This study theme is ¡§The impact of learning system dynamics by learning group.¡¨ Both through literature review, the first aspect is the cumulative literature in learning groups¡F the second aspect is the system dynamic learning process. In the past research, there was not any research about learning the system dynamics by learning group approach. Therefore, the researchers referred to literature and action research to propose hypotheses as follows¡G Hypothesis 1¡GA learning group can improve the motivation to learn the system dynamics. Hypothesis 2¡GA member who is more familiar with the system dynamics than others can improve the continuous motivation to learn the system dynamics. Hypothesis 3¡GThe motivation to learn the system dynamics can be affected by members¡¦ learning situations. This study was designed to learn the system dynamics in three hours a week by a learning group. The ¡§Business Dynamics¡¨ was used as the main textbook. This study used the action research as research methods. This study collated findings obtained by the following¡G ¤@¡BA learning group can improve the motivation to learn the system dynamics ¤G¡BA member who is more familiar with the system dynamics than others can improve the continuous motivation to learn the system dynamics. ¤T¡BWe should consider different motivations to learn the system dynamics in the process of learning the system dynamics.

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Submitted by Bernardo Solé Barros (bernardosole@hotmail.com) on 2015-01-22T22:11:56Z No. of bitstreams: 1 Cenário de mudanças e implicações na transferência de conhecimento tácito.versão final para download.pdf: 1378134 bytes, checksum: 4c7960434e0af2def0f74217e1cbcb4c (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2015-02-04T19:28:02Z (GMT) No. of bitstreams: 1 Cenário de mudanças e implicações na transferência de conhecimento tácito.versão final para download.pdf: 1378134 bytes, checksum: 4c7960434e0af2def0f74217e1cbcb4c (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2015-02-11T13:02:22Z (GMT) No. of bitstreams: 1 Cenário de mudanças e implicações na transferência de conhecimento tácito.versão final para download.pdf: 1378134 bytes, checksum: 4c7960434e0af2def0f74217e1cbcb4c (MD5) / Made available in DSpace on 2015-02-11T13:09:06Z (GMT). No. of bitstreams: 1 Cenário de mudanças e implicações na transferência de conhecimento tácito.versão final para download.pdf: 1378134 bytes, checksum: 4c7960434e0af2def0f74217e1cbcb4c (MD5) Previous issue date: 2013-12-19 / O objetivo dessa dissertação é analisar o desafio da transferência de conhecimento no setor de tecnologia de Óleo e Gás, especificamente na empresa FMC Technologies do Brasil, e suas consequências no diferencial competitivo, ao compreender como se dá a transferência de conhecimento tácito dos especialistas para os novos colaboradores, que devido ao enorme crescimento do segmento são a maioria atualmente. O estudo de caso se dará pela observação participante do próprio autor no local de trabalho, abordagem de teoria analítica e consequente pesquisa qualitativa com colaboradores de diferentes áreas e tempos de serviço, a fim de qualificar observações, bem como entender como se estabelece este processo e fundamentalmente, como melhorá-lo e garantir sustentabilidade. Como resultado deste trabalho tivemos a validação dos especialistas como responsáveis pela transferência do conhecimento tácito dentro do ambiente e contexto capacitante criado desde a fundação da empresa CBV, o qual desdobra a estratégia através da inspiração na valorização do trabalho e sentimento de contribuição. / The main purpose of this study is to analyze the knowledge transfer challenge in the oil and gas technology industry, specifically in FMC Technologies in Brazil, and its consequences on the competitive edge by understanding how is the transfer of knowledge from the specialist to new employees , that due to the massive growth of the segment are the most current . The case study will be done by the author's own participant observation in the workplace, the analytical theory approach and consequent qualitative research with employees from different areas and service times in order to qualify observations and to understand how this process is established and fundamentally, how to improve it and ensure sustainability. As a result of this work we validate the experts as responsible for the transfer of tacit knowledge within the environment and enabling context created since the company's founding CBV, which deploy the strategy through inspiration in the recognition of work and sense of contribution.

