Interacción en las aulas de Ingeniería: más allá de los estereotipos de género en la comunicación

El objetivo de la presente comunicación es compartir una experiencia docente que ha permitido la reflexión sobre la interacción de género en las aulas de máster de la Escuela Técnica Superior de Ingeniería Industrial de Barcelona (ETSEIB) de la Universitat Politècnica de Catalunya-Barcelona Tech. Concretamente, dentro de la asignatura de “Recursos Humanos” en la que estudiamos y desarrollamos una serie de habilidades directivas, entre ellas: comunicación y trabajo en equipo. La experiencia docente que aquí se comparte es el uso del ejercicio de la NASA para reflexionar tanto sobre los beneficios del trabajo en grupo como sobre la importancia de la comunicación interpersonal y, en particular, sobre la forma de interactuar. Se evidencia como las alumnas parecen estar totalmente integradas en un contexto masculinizado, mientras que los alumnos muestran ciertos reparos a conductas tenidas por típicamente masculinas en grupos de pares y en ambientes profesionales. Así, se puede afirmar que la interacción en las aulas de este grupo de ingeniería va más allá de los estereotipos de género.Postprint (published version

Special issue of International Journal of Human Resource Management. A contextualized approach to Talent Management: Advancing the field

Postprint (published version

Introducción a la dirección de empresas : Conceptos básicos

2013/201

Disentangling the "talent" concept as applied to the world of work

[eng]In this dissertation a critical review of talent and the talent management (TM) literature is provided. Three key questions for TM research are covered within three chapters, defined as three different papers, with the aim to help fill the gap in solid theoretical foundations for TM research. Hence, it can be defined as mainly a conceptual dissertation. In chapter one, we deal with the question that marks the starting point for our research: What is meant by talent in the world of work? We questioned the meaning of talent, since it is critical in order to know how to manage it. By doing so, we offer an in-depth review of the talent concept within the specific context of the world of work, and we propose a framework for its conceptualization. We group different theoretical approaches to talent into ‘object’ (i.e., talent as natural ability; talent as mastery; talent as commitment; talent as fit) and ‘subject’ approaches (i.e., talent as all people; talent as some people) and identify dynamics existing within and between them, as well as implications for TM theory and practice. Finally, we discuss different avenues for further research aimed at developing the talent—and consequently, the talent management—construct further. Chapter two goes on to deal with the next challenging question: How is talent identified? Despite all the talk about talent and its importance for achieving new sources of competitive advantages, most companies report great difficulty in operationalizing and measuring talent accurately, reflecting the lack of theoretical foundations for talent identification. Building on from insights from different literature streams (giftedness, vocational psychology, and positive psychology literature), this chapter contributes to the establishment of a stronger theoretical basis for TM by discussing two components of talent (an ability and an affective component) that are complementary. Moreover, we identify three central characteristics of talent (manifestation in excellent performance, developed innate abilities and passion) that will help us to distinguish between talent, competence and potential; terms that are usually misused as interchangeable within the TM field. In addition, we argue how this distinction will help in talent identification. We also provide a summary with different discussed measures and methods to identify talent. By discussing managerial implications in terms of measures and methods, we provide practical guidelines for designing talent identification practices grounded in sound theory. Finally, in chapter three, we concentrate our efforts on the talent management construct through a proxy research question: How much do we know about talent management? Hence, we used a bibliometric method to both analyze the structure of the TM research and to define its boundaries and trends. Based on 703 peer-reviewed publications in English that appeared between 1990 and 2013, the analysis covers the following issues: productivity (e.g., number of papers published by author, country of origin, and author’s affiliation), visibility and impact (e.g., ranking of authors and documents according to citations, documents published in indexed journals), and collaboration (i.e., co-authorship). Our study shows underlying patterns in scientific outputs and academic collaborations and serves as an alternative and innovative way of revealing global research trends in TM. It should be noted that this bibliometric analysis is the first to address a complete and in-depth analysis of the structure of the field of TM as an academic discipline. It will allow new researchers in the field to be fully aware of seminal authors and must-read articles, as well as identifying those journals and institutions most closely related to this subject

Talent management: context matters

There is little doubt that the attraction, development, and retention of talent are nowadays one of the most critical challenges faced by companies worldwide. Despite the increasing scholarly attention during the last years many questions remain, particularly, those related to how (and why) talent management (TM) is conceived, implemented and developed within organizations, not to mention about its outcomes or effectiveness. We argue that organizational context has been underappreciated in TM research, which is an omission since context affects the occurrence, meaning and implementation of TM. Therefore, we edited a special issue which seeks to contribute to advance our knowledge of how contextual factors affect the conceptualization, implementation and effectiveness of TM. In this opening article, we offer a brief overview of how context is integrated in previous TM research. We then introduce the four articles in this special issue and their contributions which addresses gap in TM research and, finally, we offer some suggestions on how to improve contextualized TM researchPeer ReviewedPostprint (published version

AN OVERVIEW OF CHATBOTS USAGE IN RECRUITMENT AND SELECTION PRACTICES

Artificial Intelligence (AI) has affected different functions of businesses including Human Resources, and particularly, recruitment processes. With Chatbots (conversational agents) systems in place, HR can perform tasks like identifying, selecting, and interviewing talented candidates quickly and efficiently. This study offers an overview of the current state of chatbots usage in recruitment and selection processes. For doing this, we performed a literature review. We have retrieved academic articles from Scopus and Web of Science until March 2022. Also, we complemented the information retrieved with several searches on Google so as to find interesting grey literature and information. First, we define a chatbot and discuss its technical and social requirements. Second, we explain how chatbots are currently used in R&S processes in organizations, their benefits and their cons. By doing this, we seek to give AI and NLP developers valuable insights when creating chatbots for recruiting objectives

2D Grammar Extension of the CMP Mathematical Formulae On-line Recognition System

Projecte realitzat en col.laboració amb Czech Technical University in PragueIn the last years, the recognition of handwritten mathematical formulae has recieved an increasing amount of attention in pattern recognition research. However, the diversity of approaches to the problem and the lack of a commercially viable system indicate that there is still much research to be done in this area. In this thesis, I will describe the previous work on a system for on-line handwritten mathematical formulae recognition based on the structural construction paradigm and two-dimensional grammars. In general, this approach can be successfully used in the anaylysis of inputs composed of objects that exhibit rich structural relations. An important benefit of the structural construction is in not treating symbols segmentation and structural anaylsis as two separate processes which allows the system to perform segmentation in the context of the whole formula structure, helping to solve arising ambiguities more reliably. We explore the opening provided by the polynomial complexity parsing algorithm and extend the grammar by many new grammar production rules which made the system useful for formulae met in the real world. We propose several grammar extensions to support a wide range of real mathematical formulae, as well as new features implemented in the application. Our current approach can recognize functions, limits, derivatives, binomial coefficients, complex numbers and more

A CONTINUOUS MODEL FOR QUAINILPOTENT OPERATORS AND TRANSLATION INVARIANT SUBSPACES IN WEIGHTED L^2 OF R+

In this talk we will show a continuous version of the model due to Foias and Pearcy for quasinilpotent operators defined on a separable, infinite-dimensional complex Hilbert space, providing an approach for studying their invariant subspaces connected to translation invariant subspaces in weighted L^2 of R+