The discipline of Human Resource Management is regarded as one of the fundamental pillars of organisational theory. The employees of an institution are considered to be the most important assets that an institution possesses, primarily because they determine the success or failure of the institution in question. Employee attraction and retention is known to scholars of the discipline as one of the prominent challenges that constantly confront institutions, both public and private. As labour markets become more globalised, the phenomenon of employee mobility surges, which results in these public and private institutions needing to develop and implement measures that would assist them in attracting skilled personnel, whilst also ensuring that they have the ability to retain such personnel. The war for talent continues to grow in the contemporary world as institutions strive to adapt the ever-changing milieu in which they operate. This study examines the underlying factors of career and retention management practices in the Department of Local Government and Housing by virtue of evaluating the Career and Retention Management Policy that the Department has in place as a means of addressing its turnover and retention challenges. Furthermore, the study recommends possible solutions and strategies for improving the current interventionist policy of the Department. The literature study indicated that employee turnover is detrimental to the ability of an institution to deliver goods and services, particularly if dysfunctional turnover occurs. Some of the causes, costs and types of turnover were conceptualised, in addition to the discussions on career and retention management. The study highlighted that the establishment of effective career development and management systems in the workplace is imperative, particularly as employees continuously seek personal and career growth opportunities. The failure to develop such systems may result in employees seeking these opportunities elsewhere, which would consequently deter the Department or any other institution from attaining its goals and objectives. The empirical study of this dissertation investigated possible reasons or factors why senior managers of the Department of Local Government and Housing may want to leave the Department and seek employment elsewhere. In addition to this, an evaluation of the Career and Retention Management Policy would provide a perceptive for assessing the effectiveness of the Policy in terms of its capacity to reduce employee turnover, at the same time ensuring that the Department remains an attractive employer of choice. Self-administered questionnaires were distributed to forty senior managers; however twenty-one were completed and returned by the participants. The analysis of the data revealed that the public service has the capability to retain critically skilled employees and that this is not necessarily brought about by the introduction of improved remuneration packages, but rather by placing an emphasis on career development because very often employees in the Department of Local Government and Housing are denied opportunities to climb the career ladder and this results in the Department’s retention ability being challenged. Various gaps within the Policy were identified, predominantly its content, which was described by participants as ambiguous. The study recommends possible solutions and strategies for addressing the challenges that were identified in the analysis. International best practices are utilised as a benchmark for establishing how other institutions have successfully formulated and implemented effective career development and management systems. / Dissertation (MAdmin)--University of Pretoria, 2011. / School of Public Management and Administration / unrestricted

This Master's Thesis deals with the issue of talent management at Tesco Stores ČR a.s. The main goal was to create an action plan for cooperation with talent's at Tesco Stores ČR a.s. leading to an increase in employee engagement. Through a detailed study of specialized literature, talent management and its processes, employee development, succession planning, career management and performance management were defined. An analysis of the current system of talent management in the company was created based on interviews and a questionnaire survey. A SWOT analysis generated recommendations and suggestions for improvement on specific activities for talents, optimization of succession plans and development programmes.

Studiens syfte är att studera hur grundskollärare beskriver sitt arbete med elevers valkompetens, särskilt när det gäller att uppmärksamma könsmönster och stärka elevers självförtroende för att kunna göra väl underbyggda val. För datainsamling användes en kvalitativ metod med semistrukturerade intervjuer och en tematisk analys för att analysera insamlad data. Resultatet visade att lärarna ansåg sig spela en viktig roll för elevers valkompetens. Detta genom att hjälpa eleverna ta in och bearbeta information kring utbildningar och yrken. Men även genom att i sin dagliga undervisning arbeta för att utmana de könsmönster som finns i samhället och stärka elevernas situationsspecifika självförtroende genom bland annat positiv feedback. Studiens resultat tyder på att lärarna, genom sitt arbete med att stärka elevernas valkompetens, bedriver vägledning i ett generellt perspektiv utan att alltid vara medvetna om det. / The purpose of this essay is to study how compulsory school teachers describe their work with students’ career management skills (CMS), especially when it comes to paying attention to gender patterns and strengthening students’ self-efficacy in order to make well-founded choices. A qualitative method with semistructured interviews was used to answer the purpose of this essay and a thematic analysis was used to analyze the gathered data. The results showed that the teachers viewed themselves to play an important role in their students’ career management skills. This by helping their students collect and process information about different educations and vocations. But also by challenging gender patterns in society in the daily interactions with their students, together with strengthening their students’ self-efficacy through positive feedback, among other things. The results of this study indicates that the teachers, through their efforts to strengthen the students’ career management skills, provide guidance in a general perspective without always being aware of it.

