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While the market volume of the language industry is continuously growing, the industry also undergoes rapid change due to the development of new technologies and in particular the rise of artificial intelligence. The increasing need for language professionals inevitably raises the question which skills will allow translators to thrive in and adapt to a changing work environment. In this presentation, we outline how technological expertise, management, consulting and soft skills can complement translators’ competence profiles, so that they are well prepared to bring in their language mediation expertise in the present, as well as in the future.

Dissertation, Rheinisch-Westfälische Technische Hochschule Aachen, 2022; Aachen : RWTH University Aachen 1 Online-Ressource : Illustrationen, Diagramme (2023). = Dissertation, Rheinisch-Westfälische Technische Hochschule Aachen, 2022, For numerous German universities, mentoring is an accepted approach to a more heterogeneous student body. However, the formats of mentoring are as diverse as the students who make use of them. The opportunities range from informal buddy-programs up to systematic counselling by trained mentoring professionals. The ‘Aachener Mentoring Modell’ by RWTH Aachen University belongs to the latter category and offers all its students anonymous, free of charge, confidential advice in a variety of topics. Although students are becoming increasingly diverse, it is remarkable that the topics they approach their mentors with are not: Since 2011, when the ‘Aachener Mentoring Modell’ was established, the topics of discussion have primarily focussed around learning strategies, time und self management, test anxiety, advice on the course of studies, as well as social and professional integration. Nevertheless, students even seek the mentors’ advice in moments of personal crises, which – in addition to study-related issues – also places special human and study-process-related demands on the mentors. Therefore, the question arises as to which subject-related and human skills mentors working in the organization of a university must ideally have in order to help students quickly and effectively. The on hand dissertation, 'Multi-rated competence profiles for mentors in the organization of universities', offers application-related solutions to questions of competence profiles of mentors required for mentoring on both a human and professional level. Based on the systematically documented mentee-topics of discussion deriving from the last eleven years, a hypothetical competence profile is deducted, which is verified and checked for completeness in the context of a multi-rater feedback by internal RWTH actors who are linked to the mentoring. The result is a 'building block system' of personal basic and professional skills, which are individually weighted by the respondents, whereby a distinction is made between central (e.g. central student advisory service) and decentralized (e.g. student councils) perspectives. In this way, a portrait of the mentors in the organization can be drawn, which can in a further step be ‘colored’ by any university that wants to either establish a new mentoring system or optimize an existing one. A competency profile is thus generated that originates from the ‘Aachener Mentoring Modell’, but that can be transferred to the individual structures of other universities along specific success factors and key questions.One could assume that the competence profile of the mentors working in the ‘Aachener Mentoring Modell’ can largely be formed based on the topics of conversation with which students approach them. One could also assume that the 'customers' are the best competence compass and that the mentors must be trained mostly on this basis. In practice, however, this turns out to be hardly realizable or expedient, as the mentoring system is positioned within the overall organizational context of the respective university. This means that in addition to the requirements that result from the mentee discussions, many other factors are as important and similarly decisive: the embedding of mentoring in its relation to other advisory services offered by the university, as well as, in relation to the obligations and requirements that their respective faculties place on their general job-related (consulting) activity. Finally, personal pre-qualification factors are also crucial for the final de-facto counselling practice.Taking the autonomy of the RWTH Aachen University faculties into very careful consideration, minimum standards were formulated within the framework of the ‘Aachener Mentoring Modell’, which all mentors must meet. The freedom of design meant that the mentoring system as a decentralized advisory service was and is handled differently at each faculty. This not only leads to a lack of transparency among students and thus less use and awareness of the offer, but also to increasing ignorance of mentoring specific topics on the part of other advisory services, which should ideally be networked with the mentors. This even goes so far that with regard to the staff turnover that is typical for German universities, there is increasing helplessness when it comes to questions about filling an open mentoring position with what type of person, both personally and professionally.Regarding the scientific method, a mixed methods approached is used, consisting of the structuring, qualitative content analysis in combination with quantitative data generation and analysis. In thirteen semi-standardised, qualitative expert interviews, which are conducted for the purpose of 360° feedback, the personal basic and professional competencies are not only checked for completeness, but also weighted with experience-based reason. A workshop with the mentors of the ‘Aachener Mentoring Modell’, in which a structure laying technique was used, serves as the basis for the selection of the necessary parties to be interviewed. As part of the analysis and presentation of the results, in addition to the qualitative evaluation, a quantitative, statistical evaluation of the results is also carried out in order to present the individual preferences of the respondents, but ultimately to derive a central competence profile for mentors in the context of – at best – any university.The competence profile for mentors in the organization of a university ultimately includes the seven basic competences collected in advance which imply knowledge of other support offers, role and task clarity, relationship and communication skills, empathy and the ability to change perspectives, advisory skills, dialogue and conflict skills as well as knowledge and strategies for dealing with stressful situations. In addition, there are twelve so-called professional competencies, namely action-related knowledge about learning strategies, time and self-management, stress management, motivational strategies, dealing with exam anxiety, doubts about studying (as well as changing the study program, definitive failure or dropping out of studies), financial matters, social integration, professional integration, support for particularly gifted students, studying with a disability or chronic illness as well as organizational issues related to RWTH Aachen study programs. After completing the 360° feedback, mediation is added based on the conducted interviews.An additional result of this scientific work is the focus on the embedding of mentoring in the organization of a university and on which questions success and design depend. The work raises questions about university-political vanity, professional conflicts, the urge for faculty autonomy, financing issues and the lack of or non-existent networking between the RWTH advisory bodies and thus raises the question of the extent to which the needs of the students with regard to good advice are actually still the focus of the efforts .The overall social framework of the present research work is framed by the (new) humanism of educational culture, which deals with the promotion of individual development and to what extent this is possible in times of Bologna-reforms, but also in times of climate crises and wars of aggression. This underlines the importance of mentoring in its role of not achieving social or family prestige through the highest educational qualifications and thus a life of prosperity, but of accompanying young people along their interests and abilities. Although German society is characterized by ever-increasing social inequality, which to a large extent determines personal development from childhood onwards, university mentoring can still be a target-oriented companion that ultimately contributes to personal happiness in life and is therefore one thing above all in the end: humane., Published by RWTH University Aachen, Aachen

