Aus der Einführung "Kreative Ideen sind die Grundlage für Unternehmen, um eigene Produkte an sich verändernde Marktbedingungen anzupassen, neue Möglichkeiten zu nutzen und auf dem Markt zu bestehen (Shalley et al. 2004). Organisationen versuchen deshalb, kreativitätsfördernde Arbeitsbedingungen zu schaffen, indem die Unternehmenskultur und Arbeitsumgebungen entsprechend gestaltet oder spezielle Werkzeuge zur Verfügung gestellt werden. Ein im Produktentwicklungsprozess häufig eingesetztes Werkzeug ist das parametrisch assoziative CAD-System (Computer-Aided Design). Die effiziente Bedienung einer umfangreichen WIMP (Window, Icon, Menu, Pointing)- basierten Software muss durch umfangreiche Schulungen erlernt und regelmäßig angewendet werden, um die Modellierfähigkeiten zu erhalten. Die zur Bedienung erforderliche kognitive Leistung führt häufig zur Beeinträchtigung der Kreativität eines Konstruktionsingenieurs (Chandrasegaran et al. 2013), v. a. bei wenig geübten Nutzergruppen. Am Übergang zwischen Konzeptphase und der frühen Entwurfsphase (Arbeitsabschnitt 5 der VDI 2221) wird deshalb vorwiegend mit Skizzen und noch nicht im parametrischen CAD-System gearbeitet (VDI 2223 2004). Für die Erstellung der Vorentwürfe wäre es im Sinne des „Frontloading“ jedoch wünschenswert, früh erste rechnergestützte Methoden zur Gestaltung einsetzen zu können. Durch den Einsatz von virtueller Realität (VR) eröffnet sich die Möglichkeit zur Entwicklung intuitiver Interaktionsmethoden, die eventuell neue Modellierstrategien ermöglichen. Diese erlauben dem Produktentwickler, natürlich mit den virtuellen Modellen umzugehen. Durch die im Vergleich zum parametrisch assoziativen CAD-System intuitive Bedienung würde die Kreativität bei der groben Gestaltung der Vorentwürfe weniger eingeschränkt. ..."

The purpose of this study was to investigate site managers experience of Talent Management within an organisation in Sweden. The result showed that the site managers experience of the company’s work with Talent Management to certain extent were positive but also that there were areas that could improve. The company’s culture and working climate were two of the positive aspects that were mentioned. However, better information about the topic and the possibility for career development within the business were desired. These results go hand in hand with prior research about Talent Management as it relates to attracting, developing and retaining employees. / Syftet med denna kvalitativa studie var att undersökaplatschefers upplevelseravarbetetmed Talent Managementinom en svensk organisation. Resultatet visade att platschefernasupplevelse av verksamhetens arbete med Talent Management till viss del var positiva men också att det finns förbättringsmöjligheter.Företagets kultur och arbetsklimat var några av de positiva aspekterna som nämndes. Däremot önskades det bättreinformation kring ämnet och fler möjligheter till karriäravancemang inomorganisationen.Dessa resultat går i linje med tidigare forskning om Talent Management vad det gällerarbetet med att attrahera, utveckla och behålla medarbetare

Syftet med studien är att undersöka huruvida ålder påverkar rekryterares första urval samt få en förståelse för möjliga bakomliggande faktorer till hur åldersdiskriminering kan uppstå. Detta har utförs genom en experimentell metod där rekryterare fritt får resonera och göra urval bland fiktiva ansökningshandlingar. Studien har genomförts med en kvalitativ experimentell forskningsansats där åtta rekryterare har intervjuats på fyra olika organisationer. Studien fokuserar på vilka bakomliggande faktorer som kan bidra till hur åldersdiskriminering kan uppstå vid ett urval. De bakomliggande faktorerna som framkom i studien var att det kan bero de diskurser i form av antaganden och egna värderingar, den interna integrationen i form av företagskulturen samt den externa anpassningen som innefattas av beställaren. / The purpose of the study is to evaluate if age affects recruits first selection as well as to get an understanding of possible factors that may lead to age discrimination. This is performed by an experimental method in which recruiters may freely discuss and make selection among fictional application documents. The study was conducted with a qualitative experimental research approach in which eight recruiters were interviewed at four different organizations. The study focuses on the underlying factors that contribute to how the age discrimination may arise in a selection. The underlying factors that emerged from the study was that it could be because the discourses in the form of assumptions and own values, the internal integration in the form of business culture and the external adjustment included by the client.