Många som drabbas av utmattningssyndrom (UMS) upplever en nedsatt kognitiv förmåga och att sjukdomen blir en brytpunkt och ett vägval som kräver en väl fungerande handlingsplan inför framtiden. Denna studie har intervjuat individer med UMS och frågat hur de ser på karriärvägledning, om den behövs och vilken typ av vägledning som de efterfrågar. Resultaten från de kvalitativa intervjuerna analyserades utifrån careershipteorin och konstruktivistisk teori och visar att personer med UMS är i behov av en livsförändring som kräver ny insikt, utsikt och framsikt för en lyckad återgång till arbetslivet och ett hälsosamt förhållningssätt till arbete och prestation. Vidare framkom det ett behov av ett holistiskt förhållningssätt där individens egen livshistoria sätts i centrum då det inte finns några mediciner eller färdiga lösningar som passar alla. Karriärkompetens och livslångt lärande är centrala delar av denna studie och med en fördjupad kunskap inom detta område kan en studie- och yrkesvägledarens insats, det vill säga karriärvägledning, vara till stor nytta för personer med UMS. / Many people who suffer from fatigue syndrome (UMS) experience a reduced cognitive ability that becomes a turning point, leading to a crossroad that requires a well-functioning action plan for the future. In this study, interviews with people that are or have been diagnosed with UMS have shared their opinions regarding career guidance, whether career guidance is needed, and what type of guidance they perceive as needed. The results from the qualitative interviews were analyzed drawing on careership theory and constructivist theory, showing that people with UMS are in need of a life change that requires new insight, perspective and foresight for a successful return to work and a healthy way of relating to work and accomplishment. Furthermore, the study shows that there is a need for a holistic approach where the individual's own life story is put at the center, since no medications or ready-made solutions that suit everyone exist. Career management skills and lifelong learning are central parts of this study and with an expertise within this area, a career counsellor’s contribution, i.e. career guidance, can be of great benefit to people with UMS.

7 ABSTRACT Topic: Mothers manager - can cope with motherhood and career? is topical and is an area where there are still certain provisions regarding gender equality, which indicates the fact that women are represented only less than a third, although almost half the working population. It is clear that career managers are affected by many factors that are slowing down, which probably has the most significant effect of motherhood. In their qualitative research, I took aim at women who work as managers and have small children. Analyze in detail the four key areas: the experience of women returning after maternity / parental leave for managerial position, the impact of motherhood on their careers, strategies and experiences in balancing work and family and any experience with any form of discrimination in the labor market. The basic research question was: "What are the challenges facing the mother-manager gender inequality in our society?"

The master thesis consists of an introduction, three chapters, conclusion, bibliography, applications. In the theoretical part presents the basic concepts of business management theory. In the practical part, the general characteristics of the organization under study are described, and a study has been conducted on the management of the business career of technical specialists in government bodies. On the basis of the obtained data, recommendations have been developed for increasing the efficiency of managing the business career of technical staff with personnel management tools. In conclusion, summarized in accordance with the tasks. / Магистерская диссертация состоит из введения, трех глав, заключения, библиографического списка, приложений. В теоретической части представлены основные понятия, теории управления деловой карьерой. В практической части описывается общая характеристика исследуемой организации, проведено исследование управления деловой карьерой технических специалистов в органах государственной власти. На основе полученных данных разработаны рекомендации по повышению эффективности управления деловой карьерой технических сотрудников средствами управления персоналом. В заключении подведены итоги в соответствии с поставленными задачами.

