No description available.

No description available.

The aim of this diploma thesis is to analyze processes such as recruitment and selection of employees at Nestlé Česko s.r.o., to identify the strengths and weaknesses and to propose actions that could optimize the above mentioned HR activities while taking into account current trends in that field. The theoretical part of the thesis provides a comprehensive framework related to human resource management, especially traditional and modern methods and concepts related to Recruitment, as well as the overview of an area of personnel marketing and a generation Y. In the practical part of this thesis, several optimization steps were proposed based on the results of an employee survey and the analysis of recruitment and employee selection practices at Nestlé.

In my thesis I dealt with the topic of stabilization Generation Y employees. The aim of this study was to determine which factors are the most important for the target group for stabilizing in the organization. In the target group there were people form Generation Y with university degree in economics. In the theoretical part I have described the staff stabilization process including all the variables that interfere in this process. After that I have introduced and characterized Generation Y people. At the end of the theoretical part I have introduced the studies, from which I drew information for my research. At the beginning of the research I've compiled a set of 20 stabilization factors. These factors came into qualitative research. After the qualitative research 7 factors were excluded and 13 advanced to the on-line questionnaire. The questionnaire has been completed by 737 respondents and the results showed four most important (TOP) stabilizing factors for the target group. These TOP 4 stabilizing factors were "job - interests alignment", "long career opportunities" "organizations respect to its employees" and "compensation".

Syftet med den här studien var att undersöka millennials erfarenheter av och förväntningar på ledarskap i arbetslivet för att på så vis bidra till den vetenskapliga forskning som finns om vilka krav som ställs på ledarskapsutövning idag samt bidra till förståelsen om vad kompetensutvecklingskurser för ledare bör innehålla. Frågeställningarna var vilka erfarenheter av ledarskap informanterna uppfattar som positiva respektive negativa, vilka förväntningar de har på ledarskap i arbetslivet, samt hur ledarskapet påverkar deras engagemang, motivation, arbetsprestation och lojalitet till arbetsgivaren. I fokus för studien stod fyra deltagare mellan 26 och 34 år. För att besvara frågeställningarna genomfördes kvalitativa semistrukturerade intervjuer med var och en av dessa deltagare. För att förklara resultaten utgick studien ifrån teorier som definierar ledarskap som antingen egenskaper, beteenden eller relation mellan ledare och medarbetare. Resultaten av studien visade att ledarskap enligt informanterna kännetecknas av egenskaper, beteende och relation samtidigt, dock med stor betoning på relationsaspekten. Deltagarna uppgav att ett bra ledarskap framförallt kännetecknas av rak och öppen kommunikation som inkluderar feedback på arbetsprestationen, tydlig förväntansbild från båda håll och ett starkt förtroende. Resultaten är inte menade att generaliseras till att gälla alla millennials, speciellt som studien på grund av tidsaspekten enbart hade fyra deltagare. Studien gav dock en fingervisning av vad ett bra ledarskap för unga kan tänkas innehålla och kan på så vis förhoppningsvis användas för att både utforma vidare forskning och kompetensutvecklingskurser på området.

En kvalitativ studie med syfte att utifrån generation y:s uppfattningar studera hur ledarskapet på arbetsplatsen kan påverka generation y:s rörelse på arbetsmarknaden. Generation y är födda mellan år1979-2000. Med denna studie vill vi bidra med kunskap till samhället och arbetsgivare om vad generation y värdesätter i ett ledarskap. Studien är baserad på fem intervjuer med respondenter som är en del av generation y och har en examen från ett universitet i Sverige samt har en anställning på en arbetsplats. Intervjuerna transkriberades sedan och förankrades i teori. Båda författarna har varit ansvariga för all text som har skrivits. Studiens resultat redovisar att ledarskap på arbetsplatsen bör fokusera på att finna den anställdes behov och försöka tillfredsställa dessa för en ökad motivation. Resultatet redovisar även att det inte går att uttala sig om generation y som en homogen grupp.

Purpose In South Africa 48% of all quantity surveyors are identified as generation Y, a generation born between 1981–2000. This highlights the importance of generation Y to the quantity surveying profession as they are the future upon which this profession will build. Employers in the quantity surveying industry need to know what makes the workplace attractive and satisfying for this generation in order to effectively recruit and retain the talent of generation Y. A literature review done on job satisfaction of quantity surveyors indicated that very little research has been conducted on the subject in general and no research was found specifically on job satisfaction of generation Y quantity surveyors. The purpose of this study was to investigate if generation Y quantity surveyors are experiencing job satisfaction. Methodology The research approach for this study consists of a comprehensive literature review and substantiated empirical research. Various sources of literature were reviewed including books, articles, reports and papers. The literature review examined information with regards to generational theory, the relation between motivation, job satisfaction and employee turnover and lastly aspects about the quantity surveying industry in South Africa. Empirical research was conducted making use of focus groups as qualitative research method. Research participants were generation Y quantity surveyors who were profiled according to gender, race and experience to ensure diversity within the focus groups. Findings It was found that the majority of generation Y quantity surveyors are experiencing job satisfaction within their current working environment. This was only achieved once the correct “employee-employer fit” was found. It was also established that generation Y quantity surveyors are motivated by growth opportunities, rewards/bonuses, recognition, appreciation, support/help/mentorship and being part of the team/business. It was further found that these workplace factors also affect employee turnover among this generation. Research limitations The focus of this study was limited to the quantity surveying profession in South Africa with a specific focus on generation Y quantity surveyors. Research informants were limited to generation Y quantity surveyors born during 1980–1990 and included both candidate and professional quantity surveyors. What is original / value The findings of this paper will be of value to employers in the quantity surveying profession, as job satisfaction of generation Y employees has not previously been addressed. Adapting management strategies according to the findings may result in higher job satisfaction, lower employee turnover and increased profitability. / Dissertation (MSc)--University of Pretoria, 2016. / Construction Economics / MSc / unrestricted