Текущие трансформационные процессы в экономике, технологический скачок, сдвиги действующих социальных парадигм провоцируют пересмотр традиционных устоявшихся моделей работы смежных систем, в том числе и в системе профессионального образования, которые, с одной стороны, должны обладать механизмом эффективного прогнозирования и оперативного реагирования самой системы, а с другой стороны, формировать условия для обеспечения наличия подобного механизма у обучающегося. Успешная результативность студентов все больше находится в прямой зависимости от умений адаптироваться, целенаправленно развиваться, эффективно осваивать новую деятельность и приобретать новые профессиональные навыки. Цель статьи — выделить основные этапы организационного проектирования элементов образовательной среды для обеспечения инфраструктуры поддержки анализа выбора и принятия решений относительно профессионально-личностного развития студентов. Использование комбинации традиционных организационно-педагогических средств и современных цифровых технологий в образовательных системах обеспечивает возможность развивать способы мышления, обучения и коллективной деятельности, являющиеся психологическими составляющими подготовки специалистов в цифровую эпоху, которые помогут в дальнейшем справиться с ростом неопределенности изменений окружающей среды. Используя теоретические, эмпирические методы исследования, методы проектирования и обработки данных, были обозначены приоритетные условия организационно-педагогических элементов образовательной среды вуза для поддержки профессионально-личностного развития студентов, разработана концептуальная модель оптимизации многокритериальности индивидуального трека персонального развития студента, сформулированы рекомендации по повышению результативности реализации предложенного комплекса. Представленная концептуальная модель может служить основой для проектирования личного компетентностного профиля на текущем и желаемом уровне, включая уровень глубины освоения, который, в свою очередь, служит основанием для формирования образовательной средой дальнейшего персонализированного контента в поддержку реализации целевой функции индивидуальной траектории личностного и профессионального развития., The current transformational processes in the economy, the technological leap, and shifts in existing social paradigms provoke a revision of the traditional, well-established models of operation of related systems, including the systems of vocational education, which, on the one hand, must have a mechanism for effective forecasting and prompt response of the system itself and, on the other hand, create conditions for ensuring that the student has such a mechanism. The successful performance of students is increasingly dependent on the ability to adapt, purposefully develop, effectively master new activities and acquire new professional skills. The purpose of the article is to highlight the main stages of the organizational design of the elements of the educational environment to provide the infrastructure to support the analysis of choice and decision-making regarding the professional and personal development of students. The use of a combination of traditional organizational and pedagogical tools and modern digital technologies in educational systems provides an opportunity to develop ways of thinking, learning and collective activity, which are the psychological components of training specialists in the digital age, which will help in the future to cope with the growing uncertainty of environmental changes. Using theoretical, empirical methods research, methods of designing and processing data, priority conditions for the organizational and pedagogical elements of the educational environment of the university are identified to support the professional and personal development of students, a conceptual model for optimizing the multi-criteria of the individual track of the student’s personal development is developed, recommendations are formulated to improve the effectiveness of the implementation of the proposed complex. The presented conceptual model can serve to design a personal competence profile at the current and desired level, including the level of depth of development. The competency profile, in turn, serves as the basis for the formation of further personalized content by the educational environment to support the implementation of the target function of the individual track of personal and professional development, Бизнес. Образование. Право, Выпуск 1 (58) 2022

Punktem wyjścia poniższych rozważań jest fragmentaryczna analiza badań kom-petencji cyfrowych młodych dorosłych, które wieloetapowo, jako zespół Ośrodka Badań nad Mediami1, prowadzimy od 2018 r. W artykule chcemy wskazać na opra-owane przez nas ujęcie modelowe badanego zjawiska oraz przedstawić fragment otrzymanych wyników badań z jednego strategicznego obszaru kompetencji, który dotyczy poszukiwania informacji i danych oraz oceny ich wiarygodności i rzetelności. Pragniemy również opisać, jak badane przez nas osoby wykorzystują kompetencje bazowe (ujęte poniżej, w dalszej części artykułu) w trakcie pracy z materiałem źródłowym. Celem artykułu jest także próba pokazania rzeczywistych profili kompetencyjnych młodych dorosłych poprzez odniesienie ich do strategicznych kompetencji cyfrowych w kontekście sub-kompetencji powiązanych z odpowiednim obszarem działania. Umiejętności te lub ich brak został ukazany na tzw. piramidzie kompetencji. W jej ramach wyszczególniono kompetencje nieuświadomione i uświadomione, którymi dysponują młodzi dorośli i które przekładają się na strukturę indywidualnych profili kompetencji. The aim of this article is to explain how young adults use their media competences to understand the digital reality in which they function on a daily basis. The article is preliminary in nature as it refers to the partial results of a larger research project on digital competences of young adults, which has been conducted since 2018 and concerns Polish users of the media sphere. The goal was to show the heterogeneous nature of the selected group in terms of competences necessary for the correct analysis, understanding and interpretation of media messages. In addition, the article highlights the importance of the cultural pattern and strategy of using online and interactive media in Poland. Their specificity results from actual deficiencies in the area of formal education. These shortages are related to the development of language, communication, media, digital and information skills at various stages of education (primary school, secondary school), which significantly affects the media competences of young adults.

