Binnen het projectonderwijs wordt nog vaak drooggezwommen. Enerzijds door de verstrekte projectopdrachten anderzijds door de suboptimalisatie van oplossingen. Deze zijn namelijk sterk afhankelijk van de verbonden modules en docenten. In de praktijk zijn de oplossingen echter altijd een afweging van tijd, geld en kwaliteit. Onze Human Engineers leren om daar op een goede manier mee om te gaan. Dit door de integratiemodule Integrated Product Development (IPD). IPD is een multidisciplinair project waarbij studenten van verschillende Fontys Instituten werken aan de commercikle en technische uitwerking van een bedrijfsopdracht. Marktonderzoek, doelgroep bepaling en productspecificatie zijn een vast onderdeel van een IPD project evenals het ontwerpen en bouwen van een prototype en het financieel onderbouwen van een Go/NO go advies aan de ondernemer. Het project vindt plaats in het laatste onderwijssemester, net vssr het afstuderen en is dus te zien als een open project met een bedrijf als opdrachtgever. De Human Engineering studenten zijn in deze projecten de verbindende schakel. De specialisten in de projectgroepen, de technische studenten, willen nogal eens zoeken naar mooie oplossingen vooral in technische zin. Daarbij gaan ze vaak volledig voorbij aan het belang van de ondernemer (winst maken) en het belang van de klant (kwaliteit en bedieningsgemak). Ook het projectwerk heeft een enorme sprong vooruit gemaakt door het team uit te breiden met Human Engineers. De Human Engineering studenten focussen vooral ook op het halen van targets (kosten) en deadlines (tijd), het maken en nakomen van afspraken en de communicatie binnen de groep en naar buiten toe (ondernemer en klant). Huidige studenten en alumni geven aan dat het project zeer realistisch is en dat het vergelijkbaar is met problemen die ze in hun werk tegen komen. Zeker blijven doen is hun advies. Organisatorisch vergt het wel een en ander omdat er bijvoorbeeld afstemming dient te komen tussen de verschillende instituten met betrekking tot: beoordeling van de studenten, afstemmen van lesroosters en vergoeding voor docenten. Ook het onderhouden van bedrijfsrelaties om bijvoorbeeld aan de opdrachten te komen blijft een moeilijke, tijdrovende zaak.
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Geschreven door Inge Wissenborg, deeltijd studente HRM deeltijd bij Petra Biemans aan Hogeschool Inholland Diemen.
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Rond 1980 werd personeelsontwikkeling in Nederland vooral geadopteerddoor een andere discipline, onderwijskunde, waardoor veel nadruk werd gelegd op bedrijfsopleidingen. Die werden gezien als ‘beroepsonderwijs in pocketformaat’: nascholing in cursusverband kreeg mede daardoor een dominante plaats binnen het geheel van HRD-praktijken(Thijssen, 2003). Sindsdien is er veel veranderd. De pas later ook in Nederland doorgebroken term Human Resource Development is daar een exponent van. De veelvormigheid van HRD-activiteiten is toegenomen net als het besef dat investeren in HRD noodzakelijk is. De meest ingrijpende contextuele verandering voor HRD-praktijken betreft de arbeidsmarktturbulentie die met name is ontstaan door de behoefte van organisaties aan personele flexibiliteit, waardoor lifetime employment een marginaal fenomeen is geworden. In verband daarmee is een omslag waar te nemen van een traditioneel naar een modern psychologisch contract, hetgeen met name inhoudt dat het initiatief en de verantwoordelijkheid voor ontwikkelingsinvesteringen niet meer zo zeer bij de arbeidsorganisatie ligt, maar primair bij het individu. Tegen deze achtergrond zal in het navolgende gedeelte worden ingegaan op drie HRD-deeldomeinen: loopbaanmanagement, talent management en management development. Daarbij wordt naast de betekenis van deze deeldomeinen aandacht besteed aan diverse ontwikkelingen in het recente verleden en aan enkele belangrijke agendapunten als verbinding naar de toekomst
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This article reflects on formal education for sustainable development (ESD), demonstrating how critical course on culturally diverse ways of relating to nature can contribute both to an appreciation of alternative ways of relating to nature and to a more nuanced understanding of one's own cultural and ideological positioning. This article will focus on the analysis of student reactions to the film Schooling the World, shown to students as part of this critical course. The film stimulated the discussion of the effects of Western-style education on indigenous communities. In their evaluation, the students have demonstrated their critical ability to look beyond their own neoliberal education and cosmopolitan culture. The course described in this article can serve as a blueprint for educational initiatives that combine both ethnographic insights and critical scholarship addressing environmental education and ESD. https://doi.org/10.1016/j.ijer.2013.10.002 https://www.linkedin.com/in/helenkopnina/
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This is the introduction to the special issue of World Review of Entrepreneurship, Management and Sustainable Development (WREMSD) dedicated to workplace innovation and social innovation related to work and organisation. As technological and business model innovations alone are not sufficient to enhance opportunities for businesses and employment, awareness is rising that better use should be made of human talents and new ways of organising and managing. In order to make working environments more receptive for innovation, and to enable people in organisations to take up an entrepreneurial role as intrapreneurs, a shift towards workplace innovation can be observed. Workplace innovation is complementary to technological and business model innovation, and a necessary ingredient for successful renewal, in that it addresses a type of management that seeks collaboration with employees through dialogue and employee engagement.
