Bakgrund: En onboardingprocess är ett av de första stegen en nyanställd genomgår och berör hur denne socialiseras och introduceras in i en organisation. Det är något alla organisationer arbetar med, däremot finns det stor variation i hur organisationerna väljer att implementera den på ett strategiskt plan. Forskning har visat att en effektiv onboardingprocess kan bidra till flertal positiva effekter exempelvis ökad arbetsprestation. Däremot finns det enbart begränsad forskning som behandlar relationen mellan onboarding och individuell arbetsprestation inom den svenska arbetsmarknaden. Syfte: Syftet med uppsatsen är att bidra till en ökad förståelse inom området onboarding. Avsikten är även att deskriptivt undersöka och kartlägga relationen mellan en effektiv onboardingprocess och medarbetares individuella arbetsprestation. Metod: Uppsatsen grundas i en kvantitativ metod i form av en enkätinsamling. Enkäten distribuerades till svenska tjänstemän som arbetat på deras nuvarande arbetsplats i mindre än två år. Insamlade data analyserades därefter utifrån the Four C’s som mäter effektiviteten av en onboardingprocess samt Individual Work Performance Questionnaire som mäter individuell arbetsprestation. Resultaten framställdes med hjälp av korrelationsanalyser samt regressionsanalyser. Slutsats: Undersökningen visade att det finns en stark korrelation och en hög påverkansgrad mellan onboarding och individuell arbetsprestation. En effektivare onboarding bidrar till att medarbetare presterar bättre på arbetet. Ytterligare analyser av de tre dimensionerna inom individuell arbetsprestation – Task Performance, Contextual Performance och Counter-productive Work Behavior – påvisade samtliga höga korrelationer mellan 0,360 och 0,674. Den totala korrelationen mellan onboarding och individuell arbetsprestation uppgick till 0,739. / Background: The onboarding process is one of the first steps a new employee goes through and affects how they are socialized and introduced into the organization. It is something that all organizations work with, there are however great variations as to how the organizations choose to implement them strategically. Research has shown that an effective onboarding process can contribute with beneficial effects such as for example job performance. There is however only a limited amount of research that cover the relation between onboarding and individual work performance in the Swedish work force. Purpose: The purpose of this paper is to contribute to an increased understanding within the subject of onboarding. Further intentions include to descriptively examine and map out the relation between an effective onboarding and employees’ individual work performance. Method: This grad paper uses a quantitative method in the shape of a survey. The survey was distributed to Swedish employees’ white-collar workers who have been employed two years or less. Acquired data was then analyzed from the theoretical standpoints of the Four C's that measures the effectiveness of an onboarding process as well as Individual Work Performance Questionnaire, measuring the individual work performance. The results were produced by using Pearsons r as well as a regression analysis. Conclusion: This study showed a strong correlation and a high affectivity between onboarding and individual work performance. An effective onboarding contributes to employees performing better. Further analysis showed that when individual work performance was divided into its three dimensions – Task Performance, Contextual Performance and Counterproductive Work Behavior – they all showed high correlations between 0,360 and 0,674. The total correlation between onboarding and individual work performance amounted to 0,739.

This study aimed to investigate how newly graduated social workers, in the social services' income support, experience their work in the first time after graduation, and what factors affect their experiences. This is based on requirements-, control and the support model. Data collection took place through six semi-structured interviews with newly graduated social workers who work on the social services' income support. Collected data were analyzed with thematic analysis. The results showed that newly graduated social workers experience feelings of insecurity, unpreparedness, and stress. The results also showed that quantitative workload is high, but support plays an important role in ensuring that newly graduated social workers thrive in the workplace. / Denna studie syftar till att undersöka hur nyutexaminerade socionomer inom socialtjänstens försörjningsstöd upplever sitt arbete den första tiden efter examen, samt vilka faktorer som påverkar deras upplevelser. Detta utifrån krav-, kontroll- och stödmodellen. Datainsamling skedde genom sex semi-strukturerade intervjuer med nyutexaminerade socionomer som jobbar på socialtjänstens försörjningsstöd. Insamlade data analyserades med tematisk analys. Resultaten visade att nyutexaminerade socionomer upplever känsla av osäkerhet, oförberedd och stress. Resultaten visade också att kvantitativ arbetsbelastning är hög, men stöd har en viktigaste roll för att nyutexaminerade socionomer trivs på arbetsplats.

