This qualitative study’s purpose was to investigate and compare the view towards activities for elders among the manager, employees and the elders at a nursing home. One manager, two employees and three elders participated in interviews. These interviews showed that the view towards activities among elders was generally positive. The informants stated that the activities contributed with several positive effects. Among them were the elders’ subjectively reported well-being. This indicated correlation between the results and activity theory, implying that activities are a vital part of elders’ well-being. When the informants were asked about the possibilities as well as obstacles of elders engaging in activities, economy and disease were, directly and indirectly, brought up as obstacles. Regarding the economy, the HR perspective but also new public management could serve as explanations. The largest possibility presented however was the employees; if they were passionate about activities, as would the elders also become. / Studien hade som syfte att undersöka och jämföra synen på aktiviteter för äldre bland verksamhetschef, personal och brukare på ett särskilt boende. En verksamhetschef, två personal samt tre brukare deltog som informanter i denna kvalitativa studie bestående av intervjuer. Dessa intervjuer visade att synen på aktiviteter är generellt positiv. Samtliga informanter uppgav aktiviteters positiva effekter, till exempel ett ökat välbefinnande för den äldre. Detta indikerar en korrelation mellan resultaten och aktivitetsteorin, vilken tyder på att aktiviteter är en viktig komponent i den äldres välbefinnande. När informanterna blev tillfrågade vilka möjligheter och hinder som fanns angående brukarnas deltagande i aktiviteter angavs ekonomi och sjukdom, både direkt och indirekt, som hinder av samtliga informanter. Vi tolkar dessa ekonomiska aspekter genom att använda oss av ett HR- samt new public management-perspektiv. Den största möjligheten som de alla uppgav var personalen; om de ansågs engagerade till aktiviteter, blev också de äldre det.

To classify is human. Whether intentionally or not, we classify the world around us, though not all classification has the same level of impact. Throughout history and well into modern day, classification of people, from the apartheid regime in South Africa to gender classification of trans people, has had significant and sometimes devastating impact on individuals. This bachelor thesis examines the views of developers and recruiters regarding automatic classification of CVs within recruitment, and how these differ. Nine interviews with twelve informants – three developers and nine recruiters – form the empirical base of the thesis. A thematical analysis is applied and the results are presented in relation to the everyday consequences in Geoffrey C. Bowker and Susan Leigh Star’s (1999) theoretical perspective. Three main topics are discerned as common themes in the interviews: time saving, precision, and reliability. The differing focus on each theme in the respective professions is further discussed. The width of the study does not allow for a generalised view of the opinions of each profession but provides an interesting starting point for further studies within the field.

No início dos anos 90, os primeiros indícios do tráfico ilícito de materiais nucleares e radioativos foram observados principalmente na região européia. Uma década marcada por inúmeros casos de apreensão desse tipo de material. Como resultado, esses atos passaram a ser alvo de investigações criminais forenses, desenvolvendo-se a partir daí, a ciência forense nuclear. No Brasil não há registros oficiais do tráfico ilícito de material nuclear, entretanto, é amplamente conhecida a extração e o transporte ilegal de materiais geológicos radioativos, assim como a apreensão de fragmentos de materiais utilizados como blindagem de fontes radioativas. Uma das principais ferramentas utilizadas na ciência forense nuclear consiste no estabelecimento de bancos de dados de materiais nucleares. Esses documentos devem conter o maior número possível de informações sobre as características físicas, químicas e nucleares do material apreendido, permitindo a identificação de sua origem, processo de fabricação ou mesmo a idade (age). Assim, se estabelecem padrões de composição característicos de cada material, denominados assinaturas químicas (chemical finger print). Nesse trabalho foi adotado o protocolo forense nuclear seguindo as três etapas de avaliação sugeridas pela Agência Internacional de Energia Atômica (AIEA) na identificação da origem de Siliceto de urânio (U3Si2). Realizaram-se ensaios de caracterização física, química e isotópica dos materiais em estudo e compararam-se os dados com aqueles obtidos para outros compostos de urânio (Tetrafluoreto de urânio, UF4; óxidos de urânio, UO2 e U3O8; tricarbonato de amônio e uranila, TCAU) estabelecendo-se uma assinatura característica para cada um. A partir dos resultados foi possível classificar os compostos por grupos de origem, uma vez que são provenientes de diferentes processos de fabricação e/ ou origem. Demonstrou-se também a importância da criação e manutenção de um banco de dados nuclear na investigação de um evento forense nuclear. / In the early 1990´s, the first illicit trafficking of nuclear and radioactive materials was observed mainly in Europe. A decade marked by