elearning_label_training_and_work
Projects
Promover a Inovação Organizacional em PMEs
04 December 2002
To support and develop organizational innovation measures in SME's of Minho Region, acting specifically on human resources management practices.
The belief that the competitiveness and the development of the SME's is not dissociable from the professional development of its collaborators makes it necessary to promote the innovation of the organization and management processes.
This problem can be resolved by different ways:
1. The association and cooperation between SME's, promoting the growth of the average dimension of the SME's, will tend to pressure the companies management and to professionalize its human resources management practices. As the average dimension of the SME's grows, the trend for internalise specific abilities in this domain is bigger (being able to appear the human resources responsible figure with more frequency);
2. For the SME's that do not bet in a cooperation/growth strategy, a solution can consist on the acquisition of abilities in the human resources management domain by the entrepreneur and others key actors in SME's (directors, supervisors, etc.). This solution will imply the resource to training processes capable of developing the necessary abilities in the addressees, as well as a strong organizational change, specifically in the training participants functional content;
3. Another alternative consists in using Outsourcing as a form to professionalize the human resources practices. This solution implies an inferior resource to training, but it will always be present in the application "in the field" of the various practices. For example, in the application of an evaluation of performance practice in a SME, all the collaborators will have to be trained to harness its use in an efficient way for the company.
4. A last possibility will be a mixed solution that combines all 3 presented alternatives. It will not be inappropriate to admit that one specific SME can choose to act in an internal level in the Recruitment & Selection domain and appealing to Outsourcing only for more complex practices.
The INOVORG will introduce in the industrial SME's if the Minho region solutions centered on the 2nd and 3rd presented strategies. In an integrated way, we will promote organizational innovation, in the human resources management practices domain, acting simultaneously over two axles:
Axle 1 - Entrepreneurs: Promotion, next to the entrepreneurs, of the organizational innovation in human resources management as a way to reach SME's development and competitiveness goals, developing exploration visits to best practice examples.
Axle 2 - Facilitators: Integrating in the SME's organizational innovation facilitators, that function as a support to the entrepreneurs in the promotion of innovating human resources management practices, specifically through the coordination of the implementation of these practices, appealing to the potentialities of internal workers or enlisting external aid. In the opinion of the partners of INOVORG, the figure of Organizational Innovation Facilitators (OIF) it's indispensable for the following set of reasons
i) The average dimension of the Portuguese SME's makes it difficult, or even impossible the creation of the human resources manager professional figure. The will of the entrepreneur to invest in this domain is many times reduced when faced with unbalanced financial situations that make it difficult the observe the return associated with the investment.
ii) Even the SME's willing to improve its human resources management practices, struggles with serious organization and time management problems that, sometimes, mike impracticable the interiorisation process of the necessary skills. It's normally production dictated imperatives that can be frequently summarize by the expression " yes, this is very interesting, but we cannot stop the production for?".
iii) Although it is well known the greater importance attribute by SME's entrepreneurs to production support processes 8staff), it is also truth that still is necessary to induce the introduction of Organizational Innovation (OI) from the offer point of view. A good example of this reality was illustrated by the difficulties that INOFO felt in materialize the 30 projects of OI in a national level, during the launching of this line of activity in the Institute.
Such as in many areas, the stimulation from the side of the offer is still one strong conditioner of the search in what respects the OI. The OIF allows overcoming all the barriers identified in the three previous points:
- Being external figure to the company, the OIF does not imply fixed costs for the company.
- The OIF can offer total flexibility to carry through the necessary work to the introduction of OI in the SME.
- With an adequate consulting practice, the OIF can promote the acquisition of skills in the interior of skills in the interior of the company, to promote its autonomy from the OIF; - The OIF's, constituted in web, will be able to promote the IO (for the side the offer) through its prospecting activity. While developing Action 1, it was done a diagnosis intervention, in the two enterprises that already join INOVORG, which allowed the reformulation of the project, regarding the results obtained.