Submitted by samuel campos (vcampossamuel@gmail.com) on 2015-03-13T17:53:22Z No. of bitstreams: 1 Dissertação.pdf: 2248794 bytes, checksum: 084c1675a97d3a0c3de0cdcc2b515d4d (MD5) / Approved for entry into archive by GILSON ROCHA MIRANDA (gilson.miranda@fgv.br) on 2015-03-13T18:13:13Z (GMT) No. of bitstreams: 1 Dissertação.pdf: 2248794 bytes, checksum: 084c1675a97d3a0c3de0cdcc2b515d4d (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2015-03-18T19:44:13Z (GMT) No. of bitstreams: 1 Dissertação.pdf: 2248794 bytes, checksum: 084c1675a97d3a0c3de0cdcc2b515d4d (MD5) / Made available in DSpace on 2015-03-18T19:44:42Z (GMT). No. of bitstreams: 1 Dissertação.pdf: 2248794 bytes, checksum: 084c1675a97d3a0c3de0cdcc2b515d4d (MD5) Previous issue date: 2014-12-04 / We live in a society increasingly globalized, attentive, informed and demanding for services provided by public and private organizations. The current available technology, for a growing number of people, in real time, provide a huge set of information, opinions and allows them to interact with people from different cultures and, disregarding the distances they are, link them in ways never experienced before. The influence of technology has brought such deep consequences to our lifestyle that, every new invention, enables new experiences can be enjoyed and words like innovation, reinvention and change are constantly on the agenda. In this context, knowledge management is becoming increasingly important in organizations environments, linking right people and developing new knowledge that make it easier to deal with these constant changes and consequent insecurities generated. This study checked what the Knowledge Management level is conducted within a Brazilian federal government, the Brazilian Navy, and specifically in its Supply Officer Body, was measured in eight of its main military organizations through qualitative and quantitative methods, how this tool has been used. At the end, by propositional form, based on the results of the assessment and literature review, it was suggested a framework of knowledge management, in order to improve the current knowledge management levels detected in a such way, that allows undertaken actions be more effectual, efficient and effective, hence, contributing to development of these organizations. / Vivemos em uma sociedade cada vez mais globalizada, atenta, informada e exigente com os serviços prestados pelas organizações públicas e privadas. A tecnologia disponibiliza a um número cada vez maior de pessoas, em tempo real, um conjunto enorme de informações, opiniões, possibilitando que elas interajam com diferentes culturas e, desconsiderando suas distâncias, as unem de forma nunca antes experimentada pela humanidade. A influência da tecnologia vem trazendo consequências tão profundas ao nosso estilo de vida que, a cada nova invenção, novas experiências podem ser vividas e palavras como inovação, reinvenção e mudança estão constantemente em pauta. Nesse contexto é que a gestão do conhecimento vem se tornando cada vez mais importante nos ambientes corporativos, unindo pessoas certas, desenvolvendo e compartilhando novos conhecimentos, enfim, tornando mais fácil lidar com as constantes mudanças e consequentes inseguranças geradas. Assim, este trabalho verificou qual o nível de gestão do conhecimento realizado dentro de um órgão da administração pública federal brasileira, a Marinha do Brasil, e, especificamente no seu Corpo de Intendentes, mediu em oito de suas principais organizações militares, por meio de métodos qualitativos e quantitativos, como essa ferramenta vem sendo utilizada. Ao final, de forma propositiva, com base nos resultados das avaliações realizadas e na revisão teórica, foi sugerida uma estrutura de gestão do conhecimento que possibilite melhorar os atuais níveis de gestão do conhecimento detectados, contribuindo para que ações empreendidas nesse sentido sejam mais eficazes, eficientes e efetivas, acelerando, portanto, o desenvolvimento dessas organizações.

The purpose of this dissertation is to undertake a learner-centered exploration of delivery mode relevance in professional learning. Given the increasing pervasiveness of technology-mediated online delivery in nondegree professional learning at the individual and enterprise levels, this study has a particular focus on learning value ascribed by learners to online and in-person delivery in relation to their professional development. Qualitative and quantitative methods were used in this study to collect and examine data from adult professionals in an effort to determine how value is ascribed to learning. With this aim in mind, this study focused on the following research questions: Are there differences in preferred learning format between men and women? Are there differences in preferred learning format between professionals in varied age groups? Are there differences in preferred learning format between professionals who have engaged in learning online and people who have not? For participants who indicate learning format preferences, how do they define and describe their preferences and on what aspects of the learning experience do they base their preferences? For participants who indicate learning format preferences, how are these participants describing and interpreting meaningful relevance for learning in their day-to-day professional lives? A key driver of this exploration was a scarcity of representative understanding in wider research about the relationship between varied modes of professional learning delivery and professional learning transfer, which has long typified learning value in the adult professional context. By exploring professionals’ learning experiences and delivery mode preferences, this study arrived at several explanatory concepts, to include: learning preference premiums as impactful value-drivers for learners; ubiquitous blend as a comprehensive value-based approach to professional learning design and delivery; and absolute proximity as a deliberate technology-mediated merging of work and learning contexts that supports professionals in achieving full applicability of their learning.