Die Arbeitswelt befindet sich ebenso wie die Gesellschaft in einem kontinuierlichen und schnell voranschreitenden Wandel. Im Zuge der Anpassung der Lehrberufe an die unterschiedlichen spezifischen Bedürfnisse der Wirtschaft und an neue Entwicklungen wie etwa im Bereich der Digitalisierung wurde ein neuer Lehrberuf speziell für die Sicherheitsverwaltung geschaffen: der/die Assistent*in in der Sicherheitsverwaltung. Dieser neue Lehrberuf wurde für den Zeitraum von 2020 bis ins Jahr 2026 als Ausbildungsversuch eingerichtet und wird wissenschaftlich begleitet. Nicht nur um dem Fachkräftemangel entgegenzuwirken, der den öffentlichen Dienst in naher Zukunft vor große Herausforderungen stellen wird, sondern auch um einen Beitrag gegen die Jugendarbeitslosigkeit zu leisten und die Qualität in der Lehre zu steigern, wurde das Lehrlingswesen im Jahr 2020 im Bundesministerium für Inneres (BMI) neu ausgerichtet. Laut der Personalabteilung des BMI werden aktuell bundesweit 166 Lehrlinge ausgebildet, davon 125 Lehrlinge im neuen Lehrberuf „Assistent*in in der Sicherheitsverwaltung“ (Stand 30.04.2022). Eine Schlüsselrolle in dieser Ausbildung nehmen dabei die Lehrlingsausbilder*innen ein – jene Frauen und Männer, die zu einem überwiegenden Teil für eine qualitativ hochwertige Ausbildung der Lehrlinge verantwortlich zeichnen. Der „War for Talents“ macht auch vor dem Lehrbetrieb nicht halt und erfordert es, dem „Fundament einer gelungenen Lehrlingsausbildung“ – den Ausbilder*innen – Aufmerksamkeit zu widmen, um sie auf ihre herausfordernde Tätigkeit gezielt vorbereiten zu können, sodass diese den Lehrlingen eine fundierte moderne Ausbildung angedeihen lassen können. Die Ergebnisse dieser Arbeit zeigen, dass Ausbilder*innen nicht nur Fachwissen benötigen, sondern darüber hinaus in verschiedensten Bereichen mit vielfältigen Erwartungen und Anforderungen konfrontiert sind. Im Zuge dieser Arbeit wurde ein Kompetenzprofil für die Ausbilder*innen von Lehrlingen des Berufs „Assistent*in in der Sicherheitsverwaltung“ im BMI erarbeitet, welches die geforderten Kompetenzen für diese verantwortungsvolle Aufgabe abbildet. The world of work, like society, is in a continuous and fast-moving state of change. In the course of adapting apprenticeships to the various specific needs of the economy and to new developments, such as in the area of digitalization, a new apprenticeship was created specifically for security administration: the assistant in security administration. This new apprenticeship was established as a training trial from 2020 to 2026 and will be scientifically accompanied. Not only to counteract the shortage of skilled workers, which will pose great challenges to the public service in the near future, but also to make a contribution against youth unemployment and to increase the quality in apprenticeships, the apprenticeship system was realigned in 2020 in the Federal Ministry of the Interior. According to the Human Resources Department of the Federal Ministry of the Interior (BMI), 166 apprentices are currently being trained nationwide, including 125 apprentices in the new apprenticeship occupation "Assistant*in in Security Administration" (as of April 30, 2022). A key role in this training is played by the apprentice trainers - the men and women who are largely responsible for the high-quality training of apprentices. The "war for talents" does not stop at the apprenticeship company and makes it necessary to pay attention to the "foundation of a successful apprenticeship training" - the trainers - in order to be able to prepare them for their challenging job in a targeted manner so that they can provide the apprentices with a s well-founded modern training. The results of this work show that trainers not only need specialist knowledge, but are also confronted with a wide variety of expectations and requirements in a wide variety of areas and based on a wide variety of role perceptions. In the course of this work, a competence profile for trainers of apprentices of the profession "Assistant in Security Administration" in the Federal Ministry of the Interior was developed, which depicts the required competencies for this responsible task. Abweichender Titel laut Übersetzung der Verfasserin/des Verfassers Masterarbeit Wien, FH Campus Wien 2022