numerous cases of seizures of these materials. As a result, these events have become the subject of criminal forensic investigations and develop from there, nuclear forensics. In Brazil there are no illicit trafficking official records of nuclear material, however, is widely known the extraction and illegal transportation of radioactive geological materials, and the materials pieces attachment used as shielding for radioactive sources. One of the main tools used in nuclear forensics is the nuclear materials databases establishment. These documents must contain the most information as possible about the physical, chemical and nuclear material seized, allowing the identification of their origin, manufacturing process or age. Thus, it sets characteristic composition standards of each material, called \"chemical signatures (chemical finger print). In this work nuclear forensic protocol was adopted as well as the three stages of assessment suggested by International Atomic Energy Agency (IAEA) in identifying the origin of uranium silicide (U3Si2). Assays were performed in order to make physical, chemical and isotopic characterization of the studied materials and compared the data with those obtained for other uranium compounds (Uranium tetrafluoride, UF4; uranium oxide, UO2 and U3O8; Yellow cake) by establishing a characteristic signature for each one. Through the assays the uranium compounds were classify by origin groups, as far as they are from different manufactured process and/ or origin. It was also possible to show the importance of a nuclear forensic database during an investigation of a nuclear forensic event.

No início dos anos 90, os primeiros indícios do tráfico ilícito de materiais nucleares e radioativos foram observados principalmente na região européia. Uma década marcada por inúmeros casos de apreensão desse tipo de material. Como resultado, esses atos passaram a ser alvo de investigações criminais forenses, desenvolvendo-se a partir daí, a ciência forense nuclear. No Brasil não há registros oficiais do tráfico ilícito de material nuclear, entretanto, é amplamente conhecida a extração e o transporte ilegal de materiais geológicos radioativos, assim como a apreensão de fragmentos de materiais utilizados como blindagem de fontes radioativas. Uma das principais ferramentas utilizadas na ciência forense nuclear consiste no estabelecimento de bancos de dados de materiais nucleares. Esses documentos devem conter o maior número possível de informações sobre as características físicas, químicas e nucleares do material apreendido, permitindo a identificação de sua origem, processo de fabricação ou mesmo a idade (age). Assim, se estabelecem padrões de composição característicos de cada material, denominados assinaturas químicas (chemical finger print). Nesse trabalho foi adotado o protocolo forense nuclear seguindo as três etapas de avaliação sugeridas pela Agência Internacional de Energia Atômica (AIEA) na identificação da origem de Siliceto de urânio (U3Si2). Realizaram-se ensaios de caracterização física, química e isotópica dos materiais em estudo e compararam-se os dados com aqueles obtidos para outros compostos de urânio (Tetrafluoreto de urânio, UF4; óxidos de urânio, UO2 e U3O8; tricarbonato de amônio e uranila, TCAU) estabelecendo-se uma assinatura característica para cada um. A partir dos resultados foi possível classificar os compostos por grupos de origem, uma vez que são provenientes de diferentes processos de fabricação e/ ou origem. Demonstrou-se também a importância da criação e manutenção de um banco de dados nuclear na investigação de um evento forense nuclear. / In the early 1990´s, the first illicit trafficking of nuclear and radioactive materials was observed mainly in Europe. A decade marked by numerous cases of seizures of these materials. As a result, these events have become the subject of criminal forensic investigations and develop from there, nuclear forensics. In Brazil there are no illicit trafficking official records of nuclear material, however, is widely known the extraction and illegal transportation of radioactive geological materials, and the materials pieces attachment used as shielding for radioactive sources. One of the main tools used in nuclear forensics is the nuclear materials databases establishment. These documents must contain the most information as possible about the physical, chemical and nuclear material seized, allowing the identification of their origin, manufacturing process or age. Thus, it sets characteristic composition standards of each material, called \"chemical signatures (chemical finger print). In this work nuclear forensic protocol was adopted as well as the three stages of assessment suggested by International Atomic Energy Agency (IAEA) in identifying the origin of uranium silicide (U3Si2). Assays were performed in order to make physical, chemical and isotopic characterization of the studied materials and compared the data with those obtained for other uranium compounds (Uranium tetrafluoride, UF4; uranium oxide, UO2 and U3O8; Yellow cake) by establishing a characteristic signature for each one. Through the assays the uranium compounds were classify by origin groups, as far as they are from different manufactured process and/ or origin. It was also possible to show the importance of a nuclear forensic database during an investigation of a nuclear forensic event.