Despite the growing expectation on corporate Learning & Development (L&D) units to transform practices and roles and take a more strategic role to better meet the needs of lifelong learning and up- and reskilling in organizations, many fail to use technology such as Massive Open Online Course (MOOC) platforms that could support the shift. The aim of this study is to provide a better understanding of why those in L&D who are using MOOC platforms do so and what impact it has on the role of L&D. Empirical data from in-depth interviews with six L&D professionals, with extensive experience from large, global companies, has been employed in this exploratory research. The analysis imply a situation in which MOOC platforms, when used in organizations where employee language, literacy and digital devices are not a limitation, can support in meeting the needs of lifelong learning and up- and reskilling in ways not possible with traditional L&D practices. The findings also indicate that while L&D units in large, global organizations can transform traditional practices and roles and contribute strategically, with the support of MOOC platforms, they struggle to make full use of the platforms due to lack of prioritization in the organization. This could inhibit L&D to fully take on a strategic role. Previous research has not explored the impact and possibilities the use of MOOC platforms can have specifically on the L&D role. The findings provide a novel contribution to L&D research as well as input to professionals in L&D or Human Resource, business leaders, organizational developers and MOOC platform providers in decisions connected to digitalization of corporate learning.

As the emergence of new technologies are continuously disrupting the way in which organizations function and develop, the majority of initiatives within Learning and Development (L&D) are far from fully effective. The purpose of this study was to conduct an exploratory case study to investigate how automation and AI technologies could improve corporate learning within financial services companies. The study was delimited to study three case companies, all primarily operating in the Nordic financial services industry. The exploratory research was carried out through a literature review, several indepth interviews as well as a survey for a selected number of research participants. The research revealed that the current state of training within financial services is characterized by a significant amount of manual and administrative work, lack of intelligence within decision-making as well as a non-existing consideration of employee knowledge. Moreover, the empirical evidence similarly reveled a wide array of opportunities for adopting automation and AI technologies into the respective learning workflows of the L&D organization within the case companies. / I takt med att företag kontinuerligt anammar nya teknologier för att förbättra sin verksamhet, befinner sig utbildningsorganisationer i ett märkbart ineffektivt stadie. Syftet med denna studie var att genomföra en explorativ fallstudie gällande hur finansbolag skulle kunna införa AI samt automatisering för att förbättra sin utbildningsorganisation. Studien var begränsat till att undersöka tre företag, alla med verksamhet i den nordiska finansbranschen. Den explorativa delen av studien genomfördes med hjälp av en litteraturstudie, flertal djupgående intervjuer samt en enkät för ett begränsat antal deltagare i forskningsprocessen. Forskning påvisade att den existerade utbildningsorganisationen inom finansbolag är starkt präglat av ett överflöd av manuellt och administrativt arbete, bristande intelligens inom beslutsprocesser samt en bristande hänsyn för existerande kunskapsnivåer bland anställda. Studien påvisade därtill en mängd möjligheter att införa automatisering samt AI för att förbättra utbildningsflödena inom samtliga deltagande bolag i fallstudien.

This master thesis on the theme Educational activities of a chosen company deal with the program for graduates called ČP Naděje which is organized by Česká pojišťovna. The thesis is divided into five chapters. The first one explains the terms of human resources and human capital and characterize the concept of personnel work. There is also derived from knowledge of organizational structures how important human resources are for organizations. The second chapter is about adult education. This chapter consists of learning process characterization and determination of position of corporate learning and development in the educational system. The third chapter deals with the corporate training and development. There are mentioned personnel planning, recruitment and selection of new workers because these come before training and development of human resources. The fourth chapter focuses on the company Česká pojišťovna and its human resources department. The fifth chapter discusses the program for university graduates ČP Naděje. This chapter describes the form and development of the program. There are discussed the results of questionnaire survey performed among the program participants. The final chapter includes also comparison of the program ČP Naděje with program for graduates organized by competing company.

The purpose of this study was to identify the training needs of different generations of adult learners within a corporate company within SA. Training needs were identified through interviews. Qualitative interviews were conducted with learners from each of the generations. This was a case study and the population was taken from a company within SA. Data was collected through interviews with different generations of adult learners, as well as the field notes of the researcher before, during, and after the interviews. The interviews were transcribed. The data was coded and categories were identified. This was done through inductive and abductive reasoning. From the categories, data were placed into themes. From these themes, findings were made regarding the training needs of different generations. Recommendations were made that can significantly impact the approach companies take towards training different generations of adult learners. Research limitations were described, and recommendations for future study. / Adult Basic Education (ABET) / M. Ed. (Adult Education)

The purpose of this study was to identify the training needs of different generations of adult learners within a corporate company within SA. Training needs were identified through interviews. Qualitative interviews were conducted with learners from each of the generations. This was a case study and the population was taken from a company within SA. Data was collected through interviews with different generations of adult learners, as well as the field notes of the researcher before, during, and after the interviews. The interviews were transcribed. The data was coded and categories were identified. This was done through inductive and abductive reasoning. From the categories, data were placed into themes. From these themes, findings were made regarding the training needs of different generations. Recommendations were made that can significantly impact the approach companies take towards training different generations of adult learners. Research limitations were described, and recommendations for future study. / Adult Basic Education (ABET) / M. Ed. (Adult Education)