abstract: Qualifications based selection (QBS) of construction services uses a variety of criteria to evaluate proponents and select a contractor for the project. The criteria typically fall into three categories: past performance and technical capability, key personnel, and price, with price often being considered the most important factor in selection. Evaluation and the merits of the key personnel category is not well described or discussed in research. Prior research has investigated the evaluation criteria elements and their ability to differentiate proponents. This case study uses QBS evaluation data from fifty-eight construction projects to show that use of a structured interview process provides the highest level of differentiation of qualifications of proponents, as compared to the proposed price and the technical proposal. The results of the analysis also indicate: 1) the key personnel element (the interview) is statistically more important than price, 2) Contractors who propose on projects using QBS should use their best people in proposal response, and 3) Contractors should educate/prepare their teams for interviews, people count. / Dissertation/Thesis / Masters Thesis Construction 2014

Bakgrund och syfte: Tidigare studier visar att internationella M&A:s ofta misslyckas med att uppnå uppsatta mål. En anledning till misslyckande kan vara svårigheten att integrera företagskulturen i den nya verksamheten. Studiens syfte är att öka förståelsen för integration av företagskultur efter internationella M&A:s utifrån svenska företags perspektiv.   Metod: Studien har en kvalitativ metod med en abduktiv forskningsansats. Studien har en hermeneutisk och socialkonstruktivistisk utgångspunkt. Den empiriska datainsamlingen införskaffades genom semistrukturerade intervjuer med elva stycken personer vilka samtliga haft en roll i respektive företags M&A. Vår teoretiska referensram innefattar tidigare forskning och det empiriska underlaget bygger på intervjuerna. Analysen ställer empiri mot teori för att hitta likheter och skillnader och addera nya synvinklar.   Resultat & slutsats: Denna studie åskådliggör hur företag efter internationell M&A ser på, och arbetar med, integration av företagskultur. Med hjälp av den teoretiska referensramen skapade vi en uppfattning om vilka delar som behövdes för att framgångsrikt integrera företagskulturen, främst kommunikation. Det empiriska materialet adderade sedermera nyckelpersoner och ekonomisk rapportering.   Förslag till vidare forskning: Bristfälligheten i tidigare forskning vad gäller omställning i och med ökad ekonomisk rapportering ger upphov till framtida studier som kan studera hur ökad ekonomisk rapportering påverkar de uppsatta målen. Vidare föreslår vi att framtida forskning studerar om det skiljer sig mellan tjänsteföretag och producerande företag och benägenheten för dessa att byta ut nyckelpersoner efter en M&A.   Uppsatsens bidrag: Studiens teoretiska bidrag innefattar huvudsakligen ökad förståelse för problematiken kring nyckelpersoner, involverande kommunikation och ekonomisk rapportering. Det praktiska bidraget ger rådet till företag att överbemanna främst ekonomiavdelningen med kompetent personal efter en M&A för att underlätta integrationen. / Aim: Previous studies have shown that international M&A:s has high failure rates. One reason for failures has been shown to be the difficulty and lack of knowledge to integrate corporate culture.  The aim for this study is therefore to increase the understanding of corporate culture integration after international M&A:s through the perspective of Swedish businesses.   Method: This study has a qualitative research design with an abductive approach. The study has both a hermeneutic and social constructionist perspective, which it’s being influenced by. The empirical data collection was gained by semi-structured interviews with eleven respondents with previous experience of M&A:s. Our theoretical framework includes previous research and the empirical compilation is based on the interviews. The analysis is where the theoretical framework and empirical compilation is analyzed together to find similarities and differences but also new aspects on the subject.  Result and conclusions: This study illustrates how businesses look at international M&A:s and how they work with the integration of corporate culture in that context. With the theoretical framework we could estimate what was necessary to integrate corporate culture successfully, which was mainly communication. The empirical compilation later added key personnel and financial reporting to this.  Suggestions for future research: The deficiency of previous research regarding the impact of increased financial reporting after M&A:s cause us to enquire future research on how it affects businesses and the integration of corporate culture. We also suggest that future research on key personnel is needed and how their importance differs between the service sector and industrial sector.  Contributions of the thesis: From the theoretical viewpoint the study contributes in further understanding of key personnel, communication and financial reporting in the context of international M&A:s. From the practical viewpoint we advise businesses to first and foremost overstaff the financial department with qualified personnel after M&A:s to facilitate corporate culture integration.