The use of analytics in human resource (HR) management has proven successful in improving company performance by reducing workforce costs, improving the quality of recruitment, improving talent management and employee engagement, and generally improving productivity. The purpose of this qualitative, multiple-case study was to explore how HR managers use analytics to improve company performance using the contextually based human resource theory as the conceptual framework. The target population comprised a purposeful sample of 5 HR managers in Washington DC; the United States; and Lagos, Nigeria, who had experience using analytics for HR management. Data were collected through semistructured interviews using face-to-face, telephone, and Internet communications and a review of company documents and websites. Data analysis included content and thematic analysis. Four themes emerged from data analysis: the need for HR analytics to align with organizational strategy, the need for understanding HR metrics and how insights derived from HR analytics improve company performance, influencers of HR analytics adoption, and the barriers to HR analytics adoption. The findings and recommendations of this study can assist HR managers in implementing HR analytics successfully. The implications for positive social change include the potential for increased employee satisfaction, improved productivity, and enhanced prosperity in local communities, leading to positive socioeconomic indicators.

Bakgrund: Träning i naturliga miljöer har hälsofrämjande effekter och ökar välbefinnandet i jämförelse med träning som sker i inomhusmiljöer. Individer som utför träning i utomhusmiljöer visar sig ha högre hastighet, hjärtfrekvens och blodlaktatkoncentration, i jämförelse med individer som tränar inomhus vilket påverkar den fysiska prestationen.Syfte: Syftet med denna studie var att undersöka mätbara skillnader i fysisk prestation inomhus och utomhus genom ett maxpulstest.Metod: Studien genomfördes med en randomiserad kontrollerad cross- over design där åtta män och fem kvinnor (medelålder 26 ± 3.67), fysiskt aktiva, genomförde ett beeptest vid två tillfällen. Testet utfördes av samma person vid ett tillfälle inomhus och ett tillfälle utomhus. Analysen utgick från uppskattat VO2 max genom protokoll av beeptest, objektiv mätning och kontroll av puls direkt före tester och direkt efter genomförda tester.Resultat: Resultaten visade en signifikant skillnad i VO2 max (O2ml/kg/min) (p= 0.047), genom en högre fysisk prestation inomhus i jämförelse med utomhus (46.08 ± 8.76 och 44.73 ± 8.84). Puls (slag/min) efter genomförda tester visade ett högre medelvärde inomhus i jämförelse med utomhus (192.36 ± 10.13 och 190.45 ± 9.11), men ingen signifikant skillnad (p=0.11). Puls före tester visade ingen signifikant skillnad (p=0.898) mellan inomhusmiljön och utomhusmiljön (107.16 ± 18.78 och 107. 75 ± 18.49).Slutsats: Resultaten indikerar på att det är skillnader i fysisk prestation i olika miljöer. VO2 max var signifikant högre i inomhusmiljön i jämförelse med utomhusmiljön. Medel-maxpulsen tenderade ha ett högre medelvärde inomhus i jämförelse med utomhus. / Background: Exercise performed in natural environments produces health-promoting effects and increases well-being, in comparison with exercises performed in indoors-environments. Individuals who exercise outdoors has higher velocity, heartrate and blood lactate concentration compared to individuals who exercise indoors, which affects the physical performance.Purpose: The purpose of this study was to investigate measurable differences in physical performance indoors and outdoors through a maximum heartrate test.Method: The study was conducted with a randomized controlled cross over design where five women and eight men, physical active, in the middle age of 26 ± 3.67 years, performed a shuttle run test at two times. The test was repeated by the same individual one time indoors and one time outdoors. The analysis was made by estimated VO2 max using a protocol from the performed shuttle run test, and controlled objective measurements of pulse levels, directly before the test started and directly after finished test.Results: Significant differences were found between indoors and outdoors, where VO2 max (O2ml/lbs/min) (p= 0.047) was higher indoors than outdoors (46.08 ± 8.76 and 44.73 ± 8.84). Pulse levels (beats/min) was higher indoors than outdoors (192.36 ± 10.13 and 190.45 ± 9.11) after finished test, but significant differences were not found (p=0.11). Significant differences were not found in pulse levels before the test (p=0.898), between the different environments (107.16 ± 18.78 and 107. 75 ± 18.49).Conclusion: The results in this study show that there are differences in physical performance between different environments. VO2 max was significantly higher in the indoor environment compared to the outdoor environment. The average maximum pulse tended to have a higher average indoors compared to outdoors.