Konsultyrket är en modern anställningsform som har vuxit sig stark på den svenska arbetsmarknaden i takt med dess förändring och företagens ökade behov avflexibilitet. Då en konsult är anställd på ett konsultföretag men har uppdrag ute hos olika kundföretag, kan denne antas tillhöra flera organisationer samtidigt. Uppsatsen syftar till att få en ökad förståelse för konsulters arbetssituation, samt undersöka hur de uttrycker organisationstillhörighet och hur den upplevs påverka dem i deras arbete. Detta har gjorts genom en kvalitativ studie baserad på intervjuer med fem konsulter, vilka arbetar som managementkonsulter inom IT- branschen. Det teoretiska resonemang som ligger till grund för uppsatsen behandlar teorier och tidigare forskning som knyter an till både konsultens arbetsroll och känslan av tillhörighet med organisationer samt dess eventuella påverkan i arbetet. Resultatet av studien visar att konsultyrket beskrivs vara en flexibel anställningsform som präglas av frihet, möjligheter och utmaningar. Det krävs även att konsulten ständigt anpassar sig till sin omgivning och prioriterar mellan de många olika krav som uppkommer. Känslan av tillhörighet beskrivs vara starkast till konsultföretaget men då konsulten har åtaganden till två företag samtidigt har den även visat sig vara splittrad. Tillhörigheten beskrivs påverka konsultens trivsel, motivation samtvilja att stanna inom företaget. / The consultant profession is a modern form of employment that has grown strong in the Swedish labor market in line with the market changes and companies increased need for flexibility. When a consultant is employed by a consulting firm but is commissioned onsite at various client companies, the consultant is assumed to belong to several organizations simultaneously. This paper aims to gain a greater understanding of the consultants' work situation, examine how they express organizational affiliation and how this affiliation influences them in their work. The research has been done through a qualitative study based on interviews with five consultants who are all working as management consultants within the IT sector. The theoretical framework underlying the paper treats theories and previous research that relate to both the consultant's work role and sense of belonging to the organization as well as its possible impact. The results of this study show that the consulting profession is described as a flexible form of employment that is characterized by freedom, opportunities and challenges. It also requires the consultant to constantly adapt to its environment and prioritize between the many different requirements that arise. The feeling of belonging is described to be strongest towards the consultancy, however since the consultant is committed to two companies at the same time, he or she has also proved to be somewhat fragmented. The feeling of belonging is described to affect the consultant's job satisfaction, motivation and willingness to stay within the company.

Syfte: Syftet med denna uppsats är att undersöka kompetensutvecklingens roll inom dagligvaruhandeln och möbelbranschen samt hur den påverkar de anställdas motivation och deras lojalitet till företaget.  Forskningsfrågor:  Hur använder ledningen inom dagligvaruhandeln och möbelbranschen kompetensutveckling för att motivera sina anställda? Hur påverkar kompetensutveckling serviceanställdas lojalitet till företaget inom dagligvaruhandeln och möbelbranschen?  Finns det några särskiljande karaktärsdrag för kompetensutveckling inom dagligvaruhandeln respektive möbelbranschen? Metod: Studiens empiriska data utgår från tio stycken intervjuer med anställda i olika positioner inom dagligvaruhandeln och möbelbranschen samt experter inom kompetensutveckling. Studien har en abduktiv ansats.  Slutsatser: Studiens resultat visar att kompetensutveckling bidrar i allt större grad till att skapa lojala och motiverade anställda. Det har påvisats både likheter och skillnader dagligvaruhandeln och möbelbranschen emellan, men en slutsats som framkommit är att strukturen på organisationen spelar en stor roll i hur kompetensutvecklingen används. / Purpose:The purpose of this thesis is to research capacity building and its function in the grocery and furniture industry and how it affects employee’s motivation and their loyalty to the company.                                                                                                                                                                                          Research questions:  How does management in the grocery industry and the furniture industry use capacity building to motivate their employees? How does capacity building affect the service employee’s loyalty to the grocery industry and the furniture industry? Are there any distinctive features for capacity building between the grocery industry and the furniture industry? Method:The study is based on ten interviews with employees in various positions in the grocery and furniture industry as well as experts in capacity building. The qualitative study has an abductive approach. Conclusion: The study's results shows that capacity building is increasingly contributing to the creation of loyal and motivated employees. Similarities and differences between the grocery industry and the furniture industry have been demonstrated, but a conclusion has appeared that the structure of the organization plays a major role in how capacity building is used.

