registros e artefatos físicos, que permitiu a construção participativa de um modelo com cinco (5) competências essenciais/institucionais: Diagnóstico e Planejamento, Alinhamento Institucional, Comunicação, Resiliência e Defesa, Garantia e Promoção de Direitos, tendo como foco deste trabalho o olhar para os Educadores Sociais que atuam na instituição.

Recruitment of managers for health care services is seen as an important piece of the puzzle in order to find the right candidates who have the skills needed to lead and develop operations that ensure the welfare. The purpose of this study is therefore to investigate what the latest research in recruitment shows and for this reason evidence-based recruitment has been selected as theory. The purpose is thus to see what an evidence-based recruitment can contribute to the recruitment of managers within health care services. The study is carried out using a qualitative method to analyze the composed material, which consisted of available research and literature, as well as semi-structured interviews with four people who work with the recruitment of managers within health care services. The results of the study have been categorized and then analyzed using the analytical framework developed in this study. The result of the study is that managerial recruitment is complicated and a conclusion that can be made from this study is that the methods advocated by the evidence-based recruitment are based on evidence which essentially means that they are methods supported by research and practice and shown to give results. / Rekrytering av chefer till hälso- och sjukvården ses som en viktig pusselbit för att kunna hitta rätt kandidater som har de kompetenser som behövs för att kunna leda och utveckla verksamheter som säkrar välfärden. Syftet med denna studie är därför att undersöka vad den senaste forskning inom rekrytering visar och av denna anledning har den evidensbaserade rekryteringen valts som teori. Syftet är således att se vad en evidensbaserad rekrytering kan bidra med till rekryteringen av chefer inom hälso- och sjukvården. Studien genomfördes med en kvalitativ metod för att analysera insamlat material som bestod av tillgänglig forskning och litteratur samt semistrukturerade intervjuer med fyra stycken personer som arbetar med rekrytering av chefer inom hälso- och sjukvården. Resultatet i studien har kategoriserats och därefter analyserats med hjälp av den analytiska ram som tagits fram i studien. Resultatet av studien är att chefsrekrytering är komplicerad och en slutsats som kan göras av denna studie är att de metoder som förespråkas av den evidensbaserade rekryteringen bygger på evidens som i grunden betyder att det är metoder som med stöd av forskning och praktik bevisats ge resultat.

This study investigated the opportunities and impediments that were present in C2005 and which impacted on the implementation of environmental education in selected schools in the Lusikisiki District of the Eastern Cape Province. The sample consisted of 12 learners from grade 2 to grade 7, 26 educators and 2 parents from 2 GET band schools. Two Department of Education Officials also formed part of the sample. Interviews were conducted and observations were made within the two schools to get an insight on the position and status of environmental education in the two schools. The study's findings indicated that the position and status of environmental education in the two schools were low although all the stakeholders had a desire to see things improving. The study puts forward some recommendations and review of environmental education implementation strategies. It also makes suggestions for further related investigation in this area. / Educational Studies / M.Ed(Environmental Education))

Thesis (MEd)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: With the coming of a new education and training dispensation in 1994 came the idea that equal opportunities for all learners could be created within different learning institutions - via the creation of new institutional and qualifications framework - and in so doing encourage equal opportunities through proper articulation, portability, and mobility within the different phases of the various education bands. As education and training provision and learning is complexly intertwined with its appraisal, assessment was regarded as one of the main processes to find out whether learning had taken place, on the goal and quality of that learning, as well as pointing to the kinds of ways in which teaching and learning could be further improved. In my study I focused on how educators and trainers within the differentiated Further Education and Training (FET) Band spoke about and understood assessment, with the aim of the study being to analyse how assessment is understood in three different sites of provision within the FET band. The main goal was to better understand challenges at the ground level of policy implementation. A further goal was to explore some of the ways in which the role and function of assessment in our contemporary society was understood, and whether, in its present formulation, it served the purposes that much of the policies and reform statements claimed. The study’s main claim is that educators and trainers in the FET Band in South Africa mainly experience assessment processes, criteria, and frameworks as a form of jargon, and that they translate ‘the jargon’ into ‘judgements of value’ about learning and knowledge that lead to quite different approaches being followed at different sites. It is argued that this scenario would be acceptable in terms of different work settings - producing different kinds of skills for the economy- were it not that the education and training infrastructure in South Africa remains perhaps too preoccupied with achieving a principle of similarity across the FET Band.