Summary of sense, methods and instruments of valuable employees stabilization in organisation. Creation of retention plans, turnover and loss of knowledge problems. Employee's retention according to submission to various groups and situation. Analysis of key employee definitions. Key employee identification methods. Specification of work with key employee group. System of work with key employees at cooperative organisation. Interview of selected organisations and interview of key employees in cooperative organisation.

Mergers and acquisitions has become a common thing in recent years. Assets change owners in hope of creating synergies and desirable outcomes. Human capital, i.e. the employees behind the numbers, is one asset that is often forgotten. It is therefore important to keep these key employees in the organisation post-acquisition in order to gain or retain competitive advantages and avoid unwelcome surprises. The aim of the study is to identify how Swedish medtech companies identifies key employees during a due diligence and how they retain them afterwards. We chose a qualitative approach for the study and have therefore conducted our interviews in a semi-structured manner. The study uses competence- and resource based theory to identify key employees and how to use them as a resource to gain a competitive advantage. Our result is that human capital is not a factor that can sustain a competitive advantage since it can be transferred via mergers and acquisitions. On the other hand, the competence based view can be used to maximize the resources in form of human capital. When a company is acquired, employees start integrating in the new organisation. The study uses onboarding theory to identify key aspects in how to acclimatise key employees. A conceptual model is eventually presented with our findings where key employees are identified by way of references, the former board of directors, statistics, meetings and industrial knowledge. The HR-department does generally gets involved late in the due diligence process, something that our respondents consider a potential problem. In post-acquisition, during the onboarding process, key factors are; obtaining information about the new culture, role clarification and new challenges to keep key employees in the new organisation. Keywords: Human Capital, mergers & acquisitions, medtech, onboarding, key employee retention.

Samhällets förväntningar på anställdas ständiga utveckling och behov att stå ut på arbetsmarknaden har ökat betydelsen av individers självstyrda lärande. Syftet med studien är att skapa större förståelse för självstyrt lärande och dess villkor för nyckelpersoner, det vill säga anställda som är ensamma om att utföra sitt arbete inom sin arbetsplats. Studiens resultat har analyserats och diskuterats utifrån en teori om individuella villkor för lärande och organisatoriska villkor för lärande. Den kvalitativa fallstudien har utförts inom ett studieförbund genom analys av dokument, intervjuer med nyckelpersonerna själva och avdelningschefer. Studien bygger främst på nio semistrukturerade intervjuer, fem med nyckelpersoner och fyra med chefer. Resultatet visar att nyckelpersonerna lär sig självstyrt genom tre tillvägagångssätt; att söka information, prioritera och styra sitt arbete samt genom samspel med andra. De viktigaste villkoren för lärande visade sig vara de sociala och digitala villkoren, arbetsuppgifternas lärandepotential, vidareutbildning samt kulturella villkor. Studiens slutsats är att informationssökande, prioritering och styrning av arbetet samt lärande genom samspel med andra är ett självstyrt lärande. De olika villkoren kan delas upp i villkor på en arbetsplats- samt organisatorisk nivå. Villkoren har olika effekt på tillvägagångsätten för självstyrt lärande. Slutligen pekar studien på att organisationens fokus bör skifta från ett lärande genom utbildning till lärande som sker inom det vardagliga arbetet eftersom det är så nyckelpersonerna anser att de lär sig mest. / Society's expectations about how employees should constantly develop and stand out on the labor market has increased the importance of individual’s self-directed learning. The purpose of this study is to contribute to a greater understanding of self-directed learning and its framework for people who have a key role in the organization. The results of the study have been analyzed and discussed based on a model of self-directed learning and conditions for workplace learning more generally. This qualitative case study has been carried out in an adult educational association in which a few employees maintain a key role due to their specific functions in their respective departments. The study is built on nine interviews, five with key employees and four with the managers, in conjunction with documents regarding the adult educational association. The results show that key employees learn primarily by searching information through intranet and internet, by prioritizing and managing their work and by interacting with others. The most important learning conditions shown are both social and digital conditions, learning potential of the tasks, further education and cultural conditions. In conclusion, learning by searching information, by prioritizing and managing work tasks and learning by interaction with others makes for a self-directed learning process. The different frameworks in the study have been divided into the dimensions of the workplace and the organization as a whole. Furthermore, these different frameworks impact the learning methods in different ways. Lastly, the study indicates that the organizational focus should shift from learning by formal education to the more everyday learning, since it was shown to be what the key employees practiced the most.

