Bakgrund: I Sverige når Barnhälsovården (BHV) nära 100% av alla barn och BHV-sköterskan är en viktig person för barnets hälsa och utveckling. Det ger unika förutsättningar för att främja barnets hälsa och ge stöd till föräldrarna. I BHV-sköterskans profession ingår en skyldighet att göra en orosanmälan vid minsta kännedom eller oro över att ett barn under 18 år utsätts för omsorgssvikt. Detta kan innebära svåra val och situationer där BHV-sköterskan kan vara i behov av stöd och vägledning för att kunna hjälpa barnet och dess familj på bästa sätt. Syfte: Syftet var att beskriva BHV-sköterskors upplevelse och behov av stöd och vägledning vid orosanmälan. Metod: Semistrukturerade intervjuer genomfördes med sex deltagare från barnhälsovården i Västra Götalandsregionen. Kvalitativ innehållsanalys användes för att analysera intervjuerna. Resultat: Resultatet visade att upplevelsen bland BHV-sköterskorna var att det gjordes för få orosanmälningar trots att de kände bra stöd ifrån kollegor när en anmälan skulle göras. De belyste också att det var viktigt med en god relation mellan BHV-sköterskan och familjerna för att kunna skapa ett tryggt föräldraskap och vidare kunna prata om svåra saker som vid de tillfällen när BHV-sköterskorna kände oro för barnet. Det framkom också i resultatet att de BHV-sköterskor som arbetade på familjecentraler upplevde ett större stöd och fick mer vägledning vid behov än de som arbetade på en traditionell BHV-central. Slutsats: BHV-sköterskor behöver stöd och vägledning när ett barn utsätts eller misstänks utsättas för omsorgssvikt och en orosanmälan ska göras. De BHV-sköterskor som arbetade på familjecentral kände störst stöd och hade enklare att få vägledning. / Background: In Sweden, Child Health Care reaches close to 100% of all children and the Children Health Care (CHC) nurse is an important person for the child's health and development. It provides unique conditions for promoting the child's health and providing support to the parents. The CHC nurse's profession includes an obligation to report a concern at the slightest knowledge or concern that a child under the age of 18 is exposed to neglect. This can mean difficult choices and situations where the CHC nurse may need support and guidance to be able to help the child and their family in the best way.  Aim: The purpose of the study was to describe Child Health Care nurses experience and needsof support and guidance when reporting concerns over the health of a child. Method: Semi structured interviews were conducted with six informants from child health care in the Western part of Sweden. Qualitative content analysis was used to analyze the interviews. Results: The results showed that the experience among the CHC nurses was that too few reports of anxiety were made, despite the fact that they felt good support from colleagues when a report was to be made. They also highlighted that it was important to have a good relationship between the CHC nurse and the families in order to create a secure parenting and also to be able to talk about difficult things such as at the times when the CHC nurses felt worried about the child. It also emerged from the results that the CHC nurses who worked at family centers experienced greater support and received more guidance when needed than those who worked at a traditional CHC center. Conclusion: CHC nurses need support and guidance when a child is or is suspected of being neglected and a report of concern must be made. The CHC nurses who worked at the family center felt the greatest support and found it easier to get guidance

Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка, приложений. В теоретической части представлены основные понятия, теории рекрутинга. В практической части описывается общая характеристика исследуемой организации, проведено исследование рекрутинговых процессов для создания кадрового резерва на предприятии. На основе полученных данных разработана программа оптимизации рекрутинговых процессов. В заключении подведены итоги в соответствии с поставленными задачами. / The master's thesis consists of an introduction, two chapters, a conclusion, a bibliographic list, and appendices. The theoretical part presents the basic concepts, the theory of recruiting. The practical part describes the general characteristics of the organization under study, a study of recruiting processes to create a personnel reserve at the enterprise was carried out. Based on the data obtained, a program for optimizing recruiting processes was developed. In conclusion, the results are summarized in accordance with the tasks set.