As a result of the intervention, it were identified the following improvement points in the human resources management in Torrestir, that should be developed and implemented: - Improvement of the informatics' support to human resources management
- implementation of an integrated system.
- Institutionalise some procedures for a better preparation of laboral problems (disciplinary process elaboration)
- Organization of database candidate files
- Improvements in the construction of selection profiles (competences analyses)
- Introduction of psychomotor tests in the driver's selection.
- To improve the way that are defined and controlled goals, with particular emphasis in the drivers class with greater autonomy.
- To develop greater information speed in communication of technology and organizational improvements, specially at an executants level.
- To think in possible rewarding methods and recreation activities, having as target the retention of the most qualified and competent workers.
- To act over the leadership stile in the delegation of the company, in a way that allows the implementation of the cultural stile of the company.
- To develop instruments, with recognized validation, to monitor the organizational culture, especially outside the headquarters.
- To implement a functional performance evaluation model
- To add more clarity and analytic rigor to compensation, specially at a technical and driver level.
- To introduce improvements in the training planning / control.
- To develop new types of social support, especially in the health and personal development areas.
As a result of the intervention, it were identified the following improvement points in the human resources management in TLCI, that should be developed and implemented:
- Informatics' support to human resources management
- evolution to an integrated system
- Organization of system that allows the proper management of candidate files; - Improvements in the construction of selection profiles
- To enrich the decision process in selection of directors and executants (psychological tests)
- To enrich the executants integration process
- To prepare an integration manual; - To implement the regular actualisation of the description functions system
- To integrate the functions not yet included in the goals management system; - To reanimate the animation system (cultural and sports activities)
- To define the wanted leadership style to the company
- To develop monitoring methods of the organizational culture
- To initiate the development of a company culture integrated model
- To implement a functional performance evaluation model
- To adjust the compensation system to the new referential obtained by work analysis; - To institutionalise the intervention of staff organs in the coordination of the motivation and promotion system
- To establish the training need evaluation for the non-technical and objective areas (behavioural, etc.,)
- To wide the training objectives possibilities to non-technicals areas ((behavioural, etc.,)
- To institute training planning
- To institutionalise the intervention of staff organs in training coordination.
The specific goals of the project is to implement innovation solutions and development of human resources management practices in SME's of Minho region, specifically through the adoption of systematic and articulated forms of:
- Recruitment, selection, integration and training of workers
- Evaluation and management of performance
- Compensation and career management
-To support the development of an innovative profession
- "Organizational Innovation Facilitator"
- promoting abilities in a group of human resources management organization innovative professionals.
This problem can be resolved by different ways:
1. The association and cooperation between SME's, promoting the growth of the average dimension of the SME's, will tend to pressure the companies management and to professionalize its human resources management practices. As the average dimension of the SME's grows, the trend for internalise specific abilities in this domain is bigger (being able to appear the human resources responsible figure with more frequency);
2. For the SME's that do not bet in a cooperation/growth strategy, a solution can consist on the acquisition of abilities in the human resources management domain by the entrepreneur and others key actors in SME's (directors, supervisors, etc.). This solution will imply the resource to training processes capable of developing the necessary abilities in the addressees, as well as a strong organizational change, specifically in the training participants functional content;
3. Another alternative consists in using Outsourcing as a form to professionalize the human resources practices. This solution implies an inferior resource to training, but it will always be present in the application "in the field" of the various practices. For example, in the application of an evaluation of performance practice in a SME, all the collaborators will have to be trained to harness its use in an efficient way for the company.
4. A last possibility will be a mixed solution that combines all 3 presented alternatives. It will not be inappropriate to admit that one specific SME can choose to act in an internal level in the Recruitment & Selection domain and appealing to Outsourcing only for more complex practices.
The INOVORG will introduce in the industrial SME's if the Minho region solutions centered on the 2nd and 3rd presented strategies. In an integrated way, we will promote organizational innovation, in the human resources management practices domain, acting simultaneously over two axles:
Axle 1 - Entrepreneurs: Promotion, next to the entrepreneurs, of the organizational innovation in human resources management as a way to reach SME's development and competitiveness goals, developing exploration visits to best practice examples.