The aim of this thesis is to study the adaptation process in the intensive care units. The theoretical section analysed the adaptation process of nurses with particular focus on methodical instructions, legislation and other specific aspects of the adaptation process, including necessary education for the ICU nurses. The aim of the practical section was to examine, whether the adaptation processes are done properly and are long enough. We focused not only on the point of view of the management, but also on the feedback from the new employees. A survey was done among the employees of accredited and non-accredited healthcare facilities. By the evaluation of our data, we have managed to accept or deny various hypotheses that were included in our work. Our survey has shown that both executive nurses and new employees think the adaptation process usually proceeds correctly and thoroughly and they do not want to make any changes. Our data have also been used to compare adaptation processes of accredited and non-accredited healthcare facilities. Based on the data from our survey, we have been able to determine, that the adaptation process is significantly better at facilities which are accredited. On the contrary, the nurses working in non-accredited facilities are less satisfied and would welcome changes...

This thesis deals with the management of human resources in a selected company, with a special focus given to the development and management of the adaptation process of new employees. The main of the diploma thesis is to considerate the effectiveness of the adaptation process in the selected company. The thesis is divided into a theoretical and a pratical part. The theoretical part defines the basic concepts of the adaptation process and includes possible changes related to the process. The practical part introduces the selected company and its particular adaptation process. The process is further analyzed. Using a questionnaire survey, the emphasis is given to the opinions of new employees upon the adaptation process. As a conclusion, several improvement concepts of the adaptation process, based on the analysis of the results of the questionnaire survey, are suggested.

Under Covid-19-pandemin har organisationer fått ändra sina arbetssätt och allt fler anställda har fått arbeta hemifrån. Detta innebär även att nyanställda påbörjar sin anställning och introduceras till organisationen på distans, dvs. de genomgår onboardingprocessen på distans. Då pandemin startade för ungefär ett år sedan finns det begränsat med kunskap kring hur onboardingprocessen har påverkats och upplevts när den har genomförts på distans. Studiens syfte har varit att skapa kunskap kring hur introduktionen av nyanställda har påverkats och förändrats av distansarbete. Detta har skapats genom att undersöka hur nyanställda och introduktionsansvariga har påverkats av att introduktionen sker på distans. För att specificera syftet fokuserade frågeställningarna på att det var anställda från samma organisation som hade arbetat majoriteten av sin arbetstid på distans. Teorin bestod av tidigare forskning kring onboardingaktiviteter, organisations-kultur, socialisering och distansarbete. En fallstudiedesign valdes för den här studien. Urvalet baserades på ett antal kriterier som innebar att respondenterna befann sig i samma organisation och att de nyanställda hade arbetat minst tre månader och högst ett år i samma organisation. För att få en förståelse för upplevelsen av onboardingprocessen genomfördes kvalitativa semistrukturerade intervjuer med åtta respondenter, varav tre var onboardingansvariga och fem var nyanställda i en organisation. Efter intervjuerna transkriberades materialet som sedan blev till empiri för studien. Empirin från dessa intervjuer visade att när arbetet var på distans var det som nyanställd framförallt en utmaning att lära känna sina kollegor. Det var även svårt för de nyanställda att få en förståelse för organisationskulturen, vilket också stöds av teorin som menar att det kan ta lång tid att förstå organisationskulturen. Dessutom hade endast två av fem nyanställda fått en mentor från början av sin anställning och det visade sig att en mentor hade varit önskad. En analysmodell användes som grundade sig på en tidigaremodell av Bauer (2010) som kallas “The Four C’s” bestående av fyra nivåer som en framgångsrik onboardingprocess bör innehålla för nyanställda. Utifrån denna modell uppnådde organisationen den första nivån som innebar att de informerade om regler, lagar och policys, medan resterande nivåer endast delvis uppnåddes. Studien visar att tidigare använda onboardingaktiviteter fortfarande är aktuella, samt att mentorskap och den sociala delen är extra viktiga när onboardingprocessen sker på distans. / During the Covid-19 Pandemic, organizations have had to change the way they work, and more employees have had to work from home. This means that even new employees commence their employment remotely and are introduced to the organization remotely, meaning they go through the onboarding process remotely. Since the pandemic started approximately one year ago, there is limited research on how the onboarding process has been impacted and how the remote onboarding process has been experienced. This study’s purpose has been to create knowledge about how the onboarding of newemployees has been affected or changed during remote work. This has been created byexamining how new employees and those responsible for the onboarding have beenaffected by the onboarding process taking place remotely. To specify the purpose, the research questions were focused on employees from the same organization and who had worked the majority of their working hours remotely. The theory consisted of previous research around onboarding activities, organizational culture, socialization, and remote work. A case study design was chosen for this study. The selection of respondents was chosen through specific criteria’s, which included being from one organization, and the new employees had been working in the organization for a minimum of three months and not more than a year. To create an understanding of the experience of the onboardingprocess, qualitative semi-structured interviews were conducted with eight respondents, where three were in charge of the onboarding process, while the remaining five were new employees in the same organization. After the interviews, the material was transcribed and later became the empiricism for the study. The empiricism from these interviews showed above all that it was a challenge for the new employees to get to know their coworkers while working remotely. It was also difficult for the new employees to get an understanding of the organizational culture, this is supported by the theory as it shows that it can take a long time to understand the organizational culture. Additionally, there were only two out of five new employees who had a mentor from the start of the employment, and it was shown that a mentor would have been wanted. An analysis model was used, which was based on a previous model from Bauer (2010) called “The Four C’s” that consisted of four levels of what a successful onboarding process should consist of for new employees. Based on this model the organization reached the first level, which consisted of informing about rules, laws, and policies, while the remaining levels were partially achieved. The study shows that previous onboarding activities are still relevant, as well as mentorship, and the social aspect is extra important when the onboardingprocess is remote.

