Tag: competences

about competences

How to perform a periodic evaluation using the 360-degree method? Part 2

In a previous blog post, we presented the idea of the 360 degree method, popularly known as feedback 360. Today, we show what conditions need to be met in a company or university to use this method to evaluate employees. In order for a company to make a change from the traditional employee evaluation system to a system based on the feedback 360 method, it is necessary for the company’s employees to fully understand the method. Acceptance of conducting this type of evaluation is extremely important not only at the stage of the evaluation itself, but also at the moment

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about competences

How to perform a periodic evaluation using the 360-degree method? Part 1

In this post, we will start a series of articles on periodic evaluation of employees, this time using the 360-degree method, called “feedback 360”. The evaluation system based on the “feedback 360” method allows it to eliminate the disadvantages of one-person evaluation of an employee by a superior, and the conclusions of employee evaluations carried out in this way are more objective and accepted by both the evaluated and the environment. Its disadvantage, however, is the high time-consumption and costly training Evaluating the performance of team members and managers has always faced serious problems. Middle managers, in particular, are exposed

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conferences

Artificial intelligence – challenge or threat?

On October 29, 2024, a discussion was held on “Artificial intelligence, diversity, the growing role of social media – challenge or threat.” Humans today face challenges that seemed distant or even unimaginable just a few decades ago. Artificial intelligence, climate change, globalization, and the growing role of social media are all phenomena that are redefining our place in the world. In the face of these transformations, the need for flexibility and adaptability is growing. Continuous transformation in various areas is also having an impact on the labor market and the work environment itself. Employers’ expectations are changing rapidly, and traditional

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about competences

Our plans for 2025

The year 2025 is approaching, and as the Interdisciplinary Center for Personnel Development, we already have plans for next year. First of all, our goal will be to further develop key competencies of research staff and administrative support staff of the science and higher education sector in Poland, which can contribute to strengthening the position of domestic universities on the international stage. We are conducting research on topics related to the competencies of university employees, the automation of managers and teams, the impact of artificial intelligence on the work of research teams, and the reduction of managerial influence and its

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research results

How to use online managerial tools to build a robotic manager?

At the International Conference on AI Research (ICAIR 2024), Olaf Flak, PhD, presented a paper Online Managerial Tools as Research Tools to Apply Artificial Management. Results of Research, which talks about how to use online managerial tools to build a robotic manager. Artificial intelligence (AI) can augment human intelligence in teamwork, but it is still unclear how to replace a human manager with a robot manager. The rapid development of computer science offers the possibility of replacing team managers with robots. However, it is still not possible to employ a robot in a managerial position. Therefore, the purpose of the

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conferences

Olaf Flak, Ph.D., took part in the ICAIR – 4th International Conference on AI Research in Lisbon

The International Conference on AI Research (ICAIR 2024) is a key forum for scientists and students, whether social scientists, natural scientists or philosophers, who come together to explore the future of society in the context of artificial intelligence and robotics. Conference topics range from machine learning, deep learning and neural networks to building a business case for implementing artificial intelligence. There are several strong streams of research and interest developing in this area, including the implications of artificial intelligence and robotics for work and society, managing artificial intelligence, risks and benefits of artificial intelligence, ethical dilemmas associated with artificial intelligence,

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about competences

What is an assessment center in testing the competencies of candidates or employees? Part 3

HR consultants emphasize that Assessment Centre participants usually have to compete among themselves for a single vacancy. On the one hand, this generates motivation to perform to the best of their ability, while on the other hand it can have a stressful effect on those who are less active and open-minded. There is also time pressure during the session, as all the goals set for the participants must be achieved as quickly as possible. Participants’ form can also be impaired by the need to adapt quickly to new conditions and situations, as well as the awareness of being observed and

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about competences

What is an assessment center in testing the competencies of candidates or employees? Part 2

Assessment Centre participants are evaluated by several assessors during specially prepared tasks and simulation tests. This team of experts usually includes a psychologist or sociologist, a specialist in the industry in which the company operates and the direct superior of the future employee. The assessors observe the behavior of the candidates as they perform the tasks of each session, and then work together to develop a combined assessment of each participant’s competence. For both the employer and the employee, an assessment conducted by several people and, in addition, after completing a complete series of tasks, can be regarded as very

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about competences

What is an assessment center in testing the competencies of candidates or employees? Part 1

We often get questions about how to test the competencies of candidates or employees in other ways besides tests. In consulting and business activities, the assessment center method is often used, which we will describe in the following posts. The job search is not limited to finding matching job offers, preparing a resume, cover letter and a simple interview. Often the next step on the road to convince an employer to us is an assessment center. This form of meeting with candidates is used especially by large companies that have developed their own standards for acquiring employees in the past.

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conferences

Olaf Flak, Ph.D., led a workshop at the Fundacion Universidad Europea del Atlantico

We are establishing scientific contacts with universities from Europe. Olaf Flak, Ph.D., led a workshop for students at the Fundacion Universidad Europea del Atlantico in Santander, Spain, from 02.11.2024-06.11.2024. The workshop was on management techniques and tools used in small teams to coordinate teamwork: The workshop was attended by 90 students from various fields of study. The workshop was conducted in English. At the same time, we have established cooperation in providing classes for students of Fundacion Universidad Europea del Atlantico in Santander within the framework of Erasmus Plus and other European projects.

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