Axle 2 - Facilitators: Integrating in the SME's organizational innovation facilitators, that function as a support to the entrepreneurs in the promotion of innovating human resources management practices, specifically through the coordination of the implementation of these practices, appealing to the potentialities of internal workers or enlisting external aid. In the opinion of the partners of INOVORG, the figure of Organizational Innovation Facilitators (OIF) it's indispensable for the following set of reasons
i) The average dimension of the Portuguese SME's makes it difficult, or even impossible the creation of the human resources manager professional figure. The will of the entrepreneur to invest in this domain is many times reduced when faced with unbalanced financial situations that make it difficult the observe the return associated with the investment.
ii) Even the SME's willing to improve its human resources management practices, struggles with serious organization and time management problems that, sometimes, mike impracticable the interiorisation process of the necessary skills. It's normally production dictated imperatives that can be frequently summarize by the expression " yes, this is very interesting, but we cannot stop the production for?".
iii) Although it is well known the greater importance attribute by SME's entrepreneurs to production support processes 8staff), it is also truth that still is necessary to induce the introduction of Organizational Innovation (OI) from the offer point of view. A good example of this reality was illustrated by the difficulties that INOFO felt in materialize the 30 projects of OI in a national level, during the launching of this line of activity in the Institute.
Such as in many areas, the stimulation from the side of the offer is still one strong conditioner of the search in what respects the OI. The OIF allows overcoming all the barriers identified in the three previous points:
- Being external figure to the company, the OIF does not imply fixed costs for the company.
- The OIF can offer total flexibility to carry through the necessary work to the introduction of OI in the SME.
- With an adequate consulting practice, the OIF can promote the acquisition of skills in the interior of skills in the interior of the company, to promote its autonomy from the OIF; - The OIF's, constituted in web, will be able to promote the IO (for the side the offer) through its prospecting activity. While developing Action 1, it was done a diagnosis intervention, in the two enterprises that already join INOVORG, which allowed the reformulation of the project, regarding the results obtained.
As a result of the intervention, it were identified the following improvement points in the human resources management in Torrestir, that should be developed and implemented: - Improvement of the informatics' support to human resources management
- implementation of an integrated system.
- Institutionalise some procedures for a better preparation of laboral problems (disciplinary process elaboration)
- Organization of database candidate files
- Improvements in the construction of selection profiles (competences analyses)
- Introduction of psychomotor tests in the driver's selection.
- To improve the way that are defined and controlled goals, with particular emphasis in the drivers class with greater autonomy.
- To develop greater information speed in communication of technology and organizational improvements, specially at an executants level.
- To think in possible rewarding methods and recreation activities, having as target the retention of the most qualified and competent workers.
- To act over the leadership stile in the delegation of the company, in a way that allows the implementation of the cultural stile of the company.
- To develop instruments, with recognized validation, to monitor the organizational culture, especially outside the headquarters.
- To implement a functional performance evaluation model
- To add more clarity and analytic rigor to compensation, specially at a technical and driver level.
- To introduce improvements in the training planning / control.
- To develop new types of social support, especially in the health and personal development areas.
As a result of the intervention, it were identified the following improvement points in the human resources management in TLCI, that should be developed and implemented:
- Informatics' support to human resources management
- evolution to an integrated system
- Organization of system that allows the proper management of candidate files; - Improvements in the construction of selection profiles
- To enrich the decision process in selection of directors and executants (psychological tests)
- To enrich the executants integration process
- To prepare an integration manual; - To implement the regular actualisation of the description functions system
- To integrate the functions not yet included in the goals management system; - To reanimate the animation system (cultural and sports activities)
- To define the wanted leadership style to the company
- To develop monitoring methods of the organizational culture
- To initiate the development of a company culture integrated model
- To implement a functional performance evaluation model
- To adjust the compensation system to the new referential obtained by work analysis; - To institutionalise the intervention of staff organs in the coordination of the motivation and promotion system
- To establish the training need evaluation for the non-technical and objective areas (behavioural, etc.,)
- To wide the training objectives possibilities to non-technicals areas ((behavioural, etc.,)
- To institute training planning
- To institutionalise the intervention of staff organs in training coordination.
