HR är ett ämnesområde som traditionellt fått mycket uppmärksamhet inom akademisk forskning där fokus varit på HR som stödjande funktion i form av personalförsörjning. I början av 1990-talet bildades en ny forskningsinriktning som berör HR som en strategiskt viktigt affärsenhet och i takt med den ökade konkurrensen på den Svenska arbetsmarknaden har HR blivit en mer prioriterad funktion för företag. Vi har valt att utifrån ett företagsekonomiskt perspektiv applicera teorier kring strategisk HR, arbetsgivarvarumärke samt talanghantering på svenska organisationer. Tidigare forskning har främst haft fokus på att enbart undersöka HR-avdelningen. Således har vi i den här studien försökt skapa en förståelse för om det finns en skillnad i uppfattningen av HR-funktionen som värdeskapande genom att intervjua specialister samt generalister. Historiskt finns det en problematik i att HR-funktionen enligt tidigare forskning haft svårt att synliggöra värdeskapande då den ofta ses som en ren stödjande funktion. Genom att undersöka Svenska företag inom flera olika branscher, och som uttalat arbetar strategiskt med HR är syftet med studien att undersöka om det finns en skillnad i uppfattningen av HR-funktionens värdeskapande mellan personer som arbetar med HR som generalister gentemot personer som är specialister. Vidare vill vi genom att undersöka hur organisationers strategiska arbete skiljer sig med fokus på strategisk HRM, talanghantering samt arbetsgivarvarumärke öka kunskapsbildningen inom det vetenskapliga ämnesområdet.   Den övergripande slutsatsen i studien är att den interna kommunikationen mellan specialister och generalister bör förbättras för att synliggöra HR-funktionens värdeskapande roll. Med en tydligare kommunikation kommer även det strategiska arbetet med arbetsgivarvarumärket och talanghantering förbättras. Även utvärdering av strategierna har visat sig vara en central faktor för att öka förståelsen för vilket värdeskapande strategierna ger. Utvärdering blir således ett viktigt verktyg för HR-specialister att skapa större uppskattning av funktionen.

As a result of the chronic nursing shortage, the ongoing retirements of an aging generation, and a general lack of interest from nurses to become nurse managers, there is valid concern around the development and sustainability of future nurse managers. The purpose of this qualitative study was to explore nurse managers’ perceptions and experiences of assuming a nurse manager position. In addition, the study highlights the organizational leadership practices that influenced nurses to become nurse managers. Using a modified version of Collings and Mellahi’s (2009) strategic talent management framework, two major themes emerged from the data giving insight into nurses becoming nurse managers. Broadening a nurse’s professional lens was considered by nurse managers to be an important theme relevant to understanding factors that motivated participant’s to become nurse managers. Shaping a nurse’s career path was the second theme that captured the leadership practices of existing leaders that influenced nurse’s becoming a nurse manager. The findings of this research were consistent with the literature related to understanding work motivations, as well as effective leadership practices believed to support career aspirations in nursing leadership. Implications for nursing leadership and practice were shared; recommendations for further research were discussed.

Globalization and demographic changes are posing new challenges for firms that compete for superior human capital resources, and this ‘war for talent’ is especially fierce among MNCs whose main asset is knowledge, like the consultancy industry. As the demand for future leaders increases, it is essential for such firms to ensure an efficient flow of diverse talent through the whole organization. Previous research has mainly treated diversity management and talent management separately, despite the fact that the two concepts are interrelated. This thesis aims to close this gap by exploring how global consultancies incorporate diversity into their talent management practices. By combining in-depth interviews and secondary data from three case companies, conclusions were drawn regarding the views and outcomes of diversity and through which practices the concept was integrated with the management of talents. Some interesting findings were that the main diversity focus was concentrated on gender issues and that global talent management was not highly prioritized in the participating case firms. With regards to talent management, the most highlighted strategy for achieving diversity was by focusing on attracting employees from different diverse groups.

The aim of the thesis is to design solutions for preventing crises in the area of human resources by use succession planning. Part of this work is the description of several models, one of which is adapted and applied to specific manufacturing company with regard to business requirements. Its applicability is validated on other enterprises and its strengths and weaknesses are discussed.

Syftet med denna studie är att på en operativ nivå undersöka praktikers syn på talang, inom en och samma organisation, samt deras erfarenhet av Talent Management för att skapa en djupare förståelse för potentiella orsaker till att Talent Management inte upplevs fungera i praktiken.  Undersökningen genomfördes i en svensk högteknologisk organisation baserat på inledande intervjuer med en Talent Management-specialist samt djupgående intervjuer med HR-medarbetare och linjechefer. Studiens resultat visar att synen på talang kan skilja sig avsevärt mellan nyckelaktörer på operativ nivå inom en och samma organisation, vilket inte kan förklaras av tidigare studier inom forskningsfältet. Detta har visat sig få följer i arbetet med identifiering och utveckling av talanger, vilket innebär att arbetet med Talent Management kan bedrivas på olika sätt inom en och samma organisation. Vidare kan synen på talang till viss del bidra till att förklara upplevda svårigheter gällande intern rörlighet och kommunikation i arbetet med strategin.

