Global ETD Search

1	Attracting and retaining talent : A qualitative study about Talent Management within the knowledge-intensive organizations in Sweden Smirnova, Kate January 2022 (has links) Although Talent Management is an area of research that has captured the attention of many as organizations around the world compete for talent, it is a relatively new area of research. Sweden is a country where the shortage of skilled workforce is significant and demand is high, especially in the knowledge-intensive industry. Hence, the aim of the thesis is to contribute to the understanding of how organizations in Sweden in the knowledge-intensive industries, attract and retain talents through talent management practices. This study is based on a qualitative methodology where the data collection was conducted through eight semi-structured interviews with ten respondents. The results show that talent can be defined both as something that all employees can become and develop into, and as personal qualities, but also depending on the context and situation. Talent attraction is achieved through employer branding and reputation building. A good reputation can be achieved through honesty and openness, through partnerships with other actors that are beneficial to the organization and through personal encounters both outside and inside the organization. In addition to the obvious benefits, an organization can develop methods to develop and enable career goals. Organizational culture can have an impact on the work of Talent Management and thus can set norms and influence perceptions of talent within an organization. Talent management talent attracting talent retaining talent organizational culture Swedish context human resource management Economics and Business Ekonomi och näringsliv
2	Attracting talent : Understanding Generation Z Job Seekers Bazatova, Petra, Nilsson, Rebecka January 2024 (has links) Purpose – To explore what Generation Z finds attractive when seeking for jobs. Design/methodology/approach – A qualitative research utilising semi-structured interviews with a total of 11 university graduates of Generation Z aged 21 to 29 seeking employment in Dalarna County, Sweden. The interviews were thematically analysed based on previouslyexisting literature. Findings – The findings indicate that Generation Z places high value on digital engagement, organizational transparency, and alignment with personal values such as sustainability and inclusivity. They prioritize job satisfaction aspects like career growth, work-life balance, and personalized feedback, although they have not yet fully developed specific expectations from employers. These insights suggest that organisations must adapt their recruitment strategies to align with these preferences, values and expectations, ensuring a transparent, values-driven, and engaging approach to effectively attract and retain Generation Z talent. Originality/value – This paper contributes to the under-research field of exploring what attracts Generation Z in the job market. Generation Z Job Seekers Recruitment Process Attracting Talent Recruitmentplatforms Employer Branding Qualitative Study Semi-structured Interviews Business Administration Företagsekonomi Work Sciences Arbetslivsstudier
3	Attracting Talent in North of Sweden : A qualitative study on the extent of Person-Organization Fit and Employer Branding for the purpose of talent attraction Andersson, Olivia, Karbalai, Zara January 2023 (has links) Companies in the North of Sweden are expressing big difficulties to acquire the right competency and the right people to fill voids in their organization. The purpose of this research paper was to gain an understanding of how companies in the north work with selected contributing factors, affecting their ability to attract talent. Starting off we gained perspective on how companies define talent and which talent management approach they implement. From there we learned to which extent they prioritize people fitting into the company’s identity/values and work with communicating with talents by displaying themselves as an attractive employer. Our attempt was to uncover any underlying behavior or beliefs within this region contributing to why this region, in particular, is experiencing difficulties in attracting talent. To reach these understandings, we conducted a case study holding six in-depth interviews with different companies in various locations within the region “Norrland”. By using the thematic analysis method, we concluded that businesses have attitudes regarding the nature of talent and how it should be managed which limits their view of who is considered as a competent potential employee. Moreover, we found that the majority of businesses operating the north to a relatively high extent prioritize their relationship with their employees. However, they do not work to a high extent with the creation of a strong employer brand, possibly contributing to the situation as it is perceived in the north. Talent talent management talent management lifecycle talent management process Attracting attracting talent attracting talent management Employer branding Employer branding and talent management Employer branding and P-O fit Employer branding and attraction North North of sweden talent north of Sweden P-O fit P-O fit and talent management P-O fit and employer branding Context Context and strategy Talent attraction and context global talent management Business Administration Företagsekonomi

1

Page generated in 0.0759 seconds