Författarna till denna uppsats har under de senaste åren kunnat följa en explosionsartad snabb utveckling av böcker och artiklar publicerade kring konceptet Talent Management. Dessa böcker och artiklar har gemensamt att de betonar vikten av att företag adopterar konceptet och de ödesdigra följderna om de låter bli. Talent Management är enligt många ett utav det största och senaste begreppen inom personaladministration. Under personaladministrationens historia har emellertid en mängd olika begrepp kommit och gått ur tiden såsom Personnel Management, Human Resource Management och Strategisk Human Resource Management och många forskare har hävdat att dessa begrepp inte skiljer sig nämnvärt åt, utan snarare kan karaktäriseras som ett kontinuerligt strävande efter legitimitet och status av personalansvariga. Det huvudsakliga temat i detta strävande har varit att ett företags personal utgör en viktig och betydande del av organisationen och därigenom kan utgöra skillnaden mellan framgångsrika och icke framgångsrika företag. Syftet med den här uppsatsen var att ta reda på de bakomliggande faktorerna och motiven till varför företag implementerar Talent Management, samt att undersöka i vilken utsträckning konceptet kan sägas karaktäriseras av ny och värdefull kunskap. Genom att jämföra teorier om HRM och personalutveckling med normativ litteratur och intervjuer kring Talent Management har författarna kommit fram till att Talent Management inte kan sägas karaktäriseras av ny och värdefull kunskap, utan snarare som ett försök att paketera om gamla idéer och tekniker under en ny etikett. Förfat-tarna till den här uppsatsen tror att konceptet kan sägas känneteckna ännu ett försök av personalansvariga att stärka sin legitimitet och status i sina respektive organisationer. / The authors of this thesis have found that, during the last years, the world has witnessed a dramatic explosion of articles and books about the concept Talent Management. These books and articles, all emphasise the urgency for companies to adopt the concept and the devastating consequences if they don’t. The concept is by many re-searchers seen to be the top issue and, the latest trend within Human Resource Management. Nevertheless, throughout the history of the personnel profession the world has witnessed several different concepts such as Personnel Management, Human Resource Management, and Strategic Human Resource Management and several researches have claimed that these concepts describes the same thing. Some researchers have argued that the different concept instead represent a continuous rhetoric struggle by HR professionals to enhance their legitimacy and status by becoming more business oriented and demonstrate that employees indeed can make a difference in distinguish-ing successful organizations from others. The purpose of this thesis was to investigate the underlying reasoning and logic to why companies adopt talent management and explore what the concept represents in terms of new knowledge. By comparing traditional theories of HRM and HR planning with normative literature and interviews on Talent Management the authors have found that the concept does not represent any new and distinctive knowledge, but rather can be considered as an effort to repackage old ideas and techniques with a new label. The authors of this thesis believe that Talent Management is another illustration of the struggle by HR professionals to enhance their legitimacy and status in their organization.