The specific goals of the project is to implement innovation solutions and development of human resources management practices in SME's of Minho region, specifically through the adoption of systematic and articulated forms of:
- Recruitment, selection, integration and training of workers
- Evaluation and management of performance
- Compensation and career management
-To support the development of an innovative profession
- "Organizational Innovation Facilitator"
- promoting abilities in a group of human resources management organization innovative professionals.
Projects
Pedagogia, formação e certificação em ambiente de e.learning
03 December 2002
The project views the new professional chances in the area of training motivated by the long distance learning systems and e.learning.
The main goals of "e-trainers" project are the following ones:
- To Know and systemize the reality of e.learning in Portugal and particularly the training of e-trainers/ e-learning trainers.
- To conceive and to test a model of training of e-trainers/ e-learning trainers.
- To conceive the integrated formative solution adjusted to the project intervention public.
- To conceive and to implement testing courses of e-trainers training/ e-learning trainers.
- To conceive and to test, in the partnership scoop, a model of certification of trainers abilities that develop its activity in long distance learning regimen.
- To contribute with adjusted innovative technique and pedagogical features to the long distance learning and its animation.
- To contribute to a biggest technique and pedagogical qualification of blind or visually handicapped trainers, nominated from training and from adjustements of technique and pedagogical features to the project intervention public.
- To promote the long distance learning as an environment of new professional chances, fit to the equality of chances between men and women level.
- To sensetize the project intervention public to the new professional chances in the area of training motivated by the long distance learning systems and e-learning.
- To Know and systemize the reality of e.learning in Portugal and particularly the training of e-trainers/ e-learning trainers.
- To conceive and to test a model of training of e-trainers/ e-learning trainers.
- To conceive the integrated formative solution adjusted to the project intervention public.
- To conceive and to implement testing courses of e-trainers training/ e-learning trainers.
- To conceive and to test, in the partnership scoop, a model of certification of trainers abilities that develop its activity in long distance learning regimen.
- To contribute with adjusted innovative technique and pedagogical features to the long distance learning and its animation.
- To contribute to a biggest technique and pedagogical qualification of blind or visually handicapped trainers, nominated from training and from adjustements of technique and pedagogical features to the project intervention public.
- To promote the long distance learning as an environment of new professional chances, fit to the equality of chances between men and women level.
- To sensetize the project intervention public to the new professional chances in the area of training motivated by the long distance learning systems and e-learning.
Projects
ICT Werkt In de Zorg
03 December 2002
The project aims at applicating disseminating and integrating e-learning.
The University of Maastricht has the knowledge and experience with e-learing, didactical aspects from this and the organization and arrangement from an electronic learn environment.
Besides this they also have knowledge from analyse methods and assesments methodics. The Sectorfunds Care and Welfare and the National ICT institute in the care can play during and after the project a crucial part in the dissemination of the project.
Their task is to promote/ bring of the respective schooling and ICT- applications. NVZ is as employers organization on speeking terms with the Directoraat on the ministery of VWS and with the minister and State Secretary from VWS. They can as no other take care for the policy integration as subject from the dissemination.
All partners are knowledge suppliers with experience on several policy areas.
Besides this they also have knowledge from analyse methods and assesments methodics. The Sectorfunds Care and Welfare and the National ICT institute in the care can play during and after the project a crucial part in the dissemination of the project.
Their task is to promote/ bring of the respective schooling and ICT- applications. NVZ is as employers organization on speeking terms with the Directoraat on the ministery of VWS and with the minister and State Secretary from VWS. They can as no other take care for the policy integration as subject from the dissemination.
All partners are knowledge suppliers with experience on several policy areas.
Projects
Ali-Learning-Soluções e-Learning para o Sector Alimentar
03 December 2002
The objective of the project is to develop and test on-line devices focused on supporting self-training and e-Learning, in order to meet training needs identified in the food sector.