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A adequação das competências detidas face às competências requeridas pelos trabalhadores é um fator importante para o desenvolvimento de qualquer organização. O conhecimento das competências chave, importantes para o sucesso e crescimento empresarial, e a correspondente análise das competências atuais dos seus trabalhadores face a estas necessidades, revela-se de extrema importância na definição de planos de formação eficazes indo ao encontro das necessidades reais das empresas. Nesse sentido, este estudo pretende definir o perfil de competências dos trabalhadores de uma empresa no ramo da metalomecânica. Paralelamente, pretende analisar as implicações que um perfil de competências pode ter na avaliação do desempenho e na identificação de necessidades de formação. A metodologia utilizada neste trabalho foi o estudo de caso tendo sido recolhidas informações através de análise documental e entrevistas com o objetivo de percecionar as competências dos trabalhadores. A elaboração do perfil de competências foi feita recorrendo ao processo definido por Spencer (1993, cit. in Mitrani, Dalziel e Bernard, 2004) Os principais resultados obtidos foram a validação de um perfil de competências para a organização que contempla as funções de operador de máquinas, serralheiro e soldador. Foi também definido um perfil de competências comportamentais que são transversais a todas as funções anteriormente mencionadas. A partir da análise de resultados, foram identificadas lacunas ao nível das competências requeridas, com principal incidência na função de soldador. Essas lacunas identificadas serviram para definir ações de formação que deverão ser implementadas a curto/médio prazo pela organização. The adequacy of the skills to be held towards to the skills to be required by the workers constitutes an important factor for the development of any organization. The awareness of the key competencies, important for the business success and corporate upward, and the corresponding analysis of the employees current skills towards these needs, reveals to be of an extreme importance in the definition of effective professional training plans, to accomplish the real corporate needs. Therefore, this study aims to define the skills profile of the personnel among the metalworking industry. Conversely, it intends to investigate the implications that the skills profile may have on the performance assessment, as well as among the professional training needs identifications. The methodology used in this work was the case study, whereas the information was collected throughout document review and undergoing interviews with the objective of perceiving the personnel skills. The competence profile was designed by the use of the process defined by Spencer (1993, cit. in Mitrani, Dalziel e Bernard, 2004). The main results here obtained were, the validation of a competency profile for the organization, comprising the roles of machine operator, fitter and welder. A competencies behavioural profile was also defined, to be transversal to all of the above mentioned roles. Based on the results review, some gaps were identified as for the required skills, with the main focus on the welder ́s role, These identified gaps were used to define professional training actions that shall be implemented in a short/medium term basis by the organization.

Показана необходимость индивидуализации профессионального образования и определены основные факторы, влияющие на образовательную траекторию конкретного обучающегося; предложен механизм учета компетентностного профиля обучающихся при проектировании учебного плана посредством модульной организации дисциплин и использования потенциала цифрового пространства. The necessity of individualization of professional education is shown and the main factors influencing the educational trajectory of a particular student are identified; a mechanism for taking into account the competence profile of students in the design of the curriculum through the modular organization of disciplines and the use of the potential of the digital space is proposed.

Title: Competency profile of football coach of women team Objectives: The aim of this work is to create a competency profile of women's football coach from the perspective of the women's football players. Methods: To achieve the aims of this work were used study of literature dealing with the issue of coaching, competencies and specifics of the female organism. The obtained data were supplemented and modified on the basis of informal interviews with women's football players. A 5-point Liker scale was chosen to assess the importance of individual competencies. Respondents were women's football players. They were asked about the importance of competencies by social networks. Results: The result of this work is a competency profile of a women's football coach which contains the most important competencies divided into several groups. Keywords: coach, competency, women's football, competence profile, evaluation

This article delves into the competence profile of the training coordinator in education centers of Zaragoza, in the Autonomous Community of Aragón. Our aim is to show the real picture of the training coordinator, his or her competences, interests, motivations and needs, in order to propose various training itineraries which will result in improving the exercise of his or her duties. We have therefore analyzed the competences and training needs of the coordinators within the normative framework and from the research perspective. The research carried out is based on a survey. The methodology that supports the research is quantitative and the analysis is descriptive. The results monitor the fact that training coordinators show high organizational and managing technical competences, but qualify lower in behavioral competences, especially regarding leadership. Accordingly, we understand that training designs should focus on this competence and on training abilities that prepare them to leader training in the center. Este artículo profundiza en el perfil competencial del coordinador de formación de los centros educativos de Zaragoza, en la Comunidad Autónoma de Aragón. El objetivo que se pretende es hacer un retrato real del coordinador de formación, sus competencias, intereses, motivaciones y necesidades, para plantear posibles itinerarios formativos que redunden en una mejora en el ejercicio de sus funciones. Para ello hemos analizado las competencias y necesidades formativas de los coordinadores desde el marco normativo y desde la investigación. El estudio que se ha llevado a cabo se sustenta en una encuesta. La metodología que fundamenta dicho estudio es de corte cuantitativo y el análisis ha sido descriptivo. Los resultados atisban que los coordinadores de formación, tienen mayores competencias técnicas de organización y gestión, y tienen una menor capacitación en competencias comportamentales, especialmente de liderazgo. Por ello, entendemos que las propuestas formativas deberían focalizarse en dicha competencia y en formar en habilidades para poder liderar la formación en el centro.