The purpose of study is to investigate how guidance couselors in year 7-9 in primary school, work with students with intellectual disabilities, IF, to strengthen students´career management skills before various future choices, especially the choice of upper secondary special school. The study is carried out with qualitative semi-structured interviews with eight guidance counselors, all of whom have mentoring assignment for the special school. The result is analyzed on the basis of CIP theory, Cognitive Information Processing, which describes the decision-making process regarding elections and how career management skills develops during this process. The results show that guidance counselors work on the basis of sevrela different conditions and in differens ways. It is striking that guidance counselors work to create relationsships and broaden perspectives, in order to strengthen students´self awareness and develop knowledge about working life. Knowledge is the basis for students to be able to develop their career management skills. The study shows that guidance in compulsory school has challenges that limit the management space for students, wich affects the counselors´way of working. / Studiens syfte är att undersöka hur vägledare i år 7-9 i grundsärskolan, arbetar med elevermed intellektuell funktionsnedsättning, IF, för att stärka elevers valkompetens inför olikaframtida val, framför allt valet till gymnasiesärskolan. Studien är genomförd med kvalitativsemistrukturerade intervjuer med åtta stycken studie och yrkesvägledare som samtliga harvägledaruppdrag mot särskolan. Resultatet är analyserat utifrån CIP-teorin, CognitiveInformation Processing, som beskriver beslutsprocessen rörande val och hur valkompetensutvecklas under denna process. I resultatet framkommer att vägledare arbetar utifrån fleraolika förutsättningar och på olika sätt. Framträdande är att vägledarearbetar relationsskapande och perspektivvidgande, för att stärka elevernas självkännedom ochutveckla kunskaper om arbetslivet. Dessa kunskaper är grunden för att elever ska kunnautveckla sin valkompetens. Studien visar att vägledning i grundsärskolan har utmaningar sombegränsar handlingsutrymmet för elever vilket påverkar vägledarens arbetssätt.

This study presents insights on career management in the creative and cultural industries in Scotland with detailed exploration into practices and strategies employed by cultural workers. Following a phenomenological approach, the study has used subjective data of individual career experiences and interpreted them into objective patterns of career management. Using qualitative research interviews and thematic analysis, the doctoral study explored the career management experiences of thirty six cultural workers and identified particular strategies adopted in the self-management of precarious and unpredictable careers. Employment in the creative and cultural industries is with precarious which constitutes a specific environment for career management and career progression. Not enough is known about the ways in which cultural workers manage their careers in these circumstances. The aim of this study was to understand the realities of contemporary career management in the creative and cultural industries and to identify particular practices and strategies in which creative careers might be managed. Beyond the scholars in this field, this research is of interest to cultural workers, policy makers in the creative and cultural industries more broadly and higher education institutions preparing graduates for work in the creative and cultural industries. The empirical evidence gathered can better inform cultural workers of effective career management strategies and propose policy interventions that would facilitate effective career management and career management education. Key findings focus on the use of online / social media within creative careers and how such activity takes place; the development of a new harmony between art and economic logics and the application of development based career strategies in creative careers, with cultural workers being more managerial than they even recognise themselves. The findings from this study offers confirmation to what is already known about careers in the creative and cultural industries, greater depth and detail to what is already known and extend understanding about the relationship disconnect between individual career Career Management in the Creative and Cultural Industries Abstract management strategies and the policies designed to support cultural workers – policies which focus on growth and development of the industry but not those individuals who make up the industry. Exploration of the phenomenon of career management in the creative and cultural industries requires further research, which could include: alternative methodologies to elicit perceptions based on the findings from this study, deeper exploration into both the difference in career management within the creative and cultural industries and the emerging relationship between art and economic logic.