The implementation of e-learning solutions, adjusted to the short-term training needs of the food sector in Portugal, will allow continuous self-training and the sharing of knowledge and learning.
The Ali-Learning project will contribute to the recognition and validation of the competencies acquired within an e-Learning environment, as well as to demonstrate the feasibility and technological and financial sustainability of training projects based on an e-Learning environment. In order to achieve these objectives, the following activities will be carried out:
· Detailed analyses of the training needs and job profiles/sectors;
· Selection of areas that are more suitable to the implementation of e-learning solutions;
· Definition of a training plan;
· Identification of technological needs and resources to support the e-learning solution;
· Implementation of an effective e-learning solution;
· Development of products and resources, in order to support the training;
· Experimental training;
· Definition of training evaluation processes and their implementation;
Analysis of results and development of a feasibility and sustainability study that includes a financial analysis of the training project developed.
This project will contribute in this way to the permanent reinforcement of the technical and scientific qualifications of the labor force, within the food sector, based on the implementation of pedagogical devices and e-learning solutions.
The Ali-Learning project will contribute to the recognition and validation of the competencies acquired within an e-Learning environment, as well as to demonstrate the feasibility and technological and financial sustainability of training projects based on an e-Learning environment. In order to achieve these objectives, the following activities will be carried out:
· Detailed analyses of the training needs and job profiles/sectors;
· Selection of areas that are more suitable to the implementation of e-learning solutions;
· Definition of a training plan;
· Identification of technological needs and resources to support the e-learning solution;
· Implementation of an effective e-learning solution;
· Development of products and resources, in order to support the training;
· Experimental training;
· Definition of training evaluation processes and their implementation;
Analysis of results and development of a feasibility and sustainability study that includes a financial analysis of the training project developed.
This project will contribute in this way to the permanent reinforcement of the technical and scientific qualifications of the labor force, within the food sector, based on the implementation of pedagogical devices and e-learning solutions.
Projects
e-m@gine
03 December 2002
Creation and implementation of an E-Learning platform, in wich the candidates benefit with the transmission of technical knowledge made by the coordination of this platform.
The objective is the creation of an E-learning platform that will have a sequential modular structure, organized by order of complexity.
This formation is theoretical-practice in contiguous and pré-defined units of time, contemplating technical plans and some presencial training for some of the technological contents.
Associated to the scientific-technological and simulated training it will have a component of social-cultural training, implicating a larger emphasis to behavior approaches.
With this modality it is intended to:
-Promote technical learnings in professional areas that are included in the several job modalities, including the telework modality.
-Promote learnings in the domain of the Computer science, to the level of the principal tools of the computing programs more used as support of the professional areas.
-Develop a Component of General Training in which it is intended the development of psychosocial and professionals competences that increase the integration of the envolved.
-The Professional Qualification or Requalification of the beneficiaries starting from the consolidation of employity competences necessary to its full integration in job market.
-Promote professional experiences with on-the-job-training and the execution of tasks at the distance through the modality of Telework.
-The study to a future implementation of new ways of processing the information for blind people and in what it concerns improvements of the optical software that reads computing characters.
-Rising of inadequacies and elaboration of contributs for the improvement of the actual legislative panorama of the work context, specifically at the level of the regulation of part-time work and telework
This formation is theoretical-practice in contiguous and pré-defined units of time, contemplating technical plans and some presencial training for some of the technological contents.
Associated to the scientific-technological and simulated training it will have a component of social-cultural training, implicating a larger emphasis to behavior approaches.
With this modality it is intended to:
-Promote technical learnings in professional areas that are included in the several job modalities, including the telework modality.
-Promote learnings in the domain of the Computer science, to the level of the principal tools of the computing programs more used as support of the professional areas.
-Develop a Component of General Training in which it is intended the development of psychosocial and professionals competences that increase the integration of the envolved.
-The Professional Qualification or Requalification of the beneficiaries starting from the consolidation of employity competences necessary to its full integration in job market.
