Sachsen hat Zukunft Hochschulabsolventinnen und -absolventen stehen im Freistaat Sachsen eine Vielzahl beruflicher Möglichkeiten offen. Damit der Einstieg in den sächsischen Arbeitsmarkt erfolgreich gelingt, haben die Mitarbeiterinnen und Mitarbeiter des Career Service der TU Chemnitz ihre Erfahrungen aus der täglichen Arbeit gebündelt und stellen sie nun allen Studierenden und Interessierten zur Verfügung Das Buch bietet von der Jobrecherche bis zur Gehaltsverhandlung wertvolle Tipps zum Bewerbungsprozess. Daran anschließend werden in 15 Branchenreports Perspektiven und Einstiegsmöglichkeiten sowohl auf Bundesebene als auch für den Freistaat Sachsen vorgestellt. Außerdem schildern zahlreiche Persönlichkeiten aus Politik, Wirtschaft und Hochschule ihre Sicht auf das Thema Zukunft in Sachsen und geben individuelle Karrieretipps. / Career Prospects in Saxony The Free State of Saxony offers graduates a variety of career opportunities. The Career Service of Chemnitz University of Technology offers advice on how to access Saxony’s job market most successfully by making its experience and expertise of its daily work available. The book provides valuable information on the application process, ranging from job research to salary negotiation. 15 industry reports introduce career prospects in Saxony as well as nationwide. In addition, leading figures and renowned personalities from the fields of politics, society and academia express their views on career perspectives in Saxony.

El presente trabajo de investigación denominado Servicio Integral de Aprendizaje y Desarrollo Emocional Virtual (SIADEV), está enfocado en validar la viabilidad de un servicio integral, a través de un entorno virtual para mejorar el rendimiento académico y emocional de los estudiantes del nivel secundaria. En dicha etapa, adquieren los conocimientos necesarios, habilidades y fortalecen su autoestima. Sin embargo, se evidencia que solo el 21% de limeños y el 32% de estudiantes del callao se encuentra satisfecho con el nivel de servicio educativo que recibe. Además, el 48% opina que el principal problema es la calidad de los docentes. Por lo antes expuesto, nace SIADEV, una propuesta de Servicio Integral de Aprendizaje y Desarrollo Emocional Virtual, con reforzamiento académico, talleres de habilidades, consejería psicológica y orientación vocacional con la metodología Thinking Based Learning. El cual va dirigido a adolescentes de 12 a 17 años, del segmento B/C. Se trabajó con una muestra de 100 personas de Lima metropolitana y el Callao. Se aplicó metodología cuantitativa y cualitativa. Con los resultados obtenidos se pudo identificar la problemática y propuesta de solución. La presente propuesta de negocio necesitará de una inversión de S/84, 626.00 Soles, con un VPN S/.663, 034 los cuales tendrán una TIR de 183.02 % demostrando con ello que el proyecto es rentable para los inversionistas. / The present research project called SIADEV (Comprehensive Learning Service and Virtual-Emotional Development) is focused on validating the viability of a comprehensive service through a virtual learning environment to improve the academic achievement and emotional condition for students at the secondary level. During this stage, the students acquire the required knowledge, skills, and strengthen their self-esteem. However, it is validated that only 21 % of Lima citizens and the 32 % of citizens from Callao are satisfied with the level of educational services. Besides, 48 % of those thinks that the quality of the teachers is the major problem. Therefore, SIADEV was born as a proposal of a comprehensive service of academic reinforcement, soft skills workshops, psychological counseling, and vocational guidance under the Thinking Based Learning methodology. The business model is aimed at adolescents from 12 to 17 years old who belong to the B&C segment. It has been worked with a sample of 100 people from the Lima Metropolitan area and Callao. Quantitative and qualitative methodology was applied, as well. With the results achieved, it was possible to identify a solution to the problematic evidence. The business proposition that is presented will require an investment of $ 23, 494.17 USD (S/ 84, 626.00 - Perú), with a NPV of $ 184, 073.85 USD (S/ 663, 034 .00- Perú) and, also, will have an IRR of 183.02 %, which demonstrates that the project is profitable for investors. / Trabajo de investigación

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.