This diploma thesis analyzes the current situation of the individual planning of social services in a particular home for the elderly. It attempts to focus on uncovering the causes of partial failures in the individual planning process from the perspective of key employees. Therefore, the main research question of this diploma thesis is: "What are the problematic aspects of individual planning in a particular home for the elderly?" The thesis is divided into two parts. The theoretical part is focused on the legislative basis for the social services, including a definition of home services for the elderly, quality of social services, principles and specifics of individual planning with the elderly, and the role of the key employee in the system of individual planning during the provision of social services. In the introduction of the empirical part, the choice of qualitative research strategy has been justified where the technique of collecting data was described, units of the research were defined, the main research question was operationalized, and the research organization was described. The empirical part includes an analysis and interpretation of the findings from the research. The obtained research focused on a document analysis and discussion within the focus groups of key employees'...

Under de senaste decennierna har HRs roll förändrats inom organisationerna. Från att vara enlägre administrativ funktion har HR ökat i betydelse och anses idag vara en strategisk resurs,vilket har lett till att begreppet SHRM myntats. Inom SHRM återfinns rekrytering, hanteringav humankapitalet och bevarande aktiviteter. Fokus bör ligga på bevarandet av nyckelmedarbetaresom är viktiga för organisationens konkurrenskraft på arbetsmarknaden när det idag tillstor del är arbetstagarens marknad. Syftet med vår studie är att undersöka hur organisationeranvänder HR-funktionen för att locka nyckelmedarbetare att stanna kvar, med fokus på framgångsfaktorer för ett lyckat strategiskt HR-arbete, samt dess påverkan på det psykologiska kontraktet. Vi har använt oss utav kvalitativa intervjuer med tre informanter som ingår i en organisations ledningsgrupp. Materialet har sammanställts och analyserats genom en tolkande ansats där vi med stöd av tidigare forskning identifierat relevanta begrepp som undersökts empiriskt. De slutsatser som vi kan dra om SHRM som arbetssätt är att det krävs kunskap och insikt hos ledningen om vad för potential HR-funktionen har att bidra med till organisationen för att kunna implementera SHRM som arbetssätt. Angående bevarande åtgärder för att behålla nyckelmedarbetare bör organisationer först och främst tillkännage att nyckelmedarbetare finns för att de ska kunna motiveras till att vilja arbeta med bevarande aktiviteter för att behålla dessa. Vi kan även dra slutsatsen att det psykologiska kontraktet bortprioriteras när personalomsättning har blivit en naturlig del av organisationens vardag. / Great changes have occurred in HR over the last few decades. From being a lower, administrativefunction, HR has developed to a strategic resource in, operating in the higher levels of the organization, which has lead to the development of SHRM. Within the field of SHRM we can find recruitment, management of human capital and activities to decrease turnover. Attention should be paid to retain key employees whom are of great importance for creating a competitive advantage for the organization on the labor market. The purpose of this study is to investigate how organizations use the HR-function to increase retention among key employees; focusing on success factors for a strategic HR-work and its effect on the psychological contract. We've used qualitative interviews containing three informants that represent an organizations operational management team. The material has been assembled and analyzed through an interpreting approach where we, supported by theories and previous research, have identified relevant terms that have been investigated empirically. A conclusion regarding SHRM, as a practice, is that it demands a high level of knowledge and insight within the operational management team regarding the diversity of HR and how it can contribute to the organization in order to be implemented within the organization. Regarding activities to decrease turnover to keep key employees, organizations primarily need to signify the existence of key employees to even consider wanting to work with these kinds of activities. Furthermore, we have identified the lack of priority that the psychological contract gets if turnover has become a natural part of the everyday life within the organization.

The dissertation is focused in detail on the topic of Talent Management - talent management in the corporate practice. The aim of the dissertation is to verify that the general trends of the current talent management are applied in the business (corporate) practice. The core of the initial part is the analysis of available resources to the topic of current talent management (vocational studies, outcomes of professional conferences, newspaper articles, publications and statements of respondents). The authentication part is based on a research study in the region of the former district Klatovy. The conclusion is divided into several sub-outcomes - recommendations for the respondents, including proposed timetable for implementation, a summary of the best practices in talent management, a description of talent management specification observed according to the focus and the company size, and also the indication of the possible pitfalls of talent management.