RELIEVE: Revista Electrónica de Investigación y Evaluación Educativa, 2011
The aim of this study is to analyze and describe the professional profile of trainers working in ... more The aim of this study is to analyze and describe the professional profile of trainers working in continuous training in Spain. For this purpose we have developed a structured questionnaire was applied in person to a sample of 606 instructors nationwide. The questionnaire has provided information on aspects such as the socio-occupational status of instructors, their degree of professionalism, and the importance of professional skills. The information gathered has been analyzed by multivariate methods to determine the dominant professional profiles. The quantitative analysis includes the Categorical of Principal Components Analysis (CATPCA) to analyze the skills and capabilities of the trainer and cluster analysis in two stages to get the profiles. Four dominant profiles have been deduced by the cluster analysis. The occupational variables, professional experience profiles and competences/skills produce the major discrepancies between the four profiles.
The lifelong learning is a crucial element in the modernization of European education and trainin... more The lifelong learning is a crucial element in the modernization of European education and training systems. The most important actors in the development process of the lifelong learning are the trainers, whose professional characteristics need new competences and skills in the current labour market. The main objective of this paper is to establish an importance ranking of the new competences, capabilities and skills that the lifelong learning Spanish trainers must possess nowadays. A wide study of secondary sources has allowed the design of a questionnaire that organizes the trainer-s skills and competences. The e-Delphi method is used for realizing a creative, individual and anonymous evaluation by experts on the importance ranking that presents the criteria, sub-criteria and indicators of the e-Delphi questionnaire. Twenty Spanish experts in the lifelong learning have participated in two rounds of the e- DELPHI method. In the first round, the analysis of the experts- evaluation ha...
The aim of this paper is to provide an empirical evidence about the effects that the management o... more The aim of this paper is to provide an empirical evidence about the effects that the management of continuous training have on employability (or employment stability) in the Spanish labour market. With this purpose a binary logit model with interaction effect is been used. The dependent variable includes two situations of the active workers: continuous and discontinuous employability. To distinguish between them an Employability Index Stability (ESI) was calculated taking into account two factors: time worked and job security. Various aspects of the continuous training and personal workers data are used as independent variables. The data obtained from a survey of a sample of 918 employed have revealed a relationship between the likelihood of continuous employability and continuous training received. The empirical results support the positive and significant relationship between various aspects of the training provided by firms and employability likelihood of the workers, postulate a...
<jats:p>The firm´s human capital is a process referring to the sum total of individual and ... more <jats:p>The firm´s human capital is a process referring to the sum total of individual and collective learning through training programs, experience and experimentation, among others. In-business ongoing training is one of the most important strategies for human capital development and it is crucial to sustain and improve workers' knowledge and skills. Many businesses use continuous learning strategy, encouraging employees to learn new skills continually to be innovative and to try new processes and work in order to achieve a competitive advantage and superior business results. This paper uses the Resource Based View and Capacities (RBV) approach to construct a hypothetical relationships model between Human Capital construct and business results. The test of the model is applied on transversal data. A sample of 266 business of Spanish sector service has been selected. A Structural Equation Model (SEM) is used to estimate the relationship between training, represented by two latent dimension, Human and Social Capital and economic business results. The coefficients estimated have shown the efficient of some training aspects explaining the variation in business results. </jats:p>
Organization capacity learning is a process referring to the sum total of individual and collecti... more Organization capacity learning is a process referring to the sum total of individual and collective learning through training programs, experience and experimentation, among others. Today, in-business ongoing training is one of the most important strategies for human capital development and it is crucial to sustain and improve workers' knowledge and skills. Many organizations, firms and business are adopting a strategy of continuous learning, encouraging employees to learn new skills continually to be innovative and to try new processes and work in order to achieve a competitive advantage and superior business results. This paper uses the Resource Based View and Capacities (RBV) approach to construct a hypothetical relationships model between training and business results. The test of the model is applied on transversal data. A sample of 266 business of Spanish sector service has been selected. A Structural Equation Model (SEM) is used to estimate the relationship between ongoin...