Purpose – The purpose of this study is to examine how a constructive introduction and training can be executed for new employees. Based on the purpose there has been two research questions formulated. -  What factors are important to take into consideration in the introduction and training of new employees? -  How can an introduction and training be designed? Method – The study has included a case study of a manufacturing company. Empirical data have been collected through methods of interview, survey and document studies. The study is inductive since the research area has first been studied without anchoring in theory. Based on the data collection, theory has been applied through literature studies. To fulfill the purpose and answer the research questions, the data collection and theory have been analyzed. Findings – Several factors should be considered when implementing a constructive introduction and training of new employees. Details such as standardization, learning, corporate culture, supervision, follow-up, documents and visualization are important to take into account. It is essential for companies to have a standardized way of working where it is ensured who shall implement the instruction, what they shall instruct and how it should be done. This can lead to quality assurance in the introduction and training. One way that companies can standardize and design the introduction and training process is by using Job Instructions. In this way, companies get to divide the process into important elements and the opportunity to review relevant factors. Implications – The study can be used for manufacturing companies regarding how the introduction and training process of newly hired can be designed. The study is based on already existing theories and does not contribute with new theories. Relevant factors of the process have been identified to give new employees the competence to be able to perform their tasks in an efficient and correct manner. Limitations – The study has been limited to one case study company within manufacturing industry, which may affect generalizability. The report only concerns the introduction and training of newly hired staff. Newly hired staff refers to blue collar workers and not white collar. Restrictions followed by the COVID-19 pandemic have limited the availability of data collection. It has also affected the company's routines, which brought the study to not examine the company's normal condition. / Syfte – Rapportens syfte är att undersöka hur en konstruktiv introduktion och upplärning kan gå till för nyanställda. Baserat på syftet har två frågeställningar formulerats. -  Vilka faktorer är viktiga att ta hänsyn till vid introduktion och upplärning av nyanställda? -  Hur kan en introduktion och upplärning utformas? Metod – Studien har innefattat en fallstudie på ett tillverkande företag. Empirisk data har insamlats via metoderna intervju, enkät och dokumentstudier. Studien är induktiv eftersom forskningsområdet har först studerats utan förankring i teori. Baserat på datainsamlingen har sedan teori tillämpats genom litteraturstudier. För att uppfylla syftet och besvara frågeställningarna har datainsamlingen och teorin analyserats. Resultat – Flera faktorer bör has i åtanke när det kommer till hur en utformning av en konstruktiv introduktion och upplärning kan gå till för nyanställda. Detaljer som standardisering, inlärning, företagskultur, handledning, uppföljning, dokumentation och visualisering är viktiga att ta hänsyn till. Det är väsentligt för företag att ha ett standardiserat arbetssätt där det säkerställts vilka som ska genomföra instruktionen, vad de skall instruera och hur detta ska gå till väga. Det kan medföra försäkring av kvalitet i introduktionen och upplärningen. Ett sätt som företag kan standardisera och utforma introduktions- och upplärningsprocessen är genom att använda sig av Job Instructions. På så sätt kan företag dela upp processen i viktiga moment och möjlighet till översyn av relevanta faktorer. Implikationer – Studien kan användas för tillverkande företag gällande hur introduktions- och upplärningsprocessen av nyanställd personal kan utformas. Studien utgår från redan existerande teorier och bidrar inte med nya teorier. Relevanta faktorer av processen har identifierats för att ge nyanställda kompetensen att kunna utföra sina arbetsuppgifter på ett effektivt och korrekt sätt. Begränsningar – Studien har begränsats till ett fallföretag inom tillverkningsindustrin vilket kan påverka generaliserbarheten. Rapporten berör endast introduktionen och upplärningen av nyanställd personal. Nyanställd personal berör enbart kollektivanställda och inte tjänstemän. Restriktioner som följts av COVID-19 pandemin har begränsat tillgängligheten för insamling av data. Det har även påverkat företagets rutiner vilket har gjort att studien inte undersökt företagets normala tillstånd.