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Högre utbildning i relation till arbete är ett högst aktuellt ämne att diskutera då kravet på att ha en eftergymnasial utbildning blir allt högre. Däremot går det att ifrågasätta huruvida utbildningar faktiskt förbereder studenter inför arbetsmarknadens krav. Med detta som bakgrund ville vi undersöka HR-specialisters upplevelser av deras personal- eller arbetsvetenskapsutbildning, kopplat till användningen i deras nuvarande yrkesroll. Genom denna förståelse syftar vår undersökning till att skapa förståelse för viljan kring att etablera en HR-profession. Tidigare forskning och teorier visar på att HR-yrket inte uppfyller de kriterier som definierar en profession, men uppfyller vissa av kraven. Vidare beskrivs att anställningsbarhet är något som är upp till den enskilde individen att skapa, genom exempelvis en högre utbildning. Undersökningens empiri baserades på sju intervjuer med HR-specialister. Med hjälp av dessa intervjuer avsåg vi besvara de forskningsfrågor som formulerats för studien. I resultatet framkom bland annat att respondenterna var eniga kring att deras högre utbildning varit betydelsefull på dagens arbetsmarknad. Vidare visade resultatet att de utbildningar respondenterna läst inte kunnat ge en helt tydlig bild av vad HR-yrket faktiskt innebär, att det först var i yrkeslivet som de förstod vad HR-yrket är och arbetar med. Samtliga respondenter hade tagit med sig vissa konkreta verktyg och abstrakta kunskaper från sina utbildningar in i deras nuvarande yrkesroll. Under diskussionsavsnittet framkom att utbildning inte var allt som krävs för att kunna få och klara av jobbet som HR-specialist. Däremot bidrog utbildningen med kunskap som krävdes för att klara av de strategiska arbetsuppgifterna som HR-specialisterna utförde i sitt arbete. Att HR-yrket inte kan anses vara en profession stärktes av det respondenterna beskrev, kopplat till det som definierar en profession. Däremot kunde en vilja kring att etablera en profession utläsas av det respondenterna berättade om sin yrkesroll, vilket gav en djupare förståelse för viljan som råder kring att etablera en HR-profession.

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Yes / Objective Medication arrangements for patients with severe mental illness (SMI), including schizophrenia and bipolar disorder, can be complex. Some have shared care between primary and secondary services while others have little specialist input. This study investigated the contribution a specialist mental health clinical pharmacy team could make to medicines optimisation for patients on the SMI register in primary care. Research shows that specialist mental health pharmacists improve care in inpatient settings. However, little is known about their potential impact in primary care. Method Five general practice surgeries were allocated half a day per week of a specialist pharmacist and technician for 12 months. The technician reviewed primary and secondary care records for discrepancies. Records were audited for high-dose or multiple antipsychotics, physical health monitoring and adherence. Issues were referred to the pharmacist for review. Surgery staff were encouraged to refer psychotropic medication queries to the team. Interventions were recorded and graded. Results 316/472 patients on the SMI register were prescribed antipsychotics or mood stabilisers. 23 (7%) records were updated with missing clozapine and depot information. Interventions by the pharmacist included clarifying discharge information (12/104), reviewing high-dose and multiple antipsychotic prescribing (18/104), correcting errors (10/104), investigating adherence issues (16/104), following up missing health checks (22/104) and answering queries from surgery staff (23/104). Five out of six interventions possibly preventing hospital admission were for referral of non-adherent patients. Conclusion The pharmacy team found a variety of issues including incomplete medicines reconciliation, adherence issues, poor communication, drug errors and the need for specialist advice. The expertise of the team enabled timely resolution of issues and bridges were built between primary and secondary care.

This study examined the influence of human resources development on systemic practices, utility, and organizational results among contracting professionals within the public and private sectors. The study used a quantitative, correlational research design to answer the research questions, which asked whether or not statistically significant correlations were observed between human resources development and systemic practices, utility, and organizational results in the public and private sectors. A purposive sample was drawn from the membership of the National Contract Management Association to obtain the data necessary to answer the research questions. Once data was collected, it was reviewed for missing values and outliers. Then, the data was coded and imported into SPSS version 22.0 for Macintosh for data analysis. The data was first analyzed descriptively to identify similarities and differences between public and private sector contracting professionals. Additionally, the data was arranged by construct and analyzed for correlations between HRD and systemic practices, utility, and organizational results. The study was grounded in two theories – Kirkpatrick’s hierarchy and contingency theory. The data were evaluated against each of these theories. Keywords: Federal contract management, contract specialist, contract professional, contracting professional, human resource development, organizational results, federal contracting, training, workforce development

