Innebörden av anställningsbarhet har kommit att förändras i takt med att samhället och arbetsmarknaden utvecklats, och numera anses det i större utsträckning är tidigare vara individens egna ansvar att vara anställningsbar. Syftet med studien var därför att undersöka hur unga personalvetare upplever sin egen anställningsbarhet samt ta reda på hur individens självförmåga spelar in i hur denne ser på sin anställningsbarhet. Resultatet baserades på tio semistrukturerade intervjuer med unga personalvetare som analyserades genom en kombination mellan induktiv och deduktiv tematisk analys. Det som främst verkade öka upplevd anställningsbarhet var arbetslivserfarenhet, socialt kapital, expertis inom ett visst HR-område, till viss del utbildning samt en god självförmåga. Det som verkade minska den upplevda anställningsbarheten var brist på erfarenhet, konkurrens om jobb, samt yttre faktorer som brist på respons eller avslag på jobbansökningar. Till sist verkade även jämförelser med sin omgivning påverka anställningsbarheten negativt. Studien har visat att det finns goda förutsättningar för unga personalvetare att utveckla och stärka sin upplevda anställningsbarhet på flera sätt men att detta förutsätter att de relativt snabbt får jobb inom HR efter examen. / As the job market has developed over time, the meaning of employability has changed toward the individual being responsible for their own employability. The purpose of the present study was to examine how young HR professionalsperceive their employability and how the individual’s self-efficacy impacts the perceived employability. Ten semi-structured interviews with young HR professionals were analyzed using a combination of inductive and deductive thematic analysis. The main factors that increased the perception of employability were work life experience, social capital, expertise within a specific HR-topic, and, to a limited extent, education. Aspects that decrease perceived employability are lack of relevant experience, job competition, and external factors such as lack of response from job applications. Also, upward comparisons with others had a negative impact on perceived employability. The study has shown that there are good conditions for young HR professionals to develop and strengthen their perceived employability in several ways, but that this presupposes that they have been employed within HR near in time after graduation.

The theoretical part summarizes current knowledge about motivation of workers and describes current trends, preferences and demands of employees. There is a research through interviews and questionnaire survey among the employees in a practical part and results are analysed. Based on these results and the information contained in the theoretical part some changes are suggested, due to which the company should have better conditions not only to keep existing employees but also to hire new ones.

This diploma thesis deals with a type of efficiency improvement of the hiring process in a company, where agile methods are used for the development of its software products. The theoretical part describes specification of traditional and agile methods, and a profound description of the Scrum and Kanban methods and the use of agile methods for hiring activities. In the following part, there is issued an analysis of the current situation in the company oriented to HR department and suggesting possible solutions for discovered problems.

This thesis describes implementation of HR change management processes of company ABB in ERP system SAP. Due to highly specific requirements for applications, standard component Personnel Change Request was not used. Authorized applicants have access to applications via SAP NetWeaver Portal. Approvers decide about approval or rejection of requests in Universal Worklist component of SAP NetWeaver Portal. Requests that require processing in HR Center are processed by employees of HR Center in SAP ERP. Applications that can be accessed via SAP NetWeaver portal were programmed with useage of framework Web Dynpro for ABAP. Processes are controlled by SAP Business Workflow.

The following diploma thesis is dealing with the application of leadership in the Army of the Czech Republic. It defines the leadership and importance of its integration in the Czech Army environment. The diploma thesis contains employee’s current conditions evaluation and requirements in the field of HR Management. The questionnaire was used to acquire this information. Further, the diploma thesis suggests the changes in relationships and communication between superior and subordinates.

The Diploma thesis deals with the analysis of Human Resources Department processes with a view to increasing its importance and effectiveness. In the theoretical part the point at issue is outlined as seen both from the point of view of experts from real business and quoted literature. The practical part focuses on the study of personnel managers´ activities and HR department processes. In the final analysis based on the research having been carried out some recommendations are suggested for the company.

