Objeto: En un contexto de crisis económica, como es el caso de España, la evaluación del rendimiento de los empleados de cualquier ámbito resulta una herramienta clave para mejorar la eficiencia de los trabajadores. En el caso de aquellas profesiones que se desarrollan con el fin de ofrecer un servicio social básico a las personas su importancia es aún mayor. Por ello, nuestro estudio se ha centrado en elaborar una Escala de Evaluación del Desempeño de Educadores Sociales mediante la técnica BARS. Diseño/metodología: Se solicitó a 11 expertos que enumeraran aquellas competencias que creían necesarias para desempeñar de forma eficiente esta labor. Valor añadido: El estudio contribuye a definir la figura y las competencias del Educador Social, figura académica de reciente aparición en nuestra sociedad y que está difusamente definida.
La adolescencia es una etapa de la vida que se caracteriza por un marcado y difícil de-sarrollo físico, psicológico y social durante el que el joven deberá enfrentarse a distintos problemas cotidianos y estresores vitales. Conocer y clasificar los conflictos que más preocupan al adolescente puede servir para dirigir los proyectos educativos o las inter-venciones terapéuticas más eficaces. En el presente trabajo se han codificado y cuantifi-cado a través del Sistema de Codificación y Análisis Diferencial de los Problemas de los Adolescente los problemas percibidos como más estresantes por una muestra de menores residentes en un centro de acogida. Una comparación entre los adolescentes acogidos y aquellos que viven con sus padres, muestra que los menores acogidos (entre 11 y 17 años) plantean situaciones vitales diferentes en todas las categorías, destacando el alto porcentaje de problemas interpersonales con compañeros y relacionados con el deporte o el tiempo de ocio.
The limited research conducted (scientific articles published in indexed journals) belies the interest that the talent matrix has in the business world. It is for this reason that the present work has been carried out, the aim of which is to create and validate a survey. The scores obtained reflect the positions of employees on the talent matrix, which will make it possible to place the evaluated subjects according to a quantitative criterion. Design/methodology: The participants were 172 employees from different companies who were evaluated by middle management.64.9% were men, and 35.1% were women. The research is framed within the "Instrumental studies" methodology, having used a non-probabilistic convenience sampling technique. Findings: An 8-item survey has been developed on which the performance, potential and total scores allow us to quantitatively place the employees in the different boxes on the talent matrix. This serves to establish the human capital of the company and to facilitate staff replacements or promotions. Practical implications: A validated instrument is provided to determine quickly and easily the talent of the human capital, on both an individual and a group level, which will permit decision-making for personnel management. Social implications: The use of a quantitative instrument improves the perception of fairness on the part of businesses, and therefore improves the organizational climate. Originality/value: The research is aimed and we believe would be of interest to Human Resource professionals, since it provides them with a tool that can be used to evaluate the talent of employees.
This article presents the development of a competence-based professional profile and thesubsequent performance assessment, which were built on behaviors that represent thecompetences in a sample of care assistants working in a nursing home. Nine employeeswho knew the tasks performed by care assistants were asked to select and rank thecompetences in order of significance, considering their importance for performing the jobefficiently. Based on the weights obtained, the selected competences are transformed intobehaviors and, finally, into a five-point Likert scale used to assess the sample of careassistants (a total de 16 employees) and classify them using overall and specific scores oneach of the competences.
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