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Syftet med denna studie är att undersöka hur organisationer gör för att nyanställda ska kunna skapa sin yrkesidentitet. Vi har i denna studie valt att betrakta yrkesidentitet som en social identitet som skapas och upprätthålls i en specifik yrkespraktik. Vi har valt att utgå från det sociokulturella perspektivet där mänskligt handlande och tänkande ses som situerat i sociala kontexter. Lärande betraktas utifrån detta perspektiv som en pågående social, meningsskapande och aktiv process i vilken kunskap skapas med andra människor. Den empiriska datainsamlingen grundas på semistrukturerade intervjuer där vi intervjuat sju HR-ansvariga inom olika organisationer.  Materialet är transkriberat och analyserat med hjälp av kodning och tematisering. De teman som redovisas och analyseras är det sociala samspelet, delat ansvar, introduktion och företagskulturens inverkan. Resultat visade att organisationer arbetar aktivt för ge den nyanställde rätt förutsättningar för att kunna skapa sin yrkesidentitet där handledaren har en central roll i socialiseringsprocessen. / The purpose of this study is to examine how certain organisations enable new employees to develop a professional identity. Professional identity is in this sense defined in the study as a social identity that is established and consolidated in regard to a specific profession. The basis of this study is the socio-cultural perspective in which all human action and thought is seen as situated in a certain social context. Learning is viewed in this perspective as an ongoing social and active process that bestows meaning to substance, through which knowledge is attained by interaction with others. The collection of empirical data is grounded in the holding of semi-structured interviews of seven HR-representatives from various organisations. This data is then transcribed and assessed through the use of codification and thematic ascription. The various themes through which data is assessed are social interaction, shared responsibility, introduction to work-specifications, and the influence of corporate culture on an organisation. This study concludes that the organisations in question actively work to promote an environment in which the establishing of professional identities by new employees is practicable when mentorship holds a central role in this socialising process.