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In recent years there has been much emphasis on 'research waste' caused by poor question selection, insufficient attention to previous research results, and avoidable weakness in research design, conduct and analysis. Little attention has been paid to the effect of inadequate development of interventions before proceeding to a full clinical trial. We therefore propose to enrich the development phase of the MRC Framework by adding crucial elements to improve the likelihood of success and enhance the fit with clinical practice METHODS: Based on existing intervention development guidance and synthesis, a comprehensive iterative intervention development approach is proposed. Examples from published reports are presented to illustrate the methodology that can be applied within each element to enhance the intervention design.
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Background: Nutritional care for older adults provided by hospital and home care nurses and nursing assistants is suboptimal. This is due to several factors including professionals' lack of knowledge and low prioritisation. Affecting these factors may promote nurses' and nursing assistants' behavioral change and eventually improve nutritional care. To increase the likelihood of successfully targeting these factors, an evidence-based educational intervention is needed. Objectives: To develop an educational intervention for hospital and home care nurses and nursing assistants to promote behaviour change by affecting factors that influence current behaviour in nutritional care for older adults. In this paper, we describe the intervention development process. Design: A multi-methods approach using literature and expert input. Settings: Hospital and home care. Participants: Older adults, nurses, nursing assistants, experts, and other professionals involved in nutritional care. Methods: The educational intervention was based on five principles: 1) interaction between intervention and users, 2) targeting users on both individual and team level, 3) supporting direct and easy transfer to the workplace, and continuous learning, 4) facilitating learning within an appropriate period, and 5) fitting with the context. Consistent with these principles, the research team focussed on developing a microlearning intervention and they established consensus on seven features of the intervention: content, provider, mode of delivery, setting, recipient, intensity, and duration. Results: The intervention consisted of 30 statements about nursing nutritional care for older adults, which nurses and nursing assistants were asked to confirm or reject, followed by corresponding explanations. These can be presented in a snack-sized way, this means one statement per day, five times a week over a period of six weeks through an online platform. Conclusions: Based on a well-founded and comprehensive procedure, the microlearning intervention was developed. This intervention has the potential to contribute to nursing nutritional care for older adults.
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In this whitepaper (available in Dutch and English) some practical tips for sensory and consumer research during product development are provided.