En el sistema educativo venezolano se considera que el desarrollo de la inteligencia es un proces... more En el sistema educativo venezolano se considera que el desarrollo de la inteligencia es un proceso que puede llevarse a cabo en forma consciente y deliberada a traves del control, por parte del individuo. Las maquinas se les introduce un cierto tipo de censores que aprendan, ellos van a desarrollar su inteligencia de la misma manera como el hombre durante millones de siglo anteriores a traves de su evolucion genetica ha aprendido y en los genes le ha quedado almacenado ese aprendizaje.
El crecimiento imparable de nuevas tecnologías ha modificado sustancialmente la vida cotidiana, s... more El crecimiento imparable de nuevas tecnologías ha modificado sustancialmente la vida cotidiana, social y laboral de las nuevas y no tan nuevas generaciones. Actualmente desde el punto de vista del mundo digital conviven seis generaciones atendiendo a criterios de cómo se relacionan con las actuales tecnologías, cómo comunican, trabajan, compran, usan estas tecnologías y el factor edad incluyendo desde los llamados “veteranos o la generación silenciosa” hasta “lo millennial” y “generaciones z y alfa” los llamados nativos digitales. De allí la emergencia de establecer un marco conceptual de competencias digitales en el mundo laboral incluyente y diversificado por necesidades propias de cada agrupación social, labores ejercidas, amén de otros factores. El factor edad ha creado una brecha digital generacional distinguiendo entre llamados “veteranos o la generación silenciosa” hasta “lo millennial” y “generaciones z y alfa” los llamados nativos digitales. Pero la otra brecha digital aún más acentuada que la generacional se establece entre las poblaciones más vulnerables. No en vano en los últimos años la emergencia de establecer un marco conceptual de competencias digitales en el mundo laboral con connotaciones incluyentes y diversificados es responder a las necesidades propias de cada agrupación social y labores ejercidas, amén de otros factores. El enfoque de la descripción de las competencias digitales desarrollado en el trabajo se basa en una revisión de la literatura e investigación pertinente para definir los instrumentos de marco conceptual y aplicado que sean capaces también de medir y conjugar las competencias con las habilidades que deben de poseer las personas tales cómo se relacionan con ciertos tipos de participación y cómo éstas podrían impactar sobre aspectos específicos del trabajo además de la vida cotidiana, especialmente en los colectivos vulnerables
RELIEVE: Revista Electrónica de Investigación y Evaluación Educativa, 2011
The aim of this study is to analyze and describe the professional profile of trainers working in ... more The aim of this study is to analyze and describe the professional profile of trainers working in continuous training in Spain. For this purpose we have developed a structured questionnaire was applied in person to a sample of 606 instructors nationwide. The questionnaire has provided information on aspects such as the socio-occupational status of instructors, their degree of professionalism, and the importance of professional skills. The information gathered has been analyzed by multivariate methods to determine the dominant professional profiles. The quantitative analysis includes the Categorical of Principal Components Analysis (CATPCA) to analyze the skills and capabilities of the trainer and cluster analysis in two stages to get the profiles. Four dominant profiles have been deduced by the cluster analysis. The occupational variables, professional experience profiles and competences/skills produce the major discrepancies between the four profiles.
The lifelong learning is a crucial element in the modernization of European education and trainin... more The lifelong learning is a crucial element in the modernization of European education and training systems. The most important actors in the development process of the lifelong learning are the trainers, whose professional characteristics need new competences and skills in the current labour market. The main objective of this paper is to establish an importance ranking of the new competences, capabilities and skills that the lifelong learning Spanish trainers must possess nowadays. A wide study of secondary sources has allowed the design of a questionnaire that organizes the trainer-s skills and competences. The e-Delphi method is used for realizing a creative, individual and anonymous evaluation by experts on the importance ranking that presents the criteria, sub-criteria and indicators of the e-Delphi questionnaire. Twenty Spanish experts in the lifelong learning have participated in two rounds of the e- DELPHI method. In the first round, the analysis of the experts- evaluation ha...
The aim of this paper is to provide an empirical evidence about the effects that the management o... more The aim of this paper is to provide an empirical evidence about the effects that the management of continuous training have on employability (or employment stability) in the Spanish labour market. With this purpose a binary logit model with interaction effect is been used. The dependent variable includes two situations of the active workers: continuous and discontinuous employability. To distinguish between them an Employability Index Stability (ESI) was calculated taking into account two factors: time worked and job security. Various aspects of the continuous training and personal workers data are used as independent variables. The data obtained from a survey of a sample of 918 employed have revealed a relationship between the likelihood of continuous employability and continuous training received. The empirical results support the positive and significant relationship between various aspects of the training provided by firms and employability likelihood of the workers, postulate a...