-Promote professional experiences with on-the-job-training and the execution of tasks at the distance through the modality of Telework.
-The study to a future implementation of new ways of processing the information for blind people and in what it concerns improvements of the optical software that reads computing characters.
-Rising of inadequacies and elaboration of contributs for the improvement of the actual legislative panorama of the work context, specifically at the level of the regulation of part-time work and telework
Projects
Rede de informação e conhecimento para a coesão social
03 December 2002
The project is intended to develop and implement a system to support information, counselling and life long learning of people in situation of social disadvantage.
Namely facing employment, the project aims at promoting the continuous development of their skills and qualifications, supporting their employability and employment, guaranteeing equal opportunities in the access to the information and knowledge society, fighting against social exclusion and favouring the construction of an open and cohesive society.
The System will be structured in two complementary formats:
· virtual format or website, through Internet, allowing an open and flexible use;
· supported by a network of local sites, located over the North Region of Portugal;
· two in Oporto: one in Centro Social e Paroquial de N. Sª da Vitória and the other in Fundação para o Desenvolvimento do Vale de Campanhã, two in Gaia: one in CRPG and the other in Associação de Desenvolvimento Local de Stª. Marinha; one in Bragança, in ASCUDT.
The project intends to identify, promote and spread good pratices, at the level of the Company Citizenship, in the domain of Lifelong Learning of socially disfavoured groups, promoting social and political visibility for social cohesion. An extended partnership was created which integrates PT Comunicações, Associação Empresarial de Portugal (AEP) and IBM.
The System will be structured in two complementary formats:
· virtual format or website, through Internet, allowing an open and flexible use;
· supported by a network of local sites, located over the North Region of Portugal;
· two in Oporto: one in Centro Social e Paroquial de N. Sª da Vitória and the other in Fundação para o Desenvolvimento do Vale de Campanhã, two in Gaia: one in CRPG and the other in Associação de Desenvolvimento Local de Stª. Marinha; one in Bragança, in ASCUDT.
The project intends to identify, promote and spread good pratices, at the level of the Company Citizenship, in the domain of Lifelong Learning of socially disfavoured groups, promoting social and political visibility for social cohesion. An extended partnership was created which integrates PT Comunicações, Associação Empresarial de Portugal (AEP) and IBM.
Projects
Trabalhar com as pessoas
03 December 2002
The project aims at developping innovative practices by means of sociotechnical change interventions in domains such as working conditions and human resources management
Objectives:
To develop organizational innovative practices in Águeda Region and in surrounding areas, by means of sociotechnical change interventions in companies belonging to the National Development Partnership, namely in domains such as working conditions, human resources management, dialog and participation of the employees directly involved in the change process.Those innovative practices are to be developed both within companies and between them and other organizations of the public and private sectors.
To stimulate the participation of different organizations, namely 4 SME, Águeda Municipality and a consultancy company in the following activities: identification of potential members of the partnership, concretisation of organizational diagnostics, definition of action plans, organization and execution of activities, evaluation and dissemination of results.
To improve and animate an electronic platform of information and communication between different regional actors, witch stimulate and strengthen: local networks of cooperation; the establishment of communication channels; the articulation of public and private expectations, namely regarding employment and training offer, distance learning, linking to other relevant sources of information.
To produce and distribute a newsletter that will be the informative basis about the partnerships activities as well as a communication instrument between all PD partners and related organizations, namely local social partners.
To adopt innovative organizational and human resources practices, by sharing experiences and methodologies with companies and organizations of other Member States, particularly concerning integration methodologies and tools for immigrant workers and distance learning, work organization and coaching methodologies and tools.
To develop organizational innovative practices in Águeda Region and in surrounding areas, by means of sociotechnical change interventions in companies belonging to the National Development Partnership, namely in domains such as working conditions, human resources management, dialog and participation of the employees directly involved in the change process.Those innovative practices are to be developed both within companies and between them and other organizations of the public and private sectors.
