Offers a rounded introduction to NVivo and focuses on the requisite management decisions one should make at the beginning of one’s project such as what is my data?
Should I code audio or transcripts and what are the advantages and limitations of either approach? How does the software work?
Why should I integrate my background information or demographics and what is auto-coding and how might it help to better understand my data and prepare it for the cycles of manual interpretive coding to follow?
How do I integrate my chosen methodological approach in using NVivo and reconcile it with the philosophical underpinnings to apply such methods as Grounded Theory, Discourse Analysis, Content Analysis, Thematic Analysis or Narrative Interpretive Methods as just some examples.
Day 1 has an emphasis on the conceptual although the afternoon session is more rooted in the practical. By the end of day 1, participants should be able to set-up an NVivo database, back it up, import their data, setup a coding structure and code their data to it and set up and integrate their demographics.
We have hired the services of an external facilitator to offer support in this for academic staff as part of the BRAD programme. Ben Meehan worked in industry for twenty six years. For the past thirteen years he has worked as an independent consultant in support of computer aided qualitative data analysis projects (CAQDAS). He is a QSR approved trainer and consultant. He has worked in all of the major universities and Institutes of Technology in Ireland and Northern Ireland. His work outside of the educational sector includes major global companies such as Intel where he consults in support of their on-going ethnographic research and the Centre for Global Health where he has recently worked in Tanzania, Malawi and Mozambique (2009) and in Ghana, Burkina Faso and Tanzania with the University of Heidelberg (2010) and Ethiopia for the Ethiopian Public Health Association (2011) and the Population Council, Zambia (2012). Apart from Africa, Ben regularly conducts workshops in Germany, France, UK, Northern Ireland, the US (Maryland, 2011, Yale, 2012) and Australia.
The session is on Tues 14th April 2015 09:00 – 17:00 on Talbot campus. There are limited spaces so please do ensure you get one by booking on the Organisational and Staff Development webpages.
The aim of this workshop is to give for Early Career Researchers or PhD students (particularly final year students) skills to conduct effective professional networking conversations and to use networking as a tool for developing their professional networks.
Networking is recognised by established researchers and Academics as an essential tool for career development and professional advancement.
In contrast, research reveals that many Early Career Researchers feel very uncertain about networking, in respect to both the practical “how to do it” issues and the underlying, often values-based questions “Why it is important ?” and “Should I be doing this?”.
We will address various aspects of networking and develop the appropriate physical and mental skills necessary to improve our skill set in confident networking techniques.
Progress will be made through discussions and group exercises to develop essential skills, build confidence and overcome anxiety or blocks to performance.
As a result of this workshop participants will :
- Increase their understanding of the professional importance of networking
- Improve their ability to communicate confidently in networking conversations
- Understand the importance of body language in effective communication
- Have tools to deal with stress or anxiety related to networking
- Have strategies to develop collaborations or increase visibility.
We have hired the services of an external facilitator to offer support in this for academic staff as part of the BRAD programme. Dr Margaret Collins has a 20+ year academic career background and uses her experience and subsequent training in theories such as Neuro-Linguistic Programming to deliver advice on how to increase personal effectiveness in these areas.
You sometimes have to invest a little time to free up more later on – the session on Weds 15th April 2015 09:30 – 12:30 on Talbot campus is a worthwhile investment. There are limited spaces so please do ensure you get one by booking on the Organisational and Staff Development webpages.
I am delighted to share with you BU’s new Code of Practice for the Employment and Development of Research Staff. Research staff in this context are defined as staff with a primary responsibility to undertake research, including pre-and post-doctoral staff on fixed-term and open-ended contracts funded through limited period grants, named fellowships and sometimes institutional funds.
The code provides guidance on the University’s expectations for the recruitment, support, management and development of research staff in line with the Concordat to Support the Career Development of Researchers (2008) and the European Charter for Researchers (2005). It is relevant to research staff and their managers as well as to BU staff in general. It has been written by the University’s Research Concordat Steering Group and is one of the objectives from our action plan to further align BU’s policy and practice to the seven principles of the Concordat and to further improve the working environment for research staff at BU.
This is the first time that BU has had a code of practice specifically for research staff and the document acknowledges the valued contribution made by research staff to the research undertaken at BU. The further recognition of the value of research staff and the development of career opportunities for them are key matters on which we will continue to work.
Access information about BU’s work to embed the principles of the Concordat here: http://research.bournemouth.ac.uk/research-concordat/
The research careers development body, Vitae, is inviting post-docs and other research staff to complete a questionnaire on the future of research careers. It especially wants to find out how do to ensure that the UK can continue to produce a flow of highly skilled researchers in economically challenging times. Together with other organisations, including Research Councils UK, the Confederation of British Industry and universities, Vitae will draft a national professional and career development strategy for researchers from 2012 to 2017. Submissions are due by 8 June