Most immigrants relocate to the "land of opportunities" in search of greener pastures. Because of their desperate circumstances, they often work much harder than the average American to succeed. Strong social ties embedded in ethnic communities of immigrant populations have been considered vital assets for immigrant entrepreneurs (Yang et al. 2011, p. 639). However, little quantitative research has been done on the influence of biological kinship and altruism within the arena of ethnic entrepreneurs. It is well-documented that successful immigrant entrepreneurs and businesses can create jobs for others as well. Members of the same ethnic group often form communities in a host country. These communities live near one another, speaking the same language and honouring the same culture. These factors play an essential role in immigrant entrepreneurship and the creation of enclave businesses. Ethnic economies potentially provide a protected market for production of ethnic goods and an opportunity for greater business networks - including providing experience and apprenticeship to co-ethnic employees. In this study, the hypothesis is that small businesses founded and operated by immigrants are much more likely to hire immigrants, especially immigrants from a home country identical or similar to their own. The data collected by questionnaire was analysed using the Social Sciences Statistical Package (SPSS). Frequency distribution tables were used to analyse the research questions. To accept or reject the hypothesis, a statistical analysis was conducted. The formulated hypotheses were tested using inferential statistics chi-square. As far as immigrant entrepreneurs and their businesses are concerned, the descriptive study methodology used to test the hypothesis was successful in the sense that the results validated the idea that indeed immigrant small business owners are drawn towards other immigrants, preferably of their own ethnic or cultural background.

Ledarskap innebär enligt en av många definitioner en process som involverar avsiktlig påverkan över andra människor för att guida, strukturera och förenkla relationer såväl som aktiviteter inom organisationer. Med avstamp i denna definition har vi valt ett intresseområde att utforska som berör ledarskap och sociala relationer mellan kvinnliga chefer och kvinnliga medarbetare inom HR. Vi intresserar oss för det kvinnliga chefskapet i en kommun där majoriteten i chefspositioner är män. Detta gör det intressant att belysa det kvinnliga perspektivet på ledarskap. Med grundad teori som metodansats genomfördes totalt sex semistrukturerade intervjuer i vår kvalitativa studie, varav två stycken med två kvinnliga HR chefer och resterande intervjuer med kvinnliga medarbetare under respektive chef. Resultatet i studien visar att intervjupersonernas huvudangelägenhet är närvarande chef, vilket hanteras genom kärnkategorin tillgänglighet tillsammans med resterande sex underkategorier. Underkategorierna innefattar tydlig kommunikation, ömsesidigt förtroende, anpassade personliga relationer, coaching med konstruktiv kritik, helhetsperspektiv och engagemang samtdelaktighet och gemenskap. Huvudangelägenheten utgör tillsammans med kärnkategorin och underkategorierna en teoretisk modell som förklarar vår grundade teori om tillgänglighet hos närvarande chefer. Vidare kopplas studiens resultat till en teoretisk referensram som består av social konstruktionism, symbolisk interaktionism och LMX-teorin.

Vi ställde oss frågande till varför det inte alltid finns med en HR-representant i ledningsgruppen. Vår uppsats syftar därför till att undersöka kvinnor som arbetar i ledande HR-positioner och deras inkludering i mansdominerade ledningsgrupper. I denna undersökning har vi intervjuat sju stycken kvinnliga HR som alla är en del av mansdominerade ledningsgrupper. Sex stycken av informanterna var HR-chefer och en var HR-partner. Vi har utöver det empiriska insamlandet även tagit del av ett antal vetenskapliga artiklar samt kurslitteratur för att besvara våra frågeställningar som lyder;  ●  Vilka egenskaper kan man beskriva en HR-person med?  ●  Vilken roll upplevs HR-medarbetaren/chefen få i ledningsgrupper?  ●  Vilka utmaningar finns inom HR-yrket och på vilket sätt kan de hindra inkludering i  ledningsgrupper?  ●  Finns det ett glastak för HR kvinnor, hur tar det i så fall sig i uttryck?  Vår slutsats blev att HR-kvinnors väg till ledarpositioner är betydligt krokigare än vad den är för män. Därav måste kvinnorna ta mer plats, ändra sina strategier för att passa in och förmedla värdet av HR:s bidrag.

The HR industry is a fast-growing and rapidly developing field setting high demands on HR-professionals to keep abreast of change. The purpose of this thesis is therefore to explore the possibilities HR-professionals in governmental organisations have in order to develop their HR-competencies. In order to do this the thesis has sought out to explore what motivates competency development and how it is put into practice by interviewing four HR-professionals. The analysis has been conducted with the help of the theory of Situated learning. The result of the thesis is that HR-professionals develop their HR-competencies both through formal and informal learning although they prefer to use informal learning through their communities of practice. The tasks conducted by HR-professionals as well as their formal education differ to a vast extent which acts as a motivation for competency development. Another factor which motivates HR-professionals’ competency development is that the HR field is rapidly changing which sets high demands on them, both through their organisations and through the individuals themselves, to continuously learn in their profession.