In Deutschland gibt es keine einheitliche und rechtlich anerkannte Ausbildung und ebenso wenig geregelte Zugangsvoraussetzungen für das Berufsfeld Bildungs- und Berufsberatung. Aufgrund der fehlenden einheitlichen Standards in der Beratendenqualifikation und insbesondere mit Blick auf die Heterogenität des Ausbildungsmarktes, ist es wichtig, zu überprüfen, wie die akademischen Qualifizierungsmöglichkeiten für Beratende in diesem Feld in Deutschland aussehen, was die Lehrinhalte und Lernziele sind. Mit dieser Arbeit wird überprüft, ob und in welcher Breite Kompetenzen gefördert werden, die nach aktueller Expertenmeinung relevanter Akteure im Feld der Bildungsberatung für wichtig und grundsätzlich für die adäquate Bewältigung der Beratungsanforderungen erachtet werden. Übereinstimmungen und Abweichungen werden sichtbar gemacht und Entwicklungsbedarfe innerhalb der Qualifikationslandschaft aufgezeigt. Gleichzeitig können die Ergebnisse Anhaltspunkte liefern, die es Interessent*innen für eine Qualifikation im Bildungs- und Berufsberatungsbereich erleichtern sollen, aufgrund der aufgezeigten formalen Aspekte und der Kompetenzgewichtung eine fundiertere Entscheidung treffen zu können., In Germany, there is neither a standardised and legally recognized education nor regulated access requirements for the field of career guidance. Due to the lack of standards in guidance skills, and in particular with regard to the heterogeneity of the education market, it is important to review what the academic qualification opportunities for guidance practicioners in this field in Germany look like, what the course contents and learning objectives are. This work examines whether and in what range competencies are promoted which are considered to be important by current expert opinion of relevant actors in the field of educational counseling. Development needs within the qualification landscape of Germany are shown. At the same time, the results can provide clues to help those interested in a qualification in the field of ​​career guidance to make a more informed decision based on the formal aspects and the competence weighting highlighted in this work.

För att klara planetens utmaningar är cirkulär ekonomi ett förhållningsätt som med ett kretsloppstänk som minskar behovet av att ta mer av jordens resurser. Utveckling och möjligheter för tester och försök i laboratoriemiljö är en av nycklarna till framgång. En rätt utformad laboratorieverksamhet, för en verksamhet och dess kunder, bidrar till att en organisation och ett företag kan vara en viktig del av lösningen för en hållbarare värld. I denna fallstudie undersöks hur Ragn-Sells laboratorieverksamhet kan utformas för att möta företagets behov och framtida utmaningar. Med utgångpunkt i grundprinciperna i offensiv kvalitetsutveckling och genom intervju, workshops, enkät och tillämpning av ett flertal kvalitetsverktyg har förslag till vision, uppdrag, roll, mål och strategi tagits fram. Resultatet utgör grunden för hur laboratorieverksamheten kan utvecklas från ett kostnadsbesparande analyslabb till ett utvecklingsskapande kunskapscentrum. Med visionen ”T&D:s verksamhetsnära kunskapscentrum för tryggande av kemiskt och fysiskt kunnande och som genom materialfokus, kreativitet, nytänkande och engagemang bidrar till utveckling, cirkulära lösningar och bra affärer” som framtidsbild kan verksamheten ta sig an uppgiften som utrednings- och utvecklingslaboratorium med ett kunskapsnav. Utöver utrednings- och utvecklingsuppdrag behöver den nya laboratorieverksamheten även kunna hantera och arkivera prover, dokumentera och rapportera resultat med spårbarhet och proaktivt arbeta med både rådgivning, informationsspridning och nätverkande. Ansvar och roll behöver spegla uppdraget och för att nå visionen krävs både långsiktiga mål för utvecklingen och operativa mål för löpande verksamhet. Lösningsförslagen har analyserats baserat på teorier om identitet, vision, mission, mål och strategi, process, kompetens, kunskap, lärande och kunskapsorganisationer. Genom att fånga synergier med koncernens forsknings- och innovationslaboratorium, kan ytterligare mervärden skapas genom att dela både idéer, kompetens och utrustning. En rekommendation är att vidga perspektivet och även fånga in synergier med koncernens R&D-verksamhet. Vidare behöver verksamheten effektiva processer och rätt kompetens. Processer har kartlagts på en övergripande nivå. Kompetensprofiler har identifierats för fyra roller: utförare, utvecklare, kunskapsspridare och expert. Därtill behövs funktionella lokaler för fin-, grov- och pilotlabb, arkiv för både kort- och långvarig förvaring av prover samt ytor som möjliggör samarbete och samverkan. Studien har dock inte tagit fram någon detaljerad kravspecifikation vilket behöver göras i ett kommande steg. Alla nödvändiga steg för att gå från studie till förverkligat laboratorium finns sammanfattade i en implementeringsplan. Sammantaget har studien visat hur principer i offensiv kvalitetsutveckling och tillämning av kvalitetsverktyg kan vara till stöd för att driva förbättring och även mer långtgående utvecklingen av en verksamhetsdel där förflyttning av identitet går från analyslabb till kunskapscentrum, för att skapa lösningar för en hållbar framtid. To cope with the planet's challenges, circular economy is an approach that reduces the need of using more of the earth's resources. Development and opportunities for tests in a lab environment is one of the keys for success. A properly designed lab, for a business and its customers, can help an organization and a company to be an important part of the solution for a more sustainable world. This case study examine how Ragn-Sell's lab function could be designed to meet the company's need and future challenges. Based on the basic principles of total quality management and through interviews, workshops, questionnaires and by practice of several quality tools, proposals for vision, mission, role, goals and strategy have been developed. The result is the basis for the laboratory to be developed from a cost saving analysis lab to a development generating knowledge centre. With the vision "T&D's business-centered knowledge centre to maintain chemical and physical know-how and which contributes to development, circular solutions and good business through material focus, creativity, innovation and commitment" the function can take on the mission as an investigation and development lab with a knowledge centre. In addition to investigation and development assignments, the new laboratory also needs to be able to handle and archive samples, document and report results with traceability and proactively work with both guidance, information dissemination and networking. Responsibility and role need to reflect the mission and to achieve the vision requires both long-term goals for development and operational goals for day-to-day operations. The proposals have been analysed based on theories of identity, vision, mission, goals and strategy, process, comet, knowledge of learning and knowledge organizations. By capturing synergies with the Ragn-Sells research and innovation lab, additional added value can be created by sharing both ideas, skills and equipment. One recommendation is to broaden the perspective to capture synergies with the Group's R&D activities. To succeed with the development, the organization needs efficient processes and relevant competence. Processes have been mapped at an overall level. Competence profiles have been identified for four roles: performers, developers, knowledge spreaders and experts. In addition, functional premises are needed for different labs, archives for both short and long-term storage of samples and surfaces that enable collaboration and collaboration. However, the study has not formulated requirement specification, which needs to be done in a next step. All the necessary steps to go from study to realized labs are summarized in an implementation plan. Overall, the study has shown how principles in total quality management and application of quality tools can be in support of not only driving improvement but also more far-reaching development of a business section where transfer identity goes from an analysis lab to knowledge centre, to create solutions for a sustainable future.