As atuais tendências econômicas e sociais propiciam o surgimento de carreiras condicionadas não somente às oportunidades profissionais oferecidas pelas organizações, mas também às necessidades pessoais e familiares dos trabalhadores. Os indivíduos, atualmente, são chamados à responsabilidade pela própria carreira e a assumir sua evolução profissional. Porém, para parte das pessoas, as atuais opções de carreira são diferentes das vislumbradas no planejamento original da vida profissional, esse é o caso dos ex-funcionários do Banespa uma Sociedade de Economia Mista, que tinha forma do setor privado, mas conservava características de empresa pública por ter o Estado de São Paulo como seu maior acionista e controlador da instituição. Tinha um quadro de 22,3 mil funcionários em novembro de 2000, no auge do processo de privatização, quando foi vendido ao Grupo Espanhol Santander. Entre as abordagens que consideram as mudanças enfrentadas por esses trabalhadores, as carreiras sem fronteiras surgem como contraponto às teorias tradicionais e consideram fatores de flexibilidade e de independência entre a pessoa e a empresa. Tal conceito foi utilizado neste trabalho como base para a investigação da gestão pessoal da carreira dos ex-funcionários do Banespa; como objetivo geral do estudo, buscou-se identificar as formas de manifestação desse tipo de carreira no gerenciamento pessoal da transição profissional desses trabalhadores. Os procedimentos metodológicos adotados no estudo foram: o quantitativo, operacionalizado por meio da aplicação de um questionário fechado a uma amostra aleatória estratificada proporcional, e o qualitativo, operacionalizado mediante entrevistas abertas padronizadas, aplicadas a uma sub-amostra sorteada aleatoriamente. A decisão de estratificação da amostra deu-se em função da necessidade de divisão dos respondentes em dois grupos: os que permaneceram trabalhando na instituição após a privatização e os que foram desligados após a adesão ao Programa de Desligamento Voluntário de 2001, oferecido pelo novo controlador da instituição. A suposição levantada na sub-hipótese 3 de que as respostas desses dois grupos apresentariam diferenças foi negada. Da mesma forma, a suposição de que as decisões da transição profissional desses trabalhadores seriam norteadas pelo valor Estabilidade/Segurança, representada pela sub-hipótese 2, também foi negada. Os resultados, que levaram à aceitação da sub-hipótese 1 deste trabalho, apontaram que a maneira como a pessoa gerencia sua carreira enquanto trabalha na empresa estável influencia a gestão pessoal da sua transição profissional, influenciando também a manifestação das carreiras sem fronteiras que, nas atitudes profissionais desses trabalhadores, se manifestaram das seguintes formas: Responsabilidade sobre a própria carreira; Compatibilidade entre valores pessoais e trabalho; Influência de necessidades pessoais e familiares em decisões profissionais; Aprendizado constante para valorização profissional; Iniciativa para o aprendizado constante. Apesar da identificação dessas formas de manifestação das carreiras sem fronteiras, os resultados não permitiram estabelecer um padrão para essa manifestação durante a transição profissional, portanto, aceitou-se a hipótese geral do estudo. Constata-se, ao final do trabalho, que as carreiras sem fronteiras podem não corresponder à realidade absoluta das carreiras atuais, mas certamente ajudam na compreensão dessa realidade. / Current economic and social trends have led to the development of careers conditioned not only by the professional opportunities provided by organizations, but also by the personal and family needs of workers. People are now called upon to take responsibility for their own careers and take charge of their professional evolution. To some, however, current career options are different from those that were envisioned when first planning their professional lives, as is the case with former employees of Banespa, a quasi-governmental corporation that operated as a privately held company but was owned (and controlled) mostly by the state of São Paulo. Banespa employed around 22.300 people by November 2000, at the height of a privatization process at the end of which it was sold to the Spanish Santander Group. Of several approaches that may be used to consider the changes faced by these employees, the concept of boundaryless careers arises as a counterpoint to traditional theories that takes into account the factors of flexibility and independence between the person and the firm. In the present work, this concept was used as a basis for investigating the personal career management of former Banespa employees; the general study objective sought to identify the manners in which this type of career is manifested in the personal management of professional transition among this workforce. The present study was carried out by means of quantitative and qualitative methods. The former consisted of a closed-ended questionnaire applied to a proportionate stratified random sample, while the latter consisted of a set of standardized open interviews conducted with a randomly selected subsample. Stratification of the sample was chosen in light of the need to divide respondents into two groups: those who remained with the firm after privatization and those who left after the Voluntary Redundancy Program offered by the firms new controllers in 2001. Sub-hypothesis 3 of the study, which assumed that the two groups responses would differ, was rejected. Likewise, sub-hypothesis 2 that employees decisions on professional transition would be guided by the Stability/ Security factor was rejected. Leading to acceptance of sub-hypothesis 1, results showed that the way in which one manages ones career while employed by a stable organization influences the personal management of ones professional transition, and also influences the manifestation of boundaryless careers, which, in this sample of workers, occurred as follows: Responsibility for ones own career; Compatibility between personal values and work; Influence of personal and family needs in professional decisions; Constant learning for professional appreciation; Initiative for constant learning. Although these manifestations of boundaryless careers were identified, results did not permit the establishment of a pattern for such manifestation during the professional transition phase; the general study hypothesis was therefore accepted. In closing, the boundaryless career concept may not correspond to the absolute reality of current careers, but certainly aids its understanding.

Šiame magistratūros baigiamajame darbe nagrinėjama darbuotojų, dirbančių klinikinės medicinos srityje, asmeninės karjeros valdymas. / The present paper evaluates personal career management of the professionals working in clinical research.