Abstract
The Brazilian National Institutes are strategic elements for the growth and development of Brazilian society since they have the purpose of meeting social and economic demands. However, for this purpose to be materialized, it is essential to develop strategies and mechanisms that consider the current educational context, marked in large part by the transformation of education into a product and the increased awareness of students who expect to have their own needs met in terms of achievement and satisfaction. Based on this premise, this research aims to present an indicator for measuring student satisfaction of students from the Federal Institute of Education, Science and Technology of Piaui-Campus Oeiras (FIEPI-Campus Oeiras), in order to provide evidence of how satisfaction has presented itself in relation to the different educational profiles present in the institution. The study was conducted with a sample of 290 students from FIEPI-Campus Oeiras. The instrument used for data collection was a questionnaire structured in two sections, in which the first was intended to obtain information to characterize the sample and the second section, composed of 14 items, aimed at measuring students' satisfaction with the institution. Descriptive, exploratory, and inferential statistical techniques were used for the data treatment and for the validation of the results. The results indicate that the students are slightly satisfied with the institution and that the average satisfaction is different in relation to the courses and technological axes.

Abstract
This study is about technology and sport. Namely, the study is about the influence of technology in golf. In order to ascertain the impact of technology in golf interviews were performed with two groups of players – professional women golfers and senior professional male golfers (over 50 years of age and playing the senior circuit). The interviews (to a total of 44) were performed at two main international competitions, both in the UK and in the summer of 2019. The same questions were posed to both groups and the ladies (mostly millennials) showed themselves to be more open to new technologies to be used in training. The technology referred to is called TrackMan. TrackMan-type technology appeared first in the military industry, to track bullets and missiles, and has since been transferred to sport – including to golf, baseball and football. This technology may track the path of both the ball and the club before, during and after impact. The study shows that older generations may be more alienated from more recent technologies – not only in society in general but also in sport.

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Abstract
Most business enterprises are small and medium-sized enterprises (SMEs), and many of them are without a human resource and recruitment department. Thus, one of the challenges that organizations currently face is to find a strategy to retain and attract talent. To overcome this difficulty, enterprises must invest in employer branding policies and be aware of the factors that differentiate them from others when attracting employees. This study aims to develop an employer branding model applicable to SMEs, to increase and enhance the attraction and retention of talents. An exploratory approach based on a quantitative perspective was adopted to develop an employer branding model applied to SMEs, with two major reference employer branding models and frameworks used as the main support. The model of employer branding was applied to SMEs regarding four dimensions, whereby essential questions are asked, namely (1) organizational culture (e.g., do employees have a job description aligned with the corporate culture?), (2) company strategy (e.g., what is the strategy if business volume decreases?), (3) company reputation (e.g., how do you perceive and treat negative feedback?), and (4) reward systems (e.g., do you feel that your employees are motivated intrinsically or extrinsically or both?), ordered by layers based on a logical sequence. The new proposed model is expected to serve as a useful strategic tool and as a basis for attracting, retaining and managing talent, specifically in the SMEs context. This new model provides a set of strategic and competitiveness benefits for SMEs, while contributing to making enterprises more profitable. The model also contributes to SMEs having a better image and reputation, enabling them to stand out from others in the war for talent.

Abstract
In a globalization context, underlined by the speed of technological transformation and increasingly competitive markets, the perspective of human capital, as an asset of strategic importance, stands out in differentiating human resource practices. Under this reality, the employer branding (EB) concept gains more and more importance as a strategic tool to attract, retain, and involve human capital, given that this has become a source of competitive advantage to companies. Within this context, this study aimed to evaluate the relationship between employer branding strategies implemented by organizations, as well as their impact on the employee's affective commitment, evident in certain organizational cultures, which are sustained over time. The methodological framework applied to this study is quantitative, and the data collection was carried out with the application of an employer branding and an affective commitment questionnaire. To achieve a good representation of the active population, the sample of the quantitative study was composed of 172 individuals, working in the public and private sectors in Portugal, exercising different positions in the different sectors of activity. Results obtained with these techniques indicate a high level of affective organizational commitment (AOC) of employees in the organizations surveyed, suggesting that affective commitment develops when the individual becomes involved and identifies with the organization.

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