@mastersthesis{Engell2022,
title = {Transfer, aktion og data!},
author = {Jeppe Engell},
url = {https://projekter.aau.dk/projekter/da/studentthesis/transfer-aktion-og-data(d4e54e2e-f2da-444a-98e8-a8eaa8024322).html
https://projekter.aau.dk/projekter/files/472529472/master_opgave_mdo_final_version.pdf},
year = {2022},
date = {2022-05-25},
school = {Aalborg Universitet},
abstract = {In HK, academy subjects, diploma subjects, master's subjects are completed every year, students write subject tests and trainees write assignments. In the assignments, based on well-considered problem formulations, important knowledge and data for HK are produced, concluded and reflected on. That knowledge is not collected, analyzed and converted into new workflows and this means that continuing education is not followed up on and thus can only be considered as personal development. The real issues that HK has in many areas are not combined with the employees who take subjects as continuing education.
New inputs from conferences, networks and journalism are not discussed and converted into issues that can be investigated in subjects at several levels. There is no requirement that knowledge and data that the employees produce be disseminated. The above is not unique to HK, as is the case in the vast majority of workplaces in Denmark. In fact, research shows that up to 85 percent of learning efforts are wasted. But if, on the other hand, students could be taught to become better at acting, the picture would look completely different. To act, based on what one has learned, is called 'Transfer'. "
Therefore, under this task seeks: How can HK through data workshops with employees examine its approach to continuing education and adjust it so that there is a transfer of knowledge from the tasks from the employees to the company and the experience of follow-up is increased?
The 5 data workshops made in this assignment on transfer of knowledge from education to workplaces, clearly show that it is possible to achieve practical knowledge sharing and competence development around the subject and thus come up with a new practice around transfer that will also increase the experience of follow-up among employees.
Data workshops show that advanced technology to produce data, if used and presented in the right way, can create a premise and the driver that creates the understanding of the necessity of change in practice.
It is not enough just to see the necessity of the change anymore, it must also make sense in relation to own and organizational values. It showed the data workshops in full how challenged HK is when employees experience that doubts arise about HK’s values and what happens when they are clear.},
keywords = {},
pubstate = {published},
tppubtype = {mastersthesis}
}