Ziel dieser Arbeit ist die Entwicklung selektiver Si1-xCx-Prozesse, die eine mechanische Zugspannung im Kanal von NMOS-Transistoren erzeugen, und so durch eine gezielte Änderung der Bandstruktur die Elektronenbeweglichkeit und damit auch die Leistungsfähigkeit der Bauteile erhöhen soll. In der vorliegenden Arbeit werden die wichtigsten Fragestellungen zum Wachstum der Si1-xCx-Schichten näher beleuchtet. Dabei werden zwei Methoden zum Wachstum der Schichten charakterisiert. Neben einem disilanbasierten UHV-CVD-Verfahren wird ein LP-CVD-Verfahren unter der Verwendung von Trisilan herangezogen. Für beide Prozessvarianten konnten mithilfe einer zyklischen Prozessführung selektive, undotierte und in-situ phosphordotierte Abscheidungen realisiert werden. Es wird gezeigt, dass die Disilanprozesse aufgrund ihrer geringen Wachstumsraten einen hohen Anteil interstitiellen Kohlenstoffs bedingen. Durch FT-IR-Analyse konnte belegt werden, dass sich während des Wachstums Siliziumkarbid-präzipitate bilden, die das epitaktische Wachstum nachhaltig schädigen können. Erweiterte man das Wachstum infolge der Zugabe von German zum ternären System Si1-x-yCxGey (y=0,05…0,07) wurde ein starker Anstieg der Wachstumsraten festgestellt. Die Aktivierungsenergie für das epitaktische Wachstum sinkt durch die Zugabe von German und der substitutionelle Kohlenstoffgehalt kann erhöht werden. Es wird gezeigt, dass German nicht nur für die Unterstützung des Ätzprozesses hilfreich ist, sondern im LP-CVD-Verfahren zur Unterstützung des HCl-basierten Ätzprozesses dienen kann. Ein weiterer Schwerpunkt der Arbeit liegt in der Abscheidung und Charakterisierung in-situ phosphor-dotierter Schichten. Es wird nachgewiesen, dass Phosphor die Wachstumsrate erhöht und dass Phosphor und Kohlenstoff in Konkurrenz um substitutionelle Gitterplätze stehen. Phosphor ist außerdem auch die Spezies, für die die größte Anisotropie hinsichtlich des Einbaus auf Si(110) im Vergleich zu Si(001) beobachtet wurde: Je nach Prozessführung wird auf Si(110)-Ebenen nahezu doppelt so viel Phosphor eingebaut wie auf Si(001). Dieser Effekt ist insofern von großer Relevanz, als dass ein steigender Phosphoranteil auch die thermische Stabilität der Schichten herabsetzt. Die Relaxationsvorgänge basieren bei Si1-xCx-Schichten auf Platzwechselvorgängen substitutioneller Kohlenstoffatome zu interstitiellen Silizium-Kohlenstoff-Hanteldefekten unter der Bildung einer Leerstelle. Es wurde ein Modell vorgeschlagen, nach dem Phosphor durch die Entstehung von PV-Komplexen diese Reaktion begünstigt, wodurch die Relaxationsvorgänge beschleunigt werden. Infolge einer dreidimensionalen Atomsondenanalyse kann der Endzustand der Relaxation – die Bildung stöchiometrischen Siliziumkarbids – belegt werden. In-situ phosphordotierte Si1-xCx-Schichten mit ca. 4*1020 at/cm³ Phosphorgehalt und 1,8 at.% Kohlenstoff wurden erfolgreich in NMOS-Transistoren der 45 nm Generation integriert und mit ebenfalls im Rahmen der Dissertation entwickelten Si:P-Rezepten verglichen. Die höchste Leistungssteigerung von 10 % konnte durch die Kombination aus beiden Prozessen erzielt werden, bei dem auf die spannungserzeugende Si1-xCx-Schicht zur Senkung des Silizidwiderstandes eine Si:P-Kappe aufgebracht wird. Die Einprägung einer Zugspannung in den Transistorkanal wurde mittels Nano beam diffraction nachgewiesen und wurde auf Basis des piezoresistiven Modells mit SiGe-PMOS-Transistoren verglichen.

Under de senaste decennierna har det inom HR (Human Resources) skett en domänutvidgning, där allt större ansvar tas för fler aspekter av människors liv. Man får ofta ett intryck av att det finns ett genuint intresse för människors liv och hälsa bortom arbetet. Ett grundläggande antagande inom HR är emellertid att välmående individer leder till en ökad produktivitet. Därigenom finns en otydlighet i det egentliga syftet med de av arbetsgivarnas aktiviteter som syftar till människors hälsa och välmående. Det finns därmed anledning att närmre studera de idéer om människors arbete, tid och liv som cirkulerar inom HR. HR som kunskapsområde och branch är dock svårt att fånga i ett enda empiriskt material. En avgränsning behöver göras. I denna studie har arbetspsykologin identifierats som en stor och viktig influens inom HR, som dessutom har en legitimerade funktion i sin roll som vetenskap. Med utgångspunkt i kritisk teori studeras därför läroböcker i arbetspsykologi och i arbetspsykologin grundat arbetsmiljöarbete. Studien visar att det inom arbetspsykologin finns en föreställning om arbetet som någonting rationellt och betydelsefullt för människor. Arbetets framväxt beskrivs som något utav en civiliseringsprocess. Motsättningen mellan individens och organisationens intressen är närvarande i böckerna men hanteras av författarna på delvis olika sätt. Detta pekar på en splittring inom disciplinen; ingen enhetlighet finns i hur motsättningen ska hanteras. Samtidigt är målet en vinna-vinna-situation och en verklig insikt om motsättningens problematik verkar inte finnas. Man talar ofta om att ett helhetsperspektiv på människors liv och hälsa