The purpose of the study is to determine the influence of the Y-generation students’ preferences on office layout and how important the workplace is in attracting, recruiting and retaining Generation Y workers. The objectives of this study revolves around Generation Y’s preferences about their future workplace, what workspace design and technology they would like in the office, their travel preferences to work, how the workplace can contribute towards job satisfaction and other facilities they prefer to have access to on site. The research sample consisted of 334 students from the University of Pretoria. These participants were approached on a convenience basis as well as advertised via social networks to complete the survey online. A multi-dimensional data analysis to enable an accurate assessment of the specific objectives guided the study. This study enables a better understanding of Generation Y and what their workplace preferences entail. Businesses can gain an understanding of how they can use their real estate and facilities as strategic assets to attract and retain the Y-Generation talent pool. Social, demographic and economic changes are causing a severe skills shortage. People are attracted to workplaces where values are clearly communicated. Generation Y in particular is ready to engage with companies that provide the environments in which they will thrive. Workplace design is likely to become a strategic weapon in the battle to attract and retain scarce young talent in today’s increasingly competitive global economy. The results have shown that employers should keep up to the rapid technological growth and not fall behind. Companies should transform workplaces which allow for individual work, collaborative tasks and provide an environmentally green workplace – not only into its design, but also in the way employees work. / Dissertation (MCom)--University of Pretoria, 2010. / Human Resource Management / unrestricted

Smartphone adoption is occurring at an exponential rate with a user base far exceeding that of traditional mobile phones. Previous literature has identified various points of usage across demographics such as age, gender, income and nationality, however little of this is with regards to Smartphone attributes. Furthermore, generational change has provided a gravitational shift in the application of marketing techniques, as Generation-Y is a generation unlike any other, where traditional techniques are more hit and miss than targeted. A deeper understanding as to how antecedent decision-making is performed via the influence of Smartphone attributes upon Generation-Y’s choice of those phones is required. This research assists in the filling of these gaps by presenting findings in a holistic view of Generation-Y’s Smartphone attribute preferences as well as perceptions among South African business users. This paper seeks to add insight by unpacking the needs of the Generation that will soon be the largest consumer group in history - Generation-Y. Self Explicated Conjoint Analysis provides insights into attribute ranking and level of influence of specific attributes. Factor analysis extracts the salient factors of influence by Generation-Y consumers when choosing a Smartphone. Further to this, managerial implications, future work and limitations of this study for theory and practice are presented. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

Titel: E-handelns aktiva fyndjägare - En kvantitativ studie om faktorerna som motiverar millennials till att konsumera. Nivå: Examensarbete på grundnivå (kandidatexamen) i ämnet företagsekonomi. Författare: Mimmi Lemrell och Sofie Wendt Handledare: Jonas Molin och Lars-Johan Åge Datum: 25 Maj 2021 Bakgrund & Syfte: Den tidigare forskningen har funnit att ett flertal faktorer motiverar konsumenter till att konsumera, några av dessa är följande åtta faktorer; teknologi, information, säkerhet & integritet, tillgänglighet, service & kundtillfredsställelse, marknadsföring, sociala nätverk, och pris & produkt. Med avstamp från den tidigare forskningen ämnar denna studien att undersöka vilken eller vilka av de inre och yttre faktorerna som kan motivera konsumentgruppen millennials till att genomföra ett online-köp samt undersöka hur millennialgruppen skiljer sig från andra generationsgrupper. Metod: En kvantitativ enkätundersökning utfördes för att undersöka vilka av de motiverande faktorerna som påverkar millennials. I studien deltog 170 personer och majoriteten bestod av millennials. Resultat & slutsats: Resultatet tyder på att millennials föredrar en kombination av “tillgänglighet” och “service” samt “teknologi” och “information”, vilket innebär att millennials som konsumenter är informationssökare som motiveras av bra tillgänglighet och bra kundservice. De utmärker sig också från övriga åldrar genom att ha flera starka korrelationer mellan olika kombinationer av två faktorer faktorer än de övriga åldersgrupperna. Examensarbetets bidrag: Studien skapar en djupare förståelse för hur motivationsfaktorerna påverkar konsumentgruppen Millennials specifikt samt belyser hur konsumentgruppen skiljer sig från övriga generationsgrupper. 3 Förslag till fortsatt forskning: Vidare forskning bör fokusera på hur olika åldersgrupper motiveras till konsumtion och hur dem skiljer sig från varandra. Nyckelord: Millennials, Generation Y, Konsumtionsbeteende, E-handel, Internet, Motivationsfaktorer.