No description available.

No description available.

Современный мир находится в процессе осуществления четвертой промышленной революции, и Россия не является исключением из этого процесса. В условиях цифровизации, кибернетизации, распространения искусственного интеллекта и акцента на гибкие навыки требования к специалистам становятся все более сложными и многогранными. Современный рынок труда требует от выпускников не только глубоких профессиональных знаний, но и развитых надпрофессиональных компетенций. В связи с этим, вопрос о механизмах и способах формирования этих компетенций становится все более актуальным. Таким образом, актуальность исследования обусловлена тем, что работодатели все чаще требуют от выпускников вузов не только профессиональных компетенций, но и рядом качеств, относящихся к гибким навыкам. Большую роль в формировании этих качеств и навыков играет университет, его подразделения и общественные организации, в том числе Ассоциации выпускников. Это отражается в запросе государства, декларируемом через нормативные и стратегические документы (Действующая версия ФГОС 3++), проекте стратегии молодежной политики в РФ до 2030 года, теоретической основе исследований, подтверждающих необходимость навыков будущего для подготовки специалистов, способных успешно конкурировать на рынке труда. Анализ актуальности позволяет заключить, что в процессе подготовки современного специалиста существует ряд противоречий: Между потребностью профессионального сообщества в выпускниках с развитыми гибкими навыками и недостаточной изученностью потенциала Ассоциации выпускников УПИ, УрГУ и УрФУ в их формировании; Между заявленной в нормативно-правовых актах необходимостью владения выпускниками гибкими навыками и недостаточной разработкой научно-методических материалов для их формирования; Между важностью в подготовке выпускников с развитыми гибкими навыками и отсутствием практик для их формирования в деятельности Ассоциации выпускников. Проблема исследования заключается в недостаточном уровне изученности влияния потенциала Ассоциации выпускников УПИ, УрГУ и УрФУ на подготовку современного специалиста. Цель исследования – раскрыть потенциал Ассоциации выпускников УПИ, УрГУ и УрФУ в подготовке современного специалиста. Объект исследования – подготовка современного специалиста. Предмет исследования – потенциал Ассоциации выпускников УПИ, УрГУ и УрФУ в подготовке современного специалиста. / The modern world is in the process of implementing the fourth industrial revolution, and Russia is no exception to this process. In the context of digitalization, cybernetization, the spread of artificial intelligence and the emphasis on flexible skills, the requirements for specialists are becoming more complex and multifaceted. The modern labor market requires graduates not only to have deep professional knowledge, but also to have developed supra-professional competencies. In this regard, the question of the mechanisms and ways of forming these competencies is becoming increasingly relevant. Thus, the relevance of the study is due to the fact that employers are increasingly demanding from university graduates not only professional competencies, but also a number of qualities related to flexible skills. The university, its departments and public organizations, including Alumni Associations, play an important role in the formation of these qualities and skills. This is reflected in the request of the state, declared through regulatory and strategic documents (the current version of the Federal State Educational Standard 3++), the draft strategy of youth policy in the Russian Federation until 2030, the theoretical basis of research confirming the need for future skills to train specialists who can successfully compete in the labor market. The analysis of relevance allows us to conclude that there are a number of contradictions in the process of training a modern specialist: Between the need of the professional community for graduates with developed flexible skills and insufficient knowledge of the potential of the UPI, USU and UrFU Alumni Associations in their formation; Between the need stated in the normative legal acts for graduates to possess flexible skills and the insufficient development of scientific and methodological materials for their formation; Between the importance of training graduates with developed flexible skills and the lack of practices for their formation in the activities of the Alumni Association. The problem of the study lies in the insufficient level of knowledge of the impact of the potential of the Association of Graduates of UPI, USU and UrFU on the training of a modern specialist. The purpose of the study is to reveal the potential of the Association of Graduates of UPI, USU and UrFU in the training of a modern specialist. The object of the study is the training of a modern specialist. The subject of the study is the potential of the Association of Graduates of UPI, USU and UrFU in the training of a modern specialist.

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)