är viktigt. Ett sådant kan sägas finnas ur arbetspsykologins eget perspektiv, där utgångspunkten är att individens och organisationens intressen sammanfaller. Helhetsperspektivet kan dock ifrågasättas om ett sådant antagande inte görs. Strävan efter människors välmående är nämligen inte förutsättningslös; förslag till förbättringar av arbetet och arbetssituationen är alltid av sådant slag att de även gynnar organisationen. / During the last decades, HR (Human Resources) has expanded its reach, taking an increasingly large responsibility for for more aspects of people's lives. One can often get the impression that there is a genuine interest in people's lives and health beyond work. However, a basic assumption within HR is that well-being for workers leads to increased productivity. Due to this assumption, the real purposes behind management activities for health and well-being are unclear. Hence, there is reason to make a closer investigation of the ideas about people's work, time and life that circulate within HR. HR, being both a field and a profession, is difficult to capture using a single set of sources. The investigation needs to be limited. For the purposes of this study, work psychology has been identified as a major and important influence on HR, an influence which furthermore grants legitimacy to HR due to its status as a scientific field. Accordingly, textbooks in work psychology and in working environment management based on work psychology are studied from the perspective of critical theory. The study finds that, within work psychology, work is imagined as rational and meaningful for people. The history of work is described as somewhat of a process of civilisation. The conflict between the interests of the individual and of the organisation is present in the textbooks but is treated partly in different ways. This indicates fragmentation within the field; there is no consensus on how to handle the conflict of interests. Simultaneously, the aim is a win-win-situation, indicating a lack of insight into the complexity of the conflict. The importance of a holistic perspective on people's lives and health is mentioned repeatedly. Such a perspective can be said to be present from the viewpoint of work psychology itself, based as it is on the assumption that the interests of the individual coincide with the interests of the organisation. However, the holistic perspective can be questioned if such an assumption is not made. Human well-being is not promoted without premisses; suggestions for improvement of work and the working conditions are always of the kind that will also favour the organisation.

The purpose of this study is to contribute with new knowledge of  how Talent Management can be seen as a an opportunity or threat for organizational development, concerning competence, on the basis of HR. The research questions asked are: Out of wich aspects can Talent Management be seen as an opportunity or threat on the basis of HR-employees? How can it affect the work of HR? To answer these questions qualitative interviews with five employees within HR from four different companies has been executed. The essay has been investigated on the basis of an explorative aim and with a qualitative method. The empirical results has indicated common themes such as director support, HRs view of Talent Management, HRs development and shifts of generations. Talent Management can be seen as a possibility for employees within HR to work with comtemporary HR-questions and for them to secure key competence for thier companies. Talent Management can be seen as a threat against HRs own development, since their mian focus is to develop others. The support from directors and management and their influence on the work of HR and HRs oportunity to development need to be examined in a future, more extensive, study. / Syftet med denna studie är att bidra med ny kunskap gällande huruvida Talent Management kan ses som en möjlighet eller hot för organisationers utveckling, främst gällande kompetens, i ett HR-perspektiv. Forskningsfrågorna lyder: Ur vilka aspekter kan arbete med Talent Management ses som ett hot respektive en möjlighet ur en HR-anställds perspektiv? Hur kan arbetet med Talent Management påverka dem i deras dagliga arbete och yrkesroll? För att besvara forskningsfrågorna har semistrukturerade intervjuer utförts med fem personer från fyra företag. Uppsatsen har ett explorativt syfte och skrivs med en kvalitativ metod. De empiriska resultaten visar på gemensamma teman som chefstöd, HRs syn på Talent Management, HRs utvekling och generationsskiften. Talent Management kan ses som en möjlighet för HR-anställda då de får chans att arbeta med aktuella HR-frågor och att de genom detta arbete kan säkra samt utveckla nyckelpersoner. Talent Management kan ses som ett hot då HR-anställdas egen utveckling hamnar i skymundan då de i första hand arbetar med andras utveckling. Chefers och ledningsgruppers stöd och påverkan på HR-anställdas arbete. HRs möjligheter till utveckling är något som bör undersökas i en mer utförlig undersökning.