<jats:p>The firm´s human capital is a process referring to the sum total of individual and ... more <jats:p>The firm´s human capital is a process referring to the sum total of individual and collective learning through training programs, experience and experimentation, among others. In-business ongoing training is one of the most important strategies for human capital development and it is crucial to sustain and improve workers' knowledge and skills. Many businesses use continuous learning strategy, encouraging employees to learn new skills continually to be innovative and to try new processes and work in order to achieve a competitive advantage and superior business results. This paper uses the Resource Based View and Capacities (RBV) approach to construct a hypothetical relationships model between Human Capital construct and business results. The test of the model is applied on transversal data. A sample of 266 business of Spanish sector service has been selected. A Structural Equation Model (SEM) is used to estimate the relationship between training, represented by two latent dimension, Human and Social Capital and economic business results. The coefficients estimated have shown the efficient of some training aspects explaining the variation in business results. </jats:p>
Organization capacity learning is a process referring to the sum total of individual and collecti... more Organization capacity learning is a process referring to the sum total of individual and collective learning through training programs, experience and experimentation, among others. Today, in-business ongoing training is one of the most important strategies for human capital development and it is crucial to sustain and improve workers' knowledge and skills. Many organizations, firms and business are adopting a strategy of continuous learning, encouraging employees to learn new skills continually to be innovative and to try new processes and work in order to achieve a competitive advantage and superior business results. This paper uses the Resource Based View and Capacities (RBV) approach to construct a hypothetical relationships model between training and business results. The test of the model is applied on transversal data. A sample of 266 business of Spanish sector service has been selected. A Structural Equation Model (SEM) is used to estimate the relationship between ongoin...
En el sistema educativo venezolano se considera que el desarrollo de la inteligencia es un proces... more En el sistema educativo venezolano se considera que el desarrollo de la inteligencia es un proceso que puede llevarse a cabo en forma consciente y deliberada a traves del control, por parte del individuo. Las maquinas se les introduce un cierto tipo de censores que aprendan, ellos van a desarrollar su inteligencia de la misma manera como el hombre durante millones de siglo anteriores a traves de su evolucion genetica ha aprendido y en los genes le ha quedado almacenado ese aprendizaje.
El crecimiento imparable de nuevas tecnologías ha modificado sustancialmente la vida cotidiana, s... more El crecimiento imparable de nuevas tecnologías ha modificado sustancialmente la vida cotidiana, social y laboral de las nuevas y no tan nuevas generaciones. Actualmente desde el punto de vista del mundo digital conviven seis generaciones atendiendo a criterios de cómo se relacionan con las actuales tecnologías, cómo comunican, trabajan, compran, usan estas tecnologías y el factor edad incluyendo desde los llamados “veteranos o la generación silenciosa” hasta “lo millennial” y “generaciones z y alfa” los llamados nativos digitales. De allí la emergencia de establecer un marco conceptual de competencias digitales en el mundo laboral incluyente y diversificado por necesidades propias de cada agrupación social, labores ejercidas, amén de otros factores. El factor edad ha creado una brecha digital generacional distinguiendo entre llamados “veteranos o la generación silenciosa” hasta “lo millennial” y “generaciones z y alfa” los llamados nativos digitales. Pero la otra brecha digital aún más acentuada que la generacional se establece entre las poblaciones más vulnerables. No en vano en los últimos años la emergencia de establecer un marco conceptual de competencias digitales en el mundo laboral con connotaciones incluyentes y diversificados es responder a las necesidades propias de cada agrupación social y labores ejercidas, amén de otros factores. El enfoque de la descripción de las competencias digitales desarrollado en el trabajo se basa en una revisión de la literatura e investigación pertinente para definir los instrumentos de marco conceptual y aplicado que sean capaces también de medir y conjugar las competencias con las habilidades que deben de poseer las personas tales cómo se relacionan con ciertos tipos de participación y cómo éstas podrían impactar sobre aspectos específicos del trabajo además de la vida cotidiana, especialmente en los colectivos vulnerables
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