The RUAS Honors Program aims to encourage students to develop into excellent professionals. To do so, RUAS has developed a competence profile entitled Learning to Innovate. This profile serves as a guide for designing a teaching approach which enables students to actively develop into such professionals. There are five crucial characteristics for designing learning environments which challenge students to master the said competence profile: a multidisciplinary issue drawn from actual practice; an authentic learning environment; professional excellence as both the aim and basis for assessment; qualified teachers setting high standards for their students; and working and learning in a Community of Learners made up of all those involved. In this paper, we first explain the essence of an Innovation Lab or I-lab. We then present some additional considerations and various different approaches to designing a powerful learning environment like the I-Lab.

Trabajo fin de grado en Enfermería, El avance tecnológico y social, así como su repercusión en el mundo actual, han generado una evolución de la ciencia modificado las necesidades y demandas de la población. Estos cambios tienen una repercusión sobre la forma de hacer y la forma de ser de los profesionales. En la actualidad, el modelo de gestión por competencias es el más utilizado tanto para seleccionar como para desarrollar las competencias necesarias para un determinado puesto de trabajo. En el ámbito de la enfermería, este modelo es de gran utilidad, dada la cantidad y variedad de puestos de trabajo a los que puede acceder un enfermero/a. La definición de perfiles de competencias será una herramienta de gran ayuda a la hora de seleccionar o desarrollar las competencias específicas para ese puesto de trabajo como es el caso de la enfermera en un Servicio de Urgencias Extrahospitalarias. El objetivo principal es describir el perfil de competencias de un enfermero/a en un Servicio de Urgencias Extrahospitalarias en la Comunidad de Madrid. Se trata de un estudio descriptivo de corte transversal, en el cual la recogida de datos se realizará mediante la técnica panel de expertos. La población de estudio la conforman los enfermeros/as y médicos que trabajan en el Servicio de Urgencias Extrahospitalarias en la Comunidad de Madrid. La selección de participantes se realizará por muestreo de conveniencia quedando una muestra total de 80 profesionales sanitarios divididos en 4 grupos de 20 personas. El análisis de los datos se realizará mediante un estudio descriptivo de las variables de estudio y se utilizarán tablas de contingencia para apreciar asociaciones entre variables. Sería conveniente continuar con las líneas de la investigación para poder aplicar el proyecto en otras Comunidades Autónomas, con el objetivo de establecer un perfil general del enfermero/a en un Servicio de Urgencias Extrahospitalarias, The technological and social advancement, as well as its impact on the world today, have generated an evolution of the modified science the needs and demands of the population. These changes have as impact on how professionals are made and how they are. Currently, the competency-based management model is the most widely used for selecting and developing the skills needed for a particular job. In the field of nursing, this model is very useful, give the number and variety of jobs that can be accessed by a nurse. The definition of competency profiles will be a very helpful tool in selecting or developing specific skills for that job as is the case of the nurse in an emergency department. The primary goal of this project is to describe the competency of profile of a nurse in an emergency department in the community of Madrid. It is a descriptive croos-sectional study. That data collection will be made by the technical panel of experts. Compromise the study population the nurses and doctors who work in the emergency room out in the community of Madrid. The selection of participants will be carried out by sampling of convenience, leaving a total sample of 80 health professionals divided into 4 groups of 20 people. The analysis of the data will be carried out by a descriptive study of the variables of study and will be used contingency tables to appreciate associations between variables. It would be advisable to continue with the lines or research in order to apply the project in other autonomous communities, with the aim of establishing a general profile of the nurse in an emergency service outpatient.