To stimulate the participation of different organizations, namely 4 SME, Águeda Municipality and a consultancy company in the following activities: identification of potential members of the partnership, concretisation of organizational diagnostics, definition of action plans, organization and execution of activities, evaluation and dissemination of results.
To improve and animate an electronic platform of information and communication between different regional actors, witch stimulate and strengthen: local networks of cooperation; the establishment of communication channels; the articulation of public and private expectations, namely regarding employment and training offer, distance learning, linking to other relevant sources of information.
To produce and distribute a newsletter that will be the informative basis about the partnerships activities as well as a communication instrument between all PD partners and related organizations, namely local social partners.
To adopt innovative organizational and human resources practices, by sharing experiences and methodologies with companies and organizations of other Member States, particularly concerning integration methodologies and tools for immigrant workers and distance learning, work organization and coaching methodologies and tools.
Projects
Organização e Gestão Responsável do Espaço e das Actividades do Sector Agrícola
03 December 2002
Its objective is to promote the development of correct and safe daily attitudes and behaviour fit for the specific agricultural working environment.
The general objective is that of promoting a for a full implementation of prevention concepts in the organisation and working methods of assorted economical intervention related to the agricultural sector.
Specific objectives:
1. Develop and create skilfulness and continuous valuation methodologies aiming to prevent accidents and professional diseases in various agricultural sub-sectors;
2. To create material suitable for long distance training intended for the training of intermediary office staff of PME (small and average companies) who will be responsible for the planning and implementation of skills in the agricultural sector;
3. To certify long distance training procedures
4. To establish support for continuous assessment of PME working conditions by creating a manual of skills and control checklists to be adapted to the specifically for different intervention work in the agricultural productive process;
5. To create didactic material, simple and objective, to directly make agricultural workers aware of the range of work safety measures;
6. To promote health and safety for the agricultural families by creating awareness, particularly in agricultural women, of the pressing need for reorganising the area in the home/agricultural exploitation;
7. To put in perspective the importance of working organization in the development of agricultural exploitation and to dignify agricultural work;
8. To train and create an awareness among the technicians/workers of the essential role they may play as defenders of labour safety and health in the agriculture sector, while at the same time being the privileged participants who maintain contact with farmers;
9. To incentive the establishment of a network of model companies who may lead in the dissemination of exemplary practices.
Specific objectives:
1. Develop and create skilfulness and continuous valuation methodologies aiming to prevent accidents and professional diseases in various agricultural sub-sectors;
2. To create material suitable for long distance training intended for the training of intermediary office staff of PME (small and average companies) who will be responsible for the planning and implementation of skills in the agricultural sector;
3. To certify long distance training procedures
4. To establish support for continuous assessment of PME working conditions by creating a manual of skills and control checklists to be adapted to the specifically for different intervention work in the agricultural productive process;
5. To create didactic material, simple and objective, to directly make agricultural workers aware of the range of work safety measures;
6. To promote health and safety for the agricultural families by creating awareness, particularly in agricultural women, of the pressing need for reorganising the area in the home/agricultural exploitation;
7. To put in perspective the importance of working organization in the development of agricultural exploitation and to dignify agricultural work;
8. To train and create an awareness among the technicians/workers of the essential role they may play as defenders of labour safety and health in the agriculture sector, while at the same time being the privileged participants who maintain contact with farmers;
9. To incentive the establishment of a network of model companies who may lead in the dissemination of exemplary practices.
Projects
Melhor Restauração ("Better Restaurant Industry" )
03 December 2002
The project aims to sensitise and to motivate restaurant managers and their employees to participate in continuous training programs.
Objective:
1. Development of a methodology of support of the necessary changes in the restaurant industry in Algarve in what concerns to the companies' management, organisation and of its human resources in order to improve and increase its competitiveness;
2. Creation of a methodology of continuous consultation/training for the owners/managers of SME's and of restaurant micro enterprises in the Algarve, which might engage them in the creation of their own process change, that is, in their effective participation in their employees' training at work;
3. Creation of programs, methodologies and instruments of continuous training for all professionals working in restaurants, giving special to training during working hours;
4. Creation of a favourable and regional surroundings, which might stimulate and motivate the target groups (owners/managers and employees) for a continuous updating of their competences and knowledge;
5. Construction of an innovating organisation structure of continuous training for the restaurant industry, that might successfully expand itself through out all Algarve and other regions and which be self-sufficient (independent from public financing) in the post-EQUAL stage.