Sammanfattning Bakgrund: Omvårdnadens ansvarsområden är att främja hälsa och förebygga sjukdom. Trots att barn med intellektuella funktionsnedsättningar har likvärdiga rättigheter till vård visar internationella studier på brister i anpassad vård. Sjuksköterskor tycker ofta att det är svårt, utmanande och tidskrävande att ta hand om dessa barn. God omvårdnad bygger på att främja goda relationer mellan barnen, deras föräldrar och vårdpersonal. Syfte: Att beskriva specialistsjuksköterskors erfarenheter av att möta barn med intellektuell funktionsnedsättning på barnklinik.  Metod: En kvalitativ intervjustudie med induktiv ansats genomfördes med 14 specialistsjuksköterskor från två barnkliniker omfattande både slutenvårdsavdelningar och öppenvårdsmottagningar. Analysen genomfördes utifrån kvalitativ manifest innehållsanalys enligt Graneheim & Lundman. Resultat: Datainsamlingen resulterade i två kategorier, med tillhörande underkategorier. Den första kategorin beskriver att det krävs en individanpassning för att mötet ska bli bra, där relationsskapande och anpassning av kommunikation har stor betydelse. Den andra kategorin beskriver att omgivningsfaktorer har betydelse för mötet, där förberedelser och föräldramedverkan är viktiga komponenter för barnets trygghet. Även kunskap och erfarenhet hos specialistsjuksköterskan är av betydelse.  Slutsats: Studien visar vikten av att specialistsjuksköterskan individanpassar mötet med barn med intellektuell funktionsnedsättning. Med hjälp av en personcentrerad omvårdnad kan barnets individuella behov tillgodoses. Nyckelord: Intellektuell funktionsnedsättning, pediatrisk omvårdnad, personcentrerad omvårdnad, specialistsjuksköterska. / Summary Background: Nursing's responsibilities encompass promoting health and preventing disease. Despite children with intellectual disabilities having equivalent rights to care, international studies reveal care adaptation shortcomings. Nurses often find providing care for these children difficult, challenging, and time-consuming. Effective nursing relies on fostering good relationships between the children, their parents, and nursing staff. Purpose: To describe specialist nurses experiences of meeting children with intellectual disabilities at a child´s clinic.  Method: A qualitative interview study with an inductive approach was conducted, with 14 specialist nurses from two children´s clinics covering both inpatient and outpatient care. The analysis was conducted using qualitative manifest content analysis, according to Graneheim & Lundman.  Results: The data collection resulted in two categories, with associated subcategories. The first category describes that individual adaption is required for the meeting to be good, where relationship building, and adaption of communication are of great importance. The second category describes that environmental factors are important for the meeting, where preparations and parental involvement are important components for the child´s safety. The specialist nurse´s knowledge and experience are also important.  Conclusion: The study shows the importance of the specialist nurse individually adapting the meeting with children with intellectual disabilities. With the help of person-centred care, the child's individual needs can be met.    Key words: Intellectual disability, pediatric nursing, person-centered care, specialist nurse

Some innovations are termed ‘disruptive’, a designation that is normally applied to technology; examples include computers, digital cameras, and mobile phones. The term can also be applied to groups of workers, particularly if they are able to offer specific technical capabilities within a market at lower cost, but broadly equal and effective to that offered by traditional products or services. Paramedics could be described in this way and are a newly professionalised group, with distinctive capabilities in terms of responding to the needs of not just the acutely ill and injured, but increasingly those patients with undifferentiated non-life- threatening conditions, which increasingly make up the bulk of 999 call demand. The key to their transition from an artisan, skilled worker to professional status is the acquisition of certain ‘hallmarks’. Perhaps the most important of these is the completion of more prolonged education that affords the opportunity to graduate with enhanced decision-making and other clinical skills in order to meet the needs of the full spectrum of patients in the pre-hospital setting. Paramedics were surveyed to determine how they rated their ‘traditional’ preparation and to establish what their attitudes were to a more educationally based approach. Paramedics themselves proved to be realistic regarding shortcomings in established training and education systems, while also being strongly motivated to learn more within a higher education setting, particularly if this additional effort would result in being able to offer a wider range of care to their patients. During the study, major changes in the health care environment and the role of the Ambulance Service took place, leading to a requirement to undertake a second phase of research. This took the form of ‘Horizon Scanning’ in an attempt to detect ‘signals’, themes and trends in relation to newly emerging ‘competitors’ to the paramedic role. These included nursing, new practitioners and most critically, the rapidly emerging medical sub-speciality of pre-hospital care, staffed by medical personnel on a pattern found specifically in some European countries, sometimes termed the ‘Franco-German’ model/System (FGM/S). Hitherto, the model of provision in the UK had followed the ‘Anglo-American’ model/System (AAM/S), approach, with paramedics providing direct patient care in the field and medical staff largely involved in medical oversight, teaching, clinical governance and other higher level roles. As part of this research, the evidence base for change was examined and consideration given to the factors that might help clarify what the likely situation could be in 2030 in respect of ambulance services, pre-hospital care and paramedics. This future is uncertain, but factors have been identified that would militate in favour of one or other model prevailing, with close links established between educational preparation, system design, career structure and the continuance of the professionalisation process favouring paramedic progression. However, other factors, most specifically professional power, the absence of a clear evidence base and an apparent reluctance to clearly acknowledge this in some respects, lead to the conclusion that the future of pre-hospital care remains uncertain and contested, but also potentially amenable to a well-directed influencing strategy.