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Workplace learning can be conceived as the set of processes related to learning and training activities at work. Typically, workplace learning includes formal, informal, and non-formal learning activities. Having a control on the whole learning process of each worker is a complex task. Indeed we have to align individual learning paths, real workers’ needs (for instance in terms of tasks or projects...
The main barrier to a mainstream adoption of Semantic Web and Linked Data is the difficulty for users to search and retrieve the required information in this huge network of data. This work proposes a novel approach for Ubiquitous Browsing and Searching Linked Data. The proposed approach lays on a conceptual communication model, namely Interactive Alignment, for disambiguating both users' intentions...
The goal of this work is to propose and motivate the usage of Linked Data (realized by means of the Semantic Web Stack) and Situation Awareness techniques in order to support Seamless Learning scenarios. In particular, Linked Data and Semantic Web technologies and methodologies are considered very useful to model and support the continuity of the seamless experience across heterogeneous (in quality,...
The Enterprise 2.0 paradigm aims at extending the enterprise ecosystem with Web 2.0 tools and technologies. The ten main features of this paradigm are shortly outlined by the FLATNESSES mnemonic. However the adoption of these technologies within an organization introduces several issues in terms of knowledge and information management. These issues have to be tackled in order to effectively enable...
In the MOOC environments, the students feel to be alone in the process of choosing courses leading to their learning needs and work objectives. They perceive also to be controllers of their progresses with respect to calendars, fruition, assessment results. Students come into the MOOC environments to develop or enhance professional competences, to earn formative credits and to achieve certifications...
Assessing employees' competences to properly support Competence-based Management processes (e.g. Career Development, Workforce Planning, etc.) in Organizations is a complex task. Difficulties concern with both the right assessment methodology and the most effective tools. Moreover, the assessment process is time-consuming both for assessors and assessees and often it is performed at the wrong time...
Assessing employees' competences to properly support Competence-based Management processes (e.g. Career Development, Workforce Planning, etc.) in Organizations is a complex task. Difficulties concern with both the right assessment methodology and the most effective tools. Moreover, the assessment process is time-consuming both for assessors and assessees and often it is performed at the wrong time...
The wealth of modern enterprises has progressively shifted from tangible assets (capital, resources, ) into intangible ones (knowledge, reputation, skills management, innovation processes, ). Intangibles are closely related to the natural interactions normally occurring among work practices. This is where ideas, innovation, learning, knowledge, social cohesion, and other diverse intangibles synergistically...
This proposal adopts an approach based on a synergy between collaborative learning theories, semantic technologies and soft computing techniques to improve the performances of a research community. It is proposed a model of Virtual Organization based on three interconnected layers that can facilitate in-time retrieval of geo-located competences and skills, the recall of ad hoc services for setting...
In an enterprise context, competencies are often dispersed across different teams. A specific need within the enterprise could not be satisfied only because of a lack of awareness about real competencies owned by employees. The aforementioned problem involves two main critical aspects: the difficulty to manage employees' competencies in order to constantly keep them up-to-date and the ability to agilely...
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