<p><strong>Datum: </strong>2009-06-30</p><p><strong>Författare: </strong>Rönnlund Josefin</p><p><strong>Nivå/utbildning: </strong>Master Thesis, Management</p><p><strong>Handledare: </strong>Owe R. Hedström</p><p><strong>Titel: </strong> How to keep with the War for talent? A comparative study between talent management in Company X and literature suggestions for identification of talent</p><p><strong>Problem: </strong>The need for talent management and a company's assets in form of Human Capital creates the demand of consultant firms and their services. The problem for companies today is to keep their up with the war for talented workers, and the way leadership talent is managed in the company is crucial for gaining competitive advantage. The research problem in my study is to identify how companies can manage talent within their organization successfully and by doing a research within a specific company, compare findings in their different organizational levels.</p><p><strong>Syfte:</strong> To investigate talent management processes in one company known for their success in the area of talent management and compare different views on talent management that might exist in different levels. My paper aims to value their talent management processes, and if there are gaps that could be filled and methods that could be developed.</p><p><strong>Metod: </strong>Qualitative method through six interviews and by doing a comparison between empirical findings and theory</p><p><strong>Resultat/slutsatser:</strong> talent management processes are very well developed in this business line in Company X, and in some areas they are even better than what literature suggests. They need to keep encouraging their personnel to take challenges and rotate. They also need to have a clear understanding of the roles in the organization, the responsibility of top recruitment and development. The areas that are in need of further development are leadership development, learning and training. Even if they have grasped the importance of these factors, they have some difficulties implementing right methods for reaching their targets. The company should encourage their employees to take challenges to be able to discover who can learn the most from them.</p><p><strong>Sökord: </strong>talent management, key personnel, high flyers, top performers, human resource and human capital management, identification of potential, talent development and high performers.</p><p><strong>Omfång, sidor:</strong> 82</p><p><strong>Antal ref/källor:</strong> 43</p>

Datum: 2009-06-30 Författare: Rönnlund Josefin Nivå/utbildning: Master Thesis, Management Handledare: Owe R. Hedström Titel: How to keep with the War for talent? A comparative study between talent management in Company X and literature suggestions for identification of talent Problem: The need for talent management and a company's assets in form of Human Capital creates the demand of consultant firms and their services. The problem for companies today is to keep their up with the war for talented workers, and the way leadership talent is managed in the company is crucial for gaining competitive advantage. The research problem in my study is to identify how companies can manage talent within their organization successfully and by doing a research within a specific company, compare findings in their different organizational levels. Syfte: To investigate talent management processes in one company known for their success in the area of talent management and compare different views on talent management that might exist in different levels. My paper aims to value their talent management processes, and if there are gaps that could be filled and methods that could be developed. Metod: Qualitative method through six interviews and by doing a comparison between empirical findings and theory Resultat/slutsatser: talent management processes are very well developed in this business line in Company X, and in some areas they are even better than what literature suggests. They need to keep encouraging their personnel to take challenges and rotate. They also need to have a clear understanding of the roles in the organization, the responsibility of top recruitment and development. The areas that are in need of further development are leadership development, learning and training. Even if they have grasped the importance of these factors, they have some difficulties implementing right methods for reaching their targets. The company should encourage their employees to take challenges to be able to discover who can learn the most from them. Sökord: talent management, key personnel, high flyers, top performers, human resource and human capital management, identification of potential, talent development and high performers. Omfång, sidor: 82 Antal ref/källor: 43