Schulsozialarbeit in Österreichs Schulen ist ein wachsendes Feld. Neben anderen schulischen Unterstützungssystemen bietet Soziale Arbeit an Schulen vielfältige Angebote. Trotz der immer stärker werdenden Präsenz dieses Angebots, fehlen klare Benennungen dessen, was Schulsozialarbeit leistet und stellt oftmals ein Abgrenzungsproblem zu den meist nebeneinander existierenden Unterstützungssystemen dar. Klare Kompetenzen und Qualifikationen von Schulsozialarbeiter*innen, die in der täglichen Praxis beschäftigt werden, wurden in der vorliegenden Masterarbeit erforscht, mit dem Ziel die bestehende Forschungslücke in Bezug auf die Profession Schulsozialarbeit in Österreich zu minimieren. Im Auftrag der Kinder- und Jugendhilfe bieten neun Vereine Schulsozialarbeit in verschiedenen Schulen in Niederösterreich an, deren Angebote eine große Vielfalt aufweisen. Mittels der Erhebungen wurde angestrebt einen Überblick über die Kompetenzen, das Wissen und die Leistungen und Angebote der Schulsozialarbeit in Niederösterreich zu bekommen. Zusätzlich wurde anhand der Grundprinzipien der Schulsozialarbeit, erhoben, inwieweit diese in der Praxis umgesetzt werden und welche Faktoren die Inanspruchnahme der Schulsozialarbeit beeinflussen. Anhand der Ergebnisse dieser Forschung wurde ein Kompetenzprofil erstellt, dem die Leistungen und Angebote der Schulsozialarbeit Niederösterreich entnommen werden können. School social work in Austria is a growing field. Along side other school support systems, social work provides a variety of services. Despite the ever growing presence of these services, a lack in definition as to what social work in schools provides and aims to accomplish, reveals issues with the differentiation between concurrent support systems. Clear competences and skill sets of social workers, whom are engaged in everyday practice, will be presented and investigated in the following dissertation, with the aim of reducing the existing gap in research with regards to the profession of School Social Work in Austria. On behalf of the Child and Youth Welfare Service, nine school social work associations offer school social work in various schools in Lower Austria, to which the offerings show a great deal of diversity. The survey aims to provide an overview of the competences, knowledge and services of School Social Work in Lower Austria. Additionally, based on School Social Work principles, it was ascertained to the extent of which they are implemented in practice and which factors influence the utilisation of school social work. On the basis of the results of this research, a competence profile was compiled, allowing the extraction of the services and offerings of school social work in Lower Austria. vorgelegt von: Sandra Wiesinger Wien, FH Campus Wien, Masterarb., 2018

The purpose of the article is to present the author’s experience of using the potential of the personnel reserve in the process of making managerial decisions. It is a question of joint development of the competence model for different groups of university personnel. This kind of activity contributes to the development of professional and managerial competencies, personal resources, the exchange of experience among themselves, the establishment of interdisciplinary relations in the university environment, which, in fact, underlies the idea of creating a personnel reserve. The goal is achieved on the basis of competence and system approaches to management issues of higher education. The research methodology is based on the use of general scientific methods, such as: phenomenological description, focus group method, included observation. The practical significance of the research is to develop a mechanism for creating, forming and developing personnel reserve of SFU, the technology of its attraction to the management life of the university when building the competence model of different groups of personnel, transforming collective knowledge into the final product. This kind of joint creativity has a strong motivational effect, as it gives employees the opportunity to feel their involvement into the university’s common affairs, understand their own value, importance of their opinion for management when developing a development strategy and preparing main documents. The contribution of this study to the theory and practice of university management is to present to the professional community the experience of attracting a pool of personnel for the development of an essentially independent assessment of the university personnel through the construction of a competence model where participants see their colleagues and themselves through the prism of the requirements for professionalism and personality of the employee of a modern university. It is shown that the joint activity of management and reservists provides an opportunity for the growth of internal knowledge, the development of corporate culture and the formation of human capital. The article is of interest for university management, HR specialists in the field of the human dimension of the university. Цель статьи – представить авторский опыт использования потенциала кадрового резерва в процессе принятия управленческого решения. Речь идет о совместной разработке компетентностной модели разных групп персонала университета. Такой род деятельности способствует развитию профессиональных и управленческих компетенций, личностных ресурсов, обмену опытом, налаживанием междисциплинарных отношений в вузовской среде, что, собственно, и лежит в основе идеи создания кадрового резерва. Поставленная цель достигается на основе компетентностного и системного подходов к управленческим вопросам высшей школы. Методология исследования основана на использовании общенаучных методов, включая феноменологическое описание, метод фокус-групп, включенное наблюдение. Практическая значимость работы заключается в представлении механизма создания, формирования и развития кадрового резерва СФУ, технологии его привлечения к управленческой жизни университета при построении компетентностной модели разных групп персонала с трансформацией коллективного знания в конечный продукт. Такой вид совместного творчества имеет сильный мотивационный эффект, так как дает возможность сотрудникам почувствовать свою сопричастность к общим делам университета, понять собственную ценность, значимость их мнения для руководства при разработке стратегии развития и подготовке ключевых документов. Вклад данной практики в университетское управление заключается в представлении профессиональному сообществу опыта и технологии привлечения кадрового резерва для разработки, по сути, собственной оценки персонала университета через построение модели компетенций, где каждый из участников видит своих коллег и себя через призму требований к профессионализму и личности сотрудника современного вуза. Показано, что совместная деятельность руководства и резервистов дает возможность для развития корпоративной культуры и формирования человеческого капитала. Статья представляет интерес для университетского менеджмента, HR-специалистов в области человеческого измерения университета.

