No / Taking a critical perspective, Skill, Training and Human Resource Development focuses on the way people are developed at work; the skills that are encouraged, the way they are controlled and the implications they have for people. It draws on a wide range of research and covers an array of organizational practices. Preface Acknowledgements Human Resource Development Skills at Work International Comparisons: Skills and Employment Systems Vocational Education and Training in Britain New Skills for Old? The Changing Nature of Skill Emotions and Aesthetics for Work and Labour: The Pleasures and Pains of the Changing Nature of Work Managing Culture Management and Leadership Development Knowledge Work and Knowledgeable Workers Developments and Developing in the New Economy References Index

Yes / Gender research can be a highly political process with significant impact, positively or negatively, on the researcher(s) and research participants. As a result there are key issues for consideration when preparing to undertake gender research in Human Resource Development (HRD). Gender research in HRD requires a mature level of researcher reflexivity in terms of personal understandings of gender; individual researcher values, philosophical positions and standpoints on gender; motivations for research; awareness of how gender research may construct researchers in their own professional settings and how research participants may respond to gender research. We contend that a process of researcher reflexivity, in critically reflecting upon and reviewing individual assumptions and standpoints, is essential before beginning gender research. Gender is a significant dimension of personal life, social relations and culture: an arena where we face difficult practical issues about justice, identity and even survival; where there is much prejudice, myth and falsehood, and where social sciences gender research is producing a relatively new form of knowledge (Connell, 2009). This chapter outlines key issues for gender researchers illustrated through research into gendered media constructions of women leaders. We introduce the importance of women leaders and gender aware learning and HRD and outline understandings of gender; diverse advances in gender research; consistency, harm, pleasure and power; participant-research relationships and the researcher’s position in gender research, by drawing upon our previous studies. We then present the key issues in practice, through our operationalization of a Multi-Stakeholder Framework for analysing gendered media constructions of women leaders. We utilize a mixed method design (Saunders, 2012) of statistical analysis of secondary data on women in senior positions in a UK region (geographies of gender); analysis of three Supplements of the Top 500 Influential Leaders via discourse analysis; a semi-structured interview with a media producer; group and individual interviews with selected aspiring and current women leaders and stages of on-going researcher reflexivity and accountability. We conclude with reflections on the constraints and possibilities of the multi-stakeholder framework approach.

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Human Resource Management tillämpas idag av nästan alla organisationer i världen och är ett sätt för ledningen att hantera och styra medarbetarna. Human Resource Management berör frågor inom personalhantering, utbildning för medarbetarna och rekrytering. Man agerar som en mellanhand mellan medarbetarna och ledningen för att utveckla organisationen. I dagens konkurrenshårda samhälle är det viktigt att ha medarbetare som besitter en kompetens som är aktuell och att man arbetar med att vidareutbilda de egna medarbetarna, vilket är en viktig del i att fortsätta vara framgångsrika. Man behöver rekrytera nya medarbetare i samband med personalförluster, när ny kompetens behövs eller omformulering av mål och strategier för organisationen. Att hitta rätt i sin rekrytering är vitalt för att se till att organisationen arbetar med kompetenta medarbetare som kan driva organisationen framåt. Uppsatsens syfte är att skapa en större förståelse för hur utvecklings- samt utbildningsmöjligheter och rekrytering sker hos organisationer. Uppsatsen avser att identifiera processer för hur organisationer opererar gällande ovannämnda forskningsområden. Uppsatsen har utgått ifrån den hermeneutiska vetenskapsteoretiska ansatsen med en kvalitativ forskningsmetod. Genom tre kvalitativa intervjuer och dokumentation av internt material har data samlats in för uppsatsen. Uppsatsens redovisade resultat visar att det finns likheter i de undersökta organisationerna där utvecklings- och utbildningsmöjligheter mestadels erbjuds genom samverkan med cheferna och genom organisationernas webbportaler. Däremot finns det skillnader i vilken utsträckning som medarbetarna får tid till utbildningar i de undersökta organisationerna. Rekryteringsprocessen hos organisationerna är i grunden av samma slag med vissa skillnader som tydliggörs under processens gång. Där samverkan mellan medarbetarna, HR-avdelningen och avdelningscheferna är den största skillnaden. / Human Resource Management is used today by almost all organizations around the world and is a way for the management to manage and control the employees. Human Resource Management include question within personnel management, training for the employees and recruitment. Human Resource Management acts as an intermediary between the employees and the management to develop the organization. With today's fierce competition it is especially important to have employees who possesses competence and that the organization is continuously working with developing them further to maintain successful. The organization need to recruit new employees when the existing leaves, new competence is required or reformulated objectives for the organization which leads to a demand on new employees. Finding right in the recruitment is vital to ensure the organization continues with competent employees that can drive the organization forward. The purpose of this thesis is to create a greater understanding of how development- and training opportunities together with recruitment occurs. The thesis aims to identify the processes of how organizations operate regarding the above-mentioned research areas. The thesis has been based on the hermeneutic epistemological approach with a qualitative research method. Through three interviews and documentation of internal material data has been collected for the thesis. The results show that there are similarities in all examined organizations where development and training opportunities is offered mostly by interacting with the unit managers and through the organizations web portals. However, there are differences in the extent to which employees are given time to training in the surveyed organizations. The recruitment process of the organizations is alike, but with some differences which made clear during the recruitment process. Where cooperation with the employees, the HR department and the unit managers is the biggest difference.