<p><strong>Frågeställningar:</strong> Hur använder svenska multinationella företag expatriering? Hur fungerar expertskatten i förhållande till dess syfte? Vilka konsekvenser medför användandet eller icke-användandet av expertskatten för företagen?</p><p><strong>Syfte:</strong> Syftet är att undersöka hur svenska multinationella företag använder sig av expatriering som kompetensförsörjning och i det perspektivet utreda huruvida expertskatten fungerar i förhållande till dess syfte.</p><p><strong>Metod:</strong> En tvärsnittsundersökning genomfördes vid insamling av det empiriska materialet. Primärdata samlades in med hjälp av intervjuer från tre undersökningsföretag. Viss kompletterande sekundärdata har även bidragit till undersökningen.</p><p><strong>Slutsatser:</strong> Vid de tillfällen då företagen inte kan tillgodose sitt kärnkompetensbehov på en lokal marknad är expatriering en metod att tillgå. Expatriering leder då till en kunskapsförflyttning över de nationella gränserna. Samtliga undersökningsobjekt ställer sig positiva till användandet av expatriering och använder det främst vid behovsdrivna uppdrag. Företagen använder sig av expatriering vid både korta och långa uppdrag. Expatriering är en anställningsform som är förknippad med mycket höga kostnader för företagen och för att kunna behålla konkurrenskraften på de internationella marknaderna finner företagen det absolut nödvändigt med politiska incitament i form av skattelättnader för att kompetensförsörjningen fortsättningsvis ska kunna fortsätta. Det politiska incitament som idag förekommer i form av expertskatten har visat sig inte nyttjas i särskilt stor utsträckning av olika anledningar och med anledning av detta ställer vi oss kritiska till om expertskatten verkligen fungerar i förhållande till dess syfte.</p> / <p><strong>Problem:</strong> How do Swedish multinational companies use expatriation? How does the tax relief for foreign key personnel function in relation to its purpose according to the companies? What consequences does the use or non-use of tax relief for foreign key personnel according to the companies?</p><p><strong>Purpose:</strong> The purpose is to examine how Swedish multinational companies use expatriation as maintenance of competence and in that perspective, analyze whether the tax relief for foreign key personnel function in relation to its purpose.  </p><p><strong>Method:</strong> A cross-sectional survey was conducted for collection of the empirical material. Primary data were collected through interviews from three companies. Some additional secondary data have also contributed to the study.  </p><p><strong>Conclusion:</strong> At times when companies are not being able to meet their core competencies necessary for a local market, expatriation is a method available to use. Expatriation leads to a knowledge transfer across national borders. All survey items are in favor of using expatriation and use it primarily when they have a need-driven mission. The companies use expatriation at both short and long-term missions. Expatriation is associated with very high costs and to maintain competitiveness on international markets, the companies find it absolutely necessary to be able to use political incentives in the form of tax relief for foreign key personnel. The political incentives that currently exist in the form of tax relief for foreign key personnel have been identified as not used to any great extent for various reasons. Because of the results in this thesis we are critical about whether the tax relief for foreign key personnel actually works in relation to its purpose.</p>

Frågeställningar: Hur använder svenska multinationella företag expatriering? Hur fungerar expertskatten i förhållande till dess syfte? Vilka konsekvenser medför användandet eller icke-användandet av expertskatten för företagen? Syfte: Syftet är att undersöka hur svenska multinationella företag använder sig av expatriering som kompetensförsörjning och i det perspektivet utreda huruvida expertskatten fungerar i förhållande till dess syfte. Metod: En tvärsnittsundersökning genomfördes vid insamling av det empiriska materialet. Primärdata samlades in med hjälp av intervjuer från tre undersökningsföretag. Viss kompletterande sekundärdata har även bidragit till undersökningen. Slutsatser: Vid de tillfällen då företagen inte kan tillgodose sitt kärnkompetensbehov på en lokal marknad är expatriering en metod att tillgå. Expatriering leder då till en kunskapsförflyttning över de nationella gränserna. Samtliga undersökningsobjekt ställer sig positiva till användandet av expatriering och använder det främst vid behovsdrivna uppdrag. Företagen använder sig av expatriering vid både korta och långa uppdrag. Expatriering är en anställningsform som är förknippad med mycket höga kostnader för företagen och för att kunna behålla konkurrenskraften på de internationella marknaderna finner företagen det absolut nödvändigt med politiska incitament i form av skattelättnader för att kompetensförsörjningen fortsättningsvis ska kunna fortsätta. Det politiska incitament som idag förekommer i form av expertskatten har visat sig inte nyttjas i särskilt stor utsträckning av olika anledningar och med anledning av detta ställer vi oss kritiska till om expertskatten verkligen fungerar i förhållande till dess syfte. / Problem: How do Swedish multinational companies use expatriation? How does the tax relief for foreign key personnel function in relation to its purpose according to the companies? What consequences does the use or non-use of tax relief for foreign key personnel according to the companies? Purpose: The purpose is to examine how Swedish multinational companies use expatriation as maintenance of competence and in that perspective, analyze whether the tax relief for foreign key personnel function in relation to its purpose.   Method: A cross-sectional survey was conducted for collection of the empirical material. Primary data were collected through interviews from three companies. Some additional secondary data have also contributed to the study.   Conclusion: At times when companies are not being able to meet their core competencies necessary for a local market, expatriation is a method available to use. Expatriation leads to a knowledge transfer across national borders. All survey items are in favor of using expatriation and use it primarily when they have a need-driven mission. The companies use expatriation at both short and long-term missions. Expatriation is associated with very high costs and to maintain competitiveness on international markets, the companies find it absolutely necessary to be able to use political incentives in the form of tax relief for foreign key personnel. The political incentives that currently exist in the form of tax relief for foreign key personnel have been identified as not used to any great extent for various reasons. Because of the results in this thesis we are critical about whether the tax relief for foreign key personnel actually works in relation to its purpose.