Title: Competence profile and demands on personality of coach youth in athletics Goals: Result of the thesis " Competence profile and demands on personality of coach youth in athletics " will be a key tool in the selection of new youth coaches in Prague athletic club Spartak Praha 4. The aim is to create a personality profile athletics youth coach. Methods: All respondents were interviewed by a written assessment of personality traits. A group of experts (trainers) in addition to the written forms was invited to semistructured interview, on the basis of which was compiled a list of competencies for use in a written interview. Results: The result is job competency profile coach youth athletics. Results of the survey were captured graphically. Keywords: competence, youth coach, athletics, characteristic coach, athletic youth, trainer

La presente investigación tiene el propósito fundamental explorar el nivel de apropiación de la competencia digital del profesorado universitario del área de matemáticas en una universidad de Ecuador, considerando cuestiones relativas a la disponibilidad de infraestructuras, niveles de formación tecnológica y el grado de uso, integración e innovación de herramientas Web 2.0 en los procesos de enseñanza – aprendizaje de la matemática, como escenario para el crecimiento y fortalecimiento del ejercicio profesional docente. Para ello, el docente universitario necesita no solo técnicas y estrategias metodológicas, sino que debe ser capaz de integrar las herramientas tecnológicas (competencia digital docente) en su práctica educativa. La metodología de investigación utilizada es de tipo descriptivo con enfoque cuantitativo. Para la recogida de la información se diseñó el cuestionario M – CDUECDD, estructurado en cuatro dimensiones y 196 variables con las que se describe un perfil preliminar sobre competencias e indicadores que debe desarrollar el profesorado del área de matemáticas y que fue validado por jueces – expertos internacionales en competencias digitales. Los resultados muestran que el profesorado universitario del área de matemáticas tiene un nivel básico y medio sobre las cuestiones de dominio, uso e innovación en las cinco áreas: información y alfabetización informacional, comunicación y colaboración, creación de contenido digital, seguridad y resolución de problemas. En base a los resultados se presenta un modelo de integración de la competencia digital del docente universitario para su desarrollo profesional en la enseñanza de la matemática., The main purpose of this research is to explore the level of adopting e-competence of Math faculty staff at a university in Ecuador. It considers issues related to the availability of infrastructures, levels of technological training and use, integration and innovation of Web 2.0 tools in the teaching - learning processes of Mathematics, as a scenario for the growth and strengthening of the teacher professional development. Faculty staff needs not only technical and methodological strategies, but also has to be able to integrate technological tools in his teaching practices. The research methodology used is descriptive with a quantitative approach. The M-CDUECDD questionnaire was designed for gathering the information and it is structured in four dimensions and 196 variables which describe a preliminary profile on skills and indicators for Math professors. This instrument was validated by international experts in e-competences. The results show that university faculty in the area of mathematics has a medium average level of domain, use and innovation in five areas: Information and information literacy, communication and collaboration, digital content creation, security and problem solving. Based on the results, it is presented a model of integration of the digital competence of the university teacher for his professional development on Math teaching.

Šiame darbe nagrinėjami kompetencijų profilio sudarymo bei pritaikymo aspektai kūrybinių industrijų kontekste. Darbe yra siekiama suformuoti teorinį kūrybinio sektoriaus darbuotojo kompetencijų profilį, remiantis mokslinės literatūros analizės duomenimis, empirinio tyrimo metu nustatyti šiuo metu vyraujantį kompetencijų profilį Lietuvos kūrybinėse industrijose bei nustatyti identifikuotų kompetencijų svarbą iš darbuotojo perspektyvos. Darbo autorius tikisi, jog darbe nagrinėjamos problemos bei atlikto tyrimo metu įgytos žinios paskatins Lietuvos kūrybinės industrijos organizacijų vadovus bei žmonių išteklių specialistus atkreipti dėmesį į industrijos tendencijas bei būtinas kompetencijas, kurios padės efektyviau įdarbinti kūrybinius darbuotojus bei padės patiems darbuotojams efektyviau dirbti besikeičiančioje kūrybinės industrijos aplinkoje. Darbe taikyti metodai: mokslinės literatūros analizė, apibendrinimas, sisteminės analizės metodas, lyginamoji analizė. Naudoti empiriniai metodai: anketinė apklausa. Duomenų analizei naudoti statistiniai metodai: grupavimas, grafinis duomenų pateikimas, absoliutinių, santykinių ir vidutinių rodiklių skaičiavimas., This master thesis is based on the evaluation of employee competencies. Since only very few studies focus on the sector competence profiles, the aim of this thesis is to fill the current gap in existing research pool, to form a competence profile of a creative industry`s employee and to answer the question: what competencies should a creative industry`s employee have? To reach this goal the tasks were set as follows: 1. To analyze sources of literature and to identify which specific competencies are required for a successful employee in creative sector 2. To construct a competence profile for a creative industry`s employee 3. To discover the existing competence profile in creative industry via empirical research means. Methods: analysis of the scholarly articles and modern research literature, questionnaires, analysis of the statistical data, descriptive analysis.

This paper challenges the implicit 'one-size-fits-all' assumption that dominates mainstream program management competence literature. Findings from case studies of 10 programs executed in a large p ...