The Kingdom of Saudi Arabia (the KSA) has a rapidly growing and diversifying economy that has made significant progress in manufacturing, construction, and agriculture. However, the KSA remains a difficult place for the practice of human resources management (HRM) because of, among other factors, a large non-native workforce and a majority of family-owned firms. These complicating factors mean that, in Saudi firms, HRM practices are adopted in a gradual manner and specifically, training programs are conducted with a view to develop talents and improve worker performance. The study explored the current state of HRM practices in KSA, perception on the training programs conducted and training effectiveness captured as ‘Intent to participate’. The study primarily used qualitative as well as quantitative data collected from family-owned business firms. It helps to gain a deeper understanding of how perceptions on training programs vary across different organisations and demography of the trainees that include age, qualification and experience. A framework predicting intent to participate by the perception on training programs was developed based on the review of extant literature. In order to capture the differences in the perception on training programs across different organisations, age, qualification and experience, Multivariate Analysis of Variance (MANOVA) was used. Results show that perception differed across organisations, age, qualification and experience. In order to predict intent to participate by perception on training programs, multiple regression analysis was used. Results show that perception on identification of training needs, clarity of objectives, training design, behavioural modification and performance improvement predict intent to participate. The researcher also explored perception on training programs in family-owned business firms by conducting an interview with 33 HR managers using a semi-structured interview schedule. The HR managers belong to those companies where the employees hail from. The schedule was developed and standardised using content validity and reliability. The study also gained insights into various areas of training required by the employees in order to achieve their business results. It further provides inputs in terms of HR concerns and suggested HR Interventions to make the management training function better aligned and integrated. The study concludes with a set of recommendations for firms on implementing management training effectively. Ultimately, the study proposes a model of training for family-owned businesses in the KSA.

Despite the significance of understanding the reasons under which talented individuals are more likely or less likely to quit, the nature of the relationship between Human Resource Management Practices (HRMPs) and turnover intentions has proven to be unclear. Prior studies suggest that talented employees’ turnover imposes significant negative impact on organisational performance, e.g. decrease in productivity, profitability, innovation, serviceability and morale of remaining employees. Likewise, a serious talented Frontline Managers (FLMs) turnover is observed in the private banks of Pakistan. The corresponding reason identified is their dissatisfaction with existing conventional HRMPs, which are typically bureaucratic in nature with no provision of training and development, and lack appreciation, seniority-based pay and promotions. Owing to these factors, FLMs are switching towards reputable government and multinational organisations. In fact, FLMs play an important role in the development and success of banks. To investigate this issue, the present study elaborates an examination of the use of synergistic HRMPs in an on-going effort to control the talented FLMs’ turnover intentions. Precisely, it examines the impact of two formative bundles, namely, skills-enhancing practices (SEPs, i.e. training and development) and motivation-enhancing practices (MEPs, i.e. pay, promotion, recognition and job security) on FLMs’ turnover intentions through organisational commitment. The research methodology employs a positivist philosophy, deductive approach and a quantitative method followed by a survey-based research design. A total of 500 questionnaires were distributed through random sampling technique; 344 questionnaires were finalised for analysis. PLS-SEM was used to test the research hypotheses. Contrary to conventional wisdom, the findings of this study indicate that both SEPs and MEPs demonstrate no significant direct impact on talented FLMs’ turnover intentions. However, organisational commitment (OC) has been found to fully mediate the relationships between both HRM bundles and FLMs’ turnover intentions. This research contributes to HRM literature particularly in the area of HRMPs—Turnover relationships. Furthermore, this study reveals that socio-economic relationships can be used to influence FLMs’ OC and turnover intentions. The findings further suggest that adoption of effective SEPs and MEPs in local banks enhance talented FLMs’ skills and motivation which eventually reduce their turnover intentions. Additionally, this study highlights the important and critical role of OC in HRMPs—turnover relationships, particularly in the Pakistani banking sector and further recommends management to review their HRMPs, which not only tend to reduce turnover but also lead to FLMs’ enhanced enthusiasm to serve.

This article explores the ways in which a multinational company approaches green human resource management (HRM) in its British, German and Swedish subsidiaries. The authors analyse the similarities and differences in Green HRM approaches in these three European subsidiaries of a US restaurant chain. This enables the comparison of Green HRM practices and behaviours, and considers the factors that influence the subsidiaries in this particular domain. Therefore, this research addresses the current lack of international comparative research in the field of Green HRM. The methodological approach is a multi-case study with 50 participants, using semi-structured interviews and focus groups. The results present evidence of proactive environmental management, reflected through a range of operational and people-centred initiatives across the three European countries. Although there is an overarching commitment to environmental sustainability, the positioning and alignment of the environment and HR function differ amongst the subsidiaries, as does the way in which the subsidiaries choose to engage the workforce in environmental sustainability. The study identified a number of factors that explain the differences in approaches including, amongst others, strategic and performance drivers and cultural dimensions, such as relationships with key stakeholders.