The main aim of this work is to analyze Human Resources Management in a concrete company and to suggest steps, based on this analysis, to improve the situation. Topic of this work was chosen because Human Resources Management is very actual and developing subject. This work is based on study of professional literature and analysis of Human Resource Management in company A. This information is supplemented by Value Survey Module Questionnaire 94 by Geert Hofstede. Based on this part of work there were suggested some steps to improve the situation concerning Internet advertising, evaluation interviews, changing of company culture, vision and mission, coaching, creating of new job, visiting "Jobday" in České Budějovice and improvement of communication. Some of these suggestions are closely connected to each other.

The diploma thesis is dedicated to the intercompany mentoring issue, its thorough description and specific practical application in the company. The objectives are to define the intercompany mentoring as a new form of corporate learning, to analyze it in detail and to assess its benefits to the certain company. Its strengths / weaknesses and the possible opportunities and threats are found in the theoretical part via SWOT analysis. The assessment of intercompany mentoring is based on the interviews with mentors, mentees and last but not least with mentees' superiors. These semi-structured interviews are focused on finding of the strengths / weaknesses and the opportunities or threats. It means that the SWOT analysis is used also in the practical part of the thesis. The output of the thesis is the final resume and my personal improvement proposals. The results of the thesis can help those companies that are looking for new ways to develop their employees or which are hesitating to participate in the intercompany mentoring. KEYWORDS Learning, development, intercompany, mentoring, mentor, mentee, HR, coordinator, company culture, code of ethics

The thesis focuses on the development of motivational system in the production company. Using internal resources and survey I have done an analysis of the current motivational system in the company. Based on the identified shortcomings I suggest improvements to the existing system of motivational which leads to increase employees motivation and also to their overall satisfaction.

Aus der Einführung "Kreative Ideen sind die Grundlage für Unternehmen, um eigene Produkte an sich verändernde Marktbedingungen anzupassen, neue Möglichkeiten zu nutzen und auf dem Markt zu bestehen (Shalley et al. 2004). Organisationen versuchen deshalb, kreativitätsfördernde Arbeitsbedingungen zu schaffen, indem die Unternehmenskultur und Arbeitsumgebungen entsprechend gestaltet oder spezielle Werkzeuge zur Verfügung gestellt werden. Ein im Produktentwicklungsprozess häufig eingesetztes Werkzeug ist das parametrisch assoziative CAD-System (Computer-Aided Design). Die effiziente Bedienung einer umfangreichen WIMP (Window, Icon, Menu, Pointing)- basierten Software muss durch umfangreiche Schulungen erlernt und regelmäßig angewendet werden, um die Modellierfähigkeiten zu erhalten. Die zur Bedienung erforderliche kognitive Leistung führt häufig zur Beeinträchtigung der Kreativität eines Konstruktionsingenieurs (Chandrasegaran et al. 2013), v. a. bei wenig geübten Nutzergruppen. Am Übergang zwischen Konzeptphase und der frühen Entwurfsphase (Arbeitsabschnitt 5 der VDI 2221) wird deshalb vorwiegend mit Skizzen und noch nicht im parametrischen CAD-System gearbeitet (VDI 2223 2004). Für die Erstellung der Vorentwürfe wäre es im Sinne des „Frontloading“ jedoch wünschenswert, früh erste rechnergestützte Methoden zur Gestaltung einsetzen zu können. Durch den Einsatz von virtueller Realität (VR) eröffnet sich die Möglichkeit zur Entwicklung intuitiver Interaktionsmethoden, die eventuell neue Modellierstrategien ermöglichen. Diese erlauben dem Produktentwickler, natürlich mit den virtuellen Modellen umzugehen. Durch die im Vergleich zum parametrisch assoziativen CAD-System intuitive Bedienung würde die Kreativität bei der groben Gestaltung der Vorentwürfe weniger eingeschränkt. ..."

The thesis deals with corporate culture in relation to job satisfaction, motivation and performance of employees of a specific small company (30 employees and 4 people in management). Corporate culture is clearly involved in the functioning of every company, however, from a theoretical point of view it is a concept that cannot be grasped in a unified way, therefore, in this thesis I have mainly drawn on the work of E. Schein (1969, 1980). The aim of the thesis was to diagnose the corporate culture and the subsequent connection with job satisfaction, motivation and performance of employees with subsequent recommendations towards the management of the company. As this is a small business, I used a combination of quantitative and qualitative methodology for my research. In the quantitative part, based on the theory, I have chosen P. Spector's (1994) questionnaire for my research which examines job satisfaction and OCAI questionnaire based on Cameron and Quinn's (2006) theory which focuses on the shape of the current corporate culture and its preferred form. For the qualitative part of the thesis, I used a SWOT analysis that preceded the whole research and then semi- structured interviews that I designed and conducted after the questionnaire survey. I provided the analyzed data to the management of the...