PUB - Publikationen an der Universität Bielefeld

Personnel development in work organizations is generally not done for its own sake,but supposed to serve organizational goals. Personnel development at universities is also not an end in itself,whose purpose is to improve research,teaching,leadership and/or administration. The structural,personnel,and financial resources as well as time invested in measures of qualification should have a positive cost-benefit ratio. This certainly concerns the imparting of competences in the learning field(measure of qualification),but most of all it concerns the transfer of what has been learned into the real work( or the functional field) and thus the "new"workplace behavior after the personnel development measure. Such an effect does not happen automatically. In this respect,a systematic accompaniment of all development activities in terms of transfer control is expedient. In this contribution,both the necessity and conception of such a transfer control,in general as well as for the university context,are presented