Kompetensförsörjning är ett brett begrepp som innefattar många moment i en organisations strategiska arbete med att förse organisationen med rätt kompetenser. Denna studie syftar att bidra till kunskapsutvecklingen kring kompetensförsörjning som finns i tidigare forskning inom ämnet. Studien genomförs i små och medelstora företag, i en pendlingskommun nära större stad. Vårt huvudsakliga fokus ligger på att lyfta hur organisationer tänker kring och arbetar med att attrahera, rekrytera, utveckla och behålla medarbetare med rätt kompetenser. Vi gjorde därför en kvalitativ studie med semistrukturerade intervjuer där nio organisationer inom den valda kommunen, Vännäs, medverkade. Resultatet visade att företagen i studien både ser utmaningar och möjligheter med kompetensförsörjning, och omfattningen med arbetet kring att attrahera, rekrytera, utveckla och behålla kompetent arbetskraft varierar. Det strategiska arbetet påverkas av det geografiska läget, företagens storlek, samt vilka resurser företagen har för att arbeta med de olika delarna i kompetensförsörjningen. Studien visar vidare att andra samhällsinstanser såsom staten, Arbetsförmedlingen och kommunerna, i samarbete med näringslivet, bär ansvaret för att förbättra kompetensförsörjningen i samhället framöver.

Sammanfattning Datum:                               2010-08-30 Kurs:                           Kandidatuppsats i företagsekonomi, FÖA300, 15 hp Handledare:                 Carl G. Thunman Författare:                  Feven Gebretsadkan och Mahabad Minozada Titel:                                   Belöningssystem – ett incitament verktyg för att skapa      motivation. En fallstudie av Sparbanken Rekarne Syfte:                                  Syftet med denna uppsats är att beskriva vad belöningssystem innebär och anställdas uppfattning av belöningssystemet och dess inverkan på motivation i Sparbanken Rekarne. För att sedan ge rekommendationer till förbättringar för hur Sparbanken Rekarnes belöningssystem kan ge mer motivation till de anställda. Metod:                               För att uppnå syftet samlades vetenskaplig information in från litteratur, vetenskapliga artiklar, tidigare uppsatser och övrig information från internet hemsidor. Undersökningen bestod av intervjuer med chefer och anställda på Sparbanken Rekarne. Intervjuerna bestod av personlig kontakt och individuellt med varje respondent. Två intervjuguider användes, varav en användes till ledningen och den andra till de anställda. Analys:                               I analysen har den teoretiska referensramen och den empiriska undersökningen sammankopplats. Slutsats:                             Rekommendationer till förbättringar för hur Sparbanken Rekarnes belöningssystem kan ge mer motivation till de anställda har tagits fram. Då det ska förbättra bankens framtida arbete med belöningar för att skapa mer motivation. Detta vidare genom att engagera de anställda mer i belöningarnas utformning.  Nyckelord:                         Belöningssystem, motivation, human resource    management, incitement, bank  / Abstract  Date:                                  2010-08-30 Course:                              Bachelor thesis in Business Administration, FÖA300, 15 credits Tutor:                                Carl G. Thunman Authors:                             Feven Gebretsadkan och Mahabad Minozada Title:                                   Reward systems - an incentive tool to create motivation. A case study of the Sparbank Rekarne         Purpose:                            The purpose of this thesis is to describe what a rewarding system means and the understanding of the employee to the rewarding system which gives effect to motivation in the Sparbank Rekarne. Recommendations to improve the rewarding system in the Sparbank Rekarne by which the employee will be more motivated is indicated the purpose. Method:                             In order to reach the purpose scientific information was gathered from literature, scientific articles, previous thesis and additional information from internet. The inquiry was done by interviewing the managers and the employee of Sparbank Rekarne. The interview was held personally and individually with every respondent. Two interview guides were used, one to the leaders and the other one to the employee.       Analysis:                           In the analysis the theoretical frame of reference and the empirical enquiry are combined. Conclusion:                      The recommendations to improve how the Sparbank Rekarne rewarding system can give more motivation to the employee have taken out. This can improve the future of the bank with rewarding in order to get motivation by involving the employee in working out the rewarding system. Keywords:                        Reward system, motivation, human resource management,    incentive, bank

Employer branding has become an increasingly popular subject among practitioners. In order to gain competitive advantage it is claimed that companies should hold the best employees. However, in this thesis it is argued that the purposes of employer branding and HRM are strikingly alike, since they both aim to attract and retain employees. Earlier research lacks to explain how companies work with employer branding. Therefore, it is reasonable to wonder how employer branding is practiced and whether employer branding contributes something of value to the company, especially to HRM. Thus, the purpose of this study is to investigate whether employer branding contributes to HRM regarding attraction and retention of employees. A qualitative case study was conduced and the findings show that employer branding can contribute to HRM by: (1) giving HRM incentives to approach the whole spectra of employees; potential, current as well as former employees, (2) facilitating the maintenance of the corporate culture and (3) enabling a way for HRM to take a strategic approach.