Orientation – Talent mindset (TM) and organisational commitment (OC) are two separate constructs and it appears that a positive relationship exists between these two constructs. Research Purpose – The study aims to determine the relationship between the talent mindset and organisational commitment of academic heads of departments. Motivation for the Study – There is a vast problem in the higher education sector with regards to retaining academic staff members. In order for higher education institutions to attract and more specifically retain academic talent, one needs to implement a sound talent management model. Before such a model can be implemented with success, the organisation first needs to have a positive talent mindset. The relationship between talent mindset and organisational commitment may provide a means to develop appropriate interventions or strategies in order to enhance the talent mindset by focusing on improving the organisational commitment and vice versa. Research Design, Approach and Method – Two instruments, namely the Talent Mindset Index (TMI) and Organisational Commitment Questionnaire (OCQ), were administered to a sample of 116 heads of departments at a leading university in South Africa, 53 completed questionnaires were obtained. The responses were analysed using correlation analysis and quantitative techniques. Main Findings – Results confirm that the presence of OC is associated with a positive TM Practical / Managerial Implications – The study provides evidence that there is a correlation between OC and the TM of academic heads of departments. Thus, if management utilises existing techniques to increase OC, this should lead to the enhancement of the head of departments’ TM. The enhanced TM would equip them to implement a talent management model to attract and retain academic staff. Contribution / Value Add – By enhancing the TM of the heads of departments through utilising existing techniques to increase OC, management should be in a stronger position to implement a talent management model effectively. / Dissertation (MA)--University of Pretoria, 2014. / lk2014 / Human Resource Management / MA / Unrestricted

My work is focused on the analysis of the talent education systém in GE Money in the Czech republic. In the first part I tried to explain the basis for the education of talented employees, which are obviously based on the foundations of business education. An important part was the explanation of the evaluation of education, which I determine the methodology by which I will proceed in their work. Methodology - the methods of data collection, data sources and types of research, which I looked, I describe in the second part of the work. The third part was the practical part - here I describe the organization in which I wrote the work, its organizational structure, training in business generally, and of course the various educational programs for talented staff. I here describe the results of my empirical research. This was aimed primarily at finding weaknesses and strengths of individual programs and the testing of hypotheses and determine whether the difference between the variance between the sample and control in their own self-efficacy.

This thesis is focused on analysis of current functioning of the trainee program at Nutricia a.s. The aim of theoretical part is to summarize the theoretical knowledge in the field of talent management and formulate a theoretical basis for the practical part. The subject of the practical part is to describe the trainee program at Nutricia and evaluate the current process based on the survey conducted among the participants. The aim of the thesis is to prove or disprove the hypothesis, to find the strengths and weaknesses of the program and give specific proposals and recommendations to improve the system. The main contribution of this work is provide the view of the participants on the trainee program and their expectations and create a comprehensive document which can be used for internal purposes of the company as it describes and evaluates the progress of the program.

This thesis analyses influencers of employer attractiveness with high focus on company performance and other elements concerning company as such. Theoretical part of this thesis aims to bring relevant background for the practical analysis. In particular, it examines areas such as talent management, employee value proposition and employer branding and their connection to employer attractiveness. Practical part identifies objective and subjective drivers of employer attractiveness. This part consists of three analyses: Questionnaire, Correlation Analysis and RPC Graduate Survey. Triangulation of all three analyses brings complex results concerning employer attractiveness influencers. Empirical part works towards answering of research questions and creating a recommendation manual that shall help companies to become attractive employers.

The Master thesis Global talent management in Schindler Company aims to map the concept of the career programme in Schindler Company SCDP (Schindler Career Development Programme) and to assess the feedback of programme participants based on the survey among participants. The thesis is divided into three parts. The first part of the thesis consists of theoretical knowledge on talent management and work with talents. Basic and key terms that are crucial for deeper introduction to the topic are defined in this part as well. The second part already has a practical character and it is dedicated to the program. Its particular phases, objectives and specifics are defined. The research part is based on the survey completed by participants of the programme. The programme is assessed based on the evaluation of the survey and recommendations for its improvement are proposed. The benefit of this thesis is the provision of survey results and recommendations for programme improvements, which can help Schindler with better understanding on their talents´ attitude.