6. Contribution to an important image improvement of the restaurant industry in Algarve in the public and associative institutions' interest, and mainly on the tourists' interest.
1. Development of a methodology of support of the necessary changes in the restaurant industry in Algarve in what concerns to the companies' management, organisation and of its human resources in order to improve and increase its competitiveness;
2. Creation of a methodology of continuous consultation/training for the owners/managers of SME's and of restaurant micro enterprises in the Algarve, which might engage them in the creation of their own process change, that is, in their effective participation in their employees' training at work;
3. Creation of programs, methodologies and instruments of continuous training for all professionals working in restaurants, giving special to training during working hours;
4. Creation of a favourable and regional surroundings, which might stimulate and motivate the target groups (owners/managers and employees) for a continuous updating of their competences and knowledge;
5. Construction of an innovating organisation structure of continuous training for the restaurant industry, that might successfully expand itself through out all Algarve and other regions and which be self-sufficient (independent from public financing) in the post-EQUAL stage.
6. Contribution to an important image improvement of the restaurant industry in Algarve in the public and associative institutions' interest, and mainly on the tourists' interest.
Projects
Domótic@online
03 December 2002
The project aims at developping self tutoring e-learning systems and materials for blind and disabled people.
Objectives:
1. To promote a tutoring system having a source of selecting and enrolment of students in RVC projects. (RVC means skills, recognizing and validation)
2. To certify computing ECDL skills in different levels adapting as well tutoring methodologies and certification for blind and disabled people according to their needs.
3. To create human and technical conditions to allow the self tutoring of blind people and visual deficient people through tutoring methods based on distance learning with multimedia support adjusted to their realities.
4. To develop tutoring multimedia materials, based on an elementary pilot platform of e-learning, in the areas of ECDL certification, appropriately adjusted to distance learning and self tutoring with web support (online) and CD (offline). It will be included variations of these materials specially developed for the specific needs of tutoring disabled people.
5. To create methodologies to train blind and deficient visual people, and study the process to certificate them.
6. To develop materials of multimedia tutoring in the areas of Domotics or Centralised Technical Management and Telemaintenance prepared for self-tutoring and distance learning, using the above mentioned platform.
7. To create a site on the Internet with a registered domain with direct access and also with links from the Partners websites.
8. To implement tutoring workshops for Pedagogic and Educational formation of tutors including a module of distance learning.
9. To promote a workshop in the area of entrepreneurship in order to motivate the students to create their job/company, based on distance learning.
1. To promote a tutoring system having a source of selecting and enrolment of students in RVC projects. (RVC means skills, recognizing and validation)
2. To certify computing ECDL skills in different levels adapting as well tutoring methodologies and certification for blind and disabled people according to their needs.
3. To create human and technical conditions to allow the self tutoring of blind people and visual deficient people through tutoring methods based on distance learning with multimedia support adjusted to their realities.
4. To develop tutoring multimedia materials, based on an elementary pilot platform of e-learning, in the areas of ECDL certification, appropriately adjusted to distance learning and self tutoring with web support (online) and CD (offline). It will be included variations of these materials specially developed for the specific needs of tutoring disabled people.
5. To create methodologies to train blind and deficient visual people, and study the process to certificate them.
6. To develop materials of multimedia tutoring in the areas of Domotics or Centralised Technical Management and Telemaintenance prepared for self-tutoring and distance learning, using the above mentioned platform.
7. To create a site on the Internet with a registered domain with direct access and also with links from the Partners websites.
8. To implement tutoring workshops for Pedagogic and Educational formation of tutors including a module of distance learning.
9. To promote a workshop in the area of entrepreneurship in order to motivate the students to create their job/company, based on distance learning.