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Feedback is one of the most powerful tools teachers can use to enhance student learning. In 2006, the Dutch Inspectorate of Education concluded from classroom observations that it is difficult for Dutch teachers to give their students good feedback in order to stimulate students' learning process and developmental progress. Similar problems were revealed in other school levels and countries, for example in secondary education and in Finland. Giving feedback during active learning may be even more troublesome for teachers. During active learning, students are working in small groups on different learning goals and undertake different learning activities at the same time. They need to achieve task-related goals as well as to develop the meta-cognitive knowledge and skills that are needed for active learning. Yet, teachers often seem unable to provide the feedback that is needed and they do not know how to support the development of meta-cognitive knowledge and skills.Therefore, this research project focused on ways to improve primary school teachers' feedback giving practices during active learning. The central research question is: How can primary school teachers learn to give optimal feedback to pupils during active learning? To answer this question, five studies have been conducted. In the first study, knowledge regarding teachers' feedback practices was gathered. A category system was developed based on the literature and empirical data. A total of 1465 teacher-student interactions of 32 teachers who practiced active learning in the domain of environmental studies in the sixth, seventh or eighth grade of 13 Dutch primary schools were videotaped and assessed using this system. Results showed that about half of the teacher-student interactions contained feedback. This feedback was usually focused on the tasks that were being performed by the students and on the ways in which these tasks were processed. Only 5% of the feedback was explicitly related to a learning goal. In their feedback, the teachers were directing (rather than facilitating) the learning processes. During active learning, however, feedback on meta-cognition and social learning is important. Feedback should be explicitly related to learning goals. In practice, these kinds of feedback appear to be scarce. In the second study, the problems these 32 primary school teachers perceive and the beliefs they hold regarding the provision of feedback were investigated. A writing task and an interview were conducted. It appeared that teachers believed that conditional teacher skills, especially time management, hindered them most from giving good feedback. The most widely held belief was that 'feedback should be positive'. Teachers also believed that it is important to adopt a facilitative way of giving feedback, but they found this difficult to implement. Only some teachers believed goal-directedness and a focus on student meta-cognition were important during active learning and teachers did not perceive problems regarding these aspects. In the third study, a professional development program (PDP) was developed, implemented and evaluated. The goals and content of the PDP were based on a review of the literature regarding feedback and active learning and on the results of the preceding studies. The design of the PDP was based on the extant literature regarding the features which are considered to be important for PDPs, including structural features, goal setting and characteristics of the professional development activities that are part of the program. Effects of this PDP on 16 primary schoolteachers' knowledge, beliefs, perceived problems and classroom behavior were examined via observations, a writing task and a questionnaire prior and twice after the program was implemented. Results showed that several aspects of feedback during active learning were improved, both in the short and in the long term. For example, teachers learned to believe that feedback must be goal-directed and that learning goals need to be communicated to students. In the classrooms, teachers related their feedback more often explicitly to the learning goals. In the fourth study, the extent to which teachers attributed the success of the PDP to each of the purposefully implemented features of the PDP was examined. The 16 teachers that participated in the PDP completed a questionnaire and four focus group interviews were conducted. Results indicated that teachers value most features quite highly; all features contributed to teachers' professional development according to the teachers themselves. The qualitative data was used to illustrate and specify the theoretical knowledge regarding the features that appeared to be effective in PDP's. Finally, in the fifth study, the learning process of two of the participating teachers was described in detail. Written reflections, as well as videotaped reflections during the video interaction training meetings were analyzed and related to the effects of the PDP on both teachers' knowledge, beliefs, perceived problems and classroom behavior during te course of the PDP. By relating the learning processes of these two teachers to the literature regarding professional development, we aimed for a rich understanding of the impact of the PDP on teachers' professional development.
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Advances in information and communication technologies (ICTs) as well as modern pedagogical perspectives have created new possibilities to facilitate and support learning in higher education (HE). Emerging technologies bring opportunities to reconsider teaching and learning. New ideas and concepts about the educational use of new technologies transform the roles of teachers. In this context the key question of this study is: whether learning as part of a (virtual) community of practice supports teachers' technology professional development. Different learning alternatives such as distance learning, workplace learning as well as blended forms of learning will enhance lifelong learning which forces a rethinking of traditional forms of education. However, most institutions for education foster just-in-case learning while new technologies foster just-in-time learning. As a result of new learning perspectives and the potential pedagogical benefits of ICTs in educational contexts, teachers have to learn how to integrate new technologies in teaching and learning. It is recommended that teacher professional development should be situated in multiple learning settings in which learning is teacher-centred. Next to classroom settings and cross-institutional learning communities, virtual learning communities (VCoPs) are a significant source for learning. There is an overlap between the educational values of interned-based learning and social theories of learning such as Lave & Wenger's situated learning theory and Wenger's theory of communities of practice. Drawing upon these theories, offers a perspective on social learning that emphasizes social processes within (V)CoPs where community participants engage in collective learning and knowledge creation. The data discussed in this paper have been drawn from a cross institutional setting at Fontys University of Applied Sciences, The Netherlands. The data were collected and analysed according to a qualitative approach. The paper concludes that VCoPs are learning environments since these network-based learning communities push learners to take more control of their learning and provide tasks which are more contextualised and meaningful.
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