Even though the legal minimum wage is not a new thing (it was first set in 1912 in the state of Massachusetts in the USA), we first come across the stipulation of a minimum wage in an amendment to Act No. 65/1965 Coll. of the Labour Code from 1990. The specific level of minimum wage and the conditions for applying it were then set by government resolution in February 1991. Since then the level of minimum wage has been valorised many times (in January 2006 the valorisation of minimum wage was the thirteenth time the minimum wage had been changed). The submitted dissertation deals with selected impacts of the minimum wage on firms, with special consideration to small and medium-sized enterprises (up to 250 employees). Attention is focused both on the demand side of the labour market (acceptance of legal level of minimum wage by firms), as well as on the supply side (effect of the legal level of minimum wage on willingness and motivation of the unemployed to supply their labour on the labour market). The work is focused on the following fundamental areas: detailed mapping of the effect of the minimum wage on firms and employment in economic theory and in contrast to theories for the results of empirical research, identification of the position of minimum wage in wage distribution in the Czech Republic (secondary research), acceptance of minimum wage by small and medium-sized firms in Southern Moravia County (primary research) and willingness of the unemployed to work for the minimum wage (primary research). An integral part of the work is the setting up of aids for the needs of a firm for enrolment and taking on of new employees - decision trees that provide information to the firm on the external labour market.

Onboarding av nyanställda är den process som handlar om att integrera nya medarbetare in i organisationen för att öka organisationens produktivitet. Genom onboarding kan organisationen bland annat lära nyanställda medarbetare om deras nya arbetsuppgifter, organisationens normer och att få medarbetaren att bli en del av arbetsgruppen och organisationen. Användningen av digital onboarding tog fart vid Covid 19-pandemins start år 2019 och kom att påverka hur organisationer hanterade sin onboarding framöver. Då användandet av digital onboarding är ett relativt nytt fenomen som tagit fart sedan pandemins start behövs kunskap om hur digital onboarding kan bidra till att de nyanställda upplever känslan av tillhörighet. Syftet med studien är därför att få en djupare förståelse för hur nyanställda upplever känslan av tillhörighet vid digital onboarding. Studiens valda metod är kvalitativ och har inspirerats av en fenomenologisk ansats. Åtta semistrukturerade intervjuer hölls med respondenter från den utvalda organisationen. Det empiriska materialet har sedan analyserats med inspiration av fenomenologisk analysmetod och har genomförts i fem steg. Resultatet påvisar att information, feedback, en närvarande chef samt möjlighet till digitalt relationsskapande kan bidra till att nyanställda upplever känslan av tillhörighet vid digital onboarding. Resultatet visar på hur organisationer kan skapa bättre förutsättningar för nyanställda under digital onboarding. / Onboarding of new employees is the process that involves integrating new employees into the organization to increase the organization's productivity. Through onboarding the organization can, among other things, instruct newly hired employees their new tasks, educate them about the organization's norms and values and helping the employees to become part of the working group and the organization. The use of digital onboarding took off at the start of the Covid-19 pandemic in 2019 and came to affect how organizations handled their onboarding in the future. As the use of digital onboarding is relatively a new phenomenon that has gained momentum since the start of the pandemic, knowledge is needed about how digital onboarding can contribute to new employees experiencing the feeling of belonging. The purpose of the study is therefore to gain a deeper understanding on how new employees’ sense of belonging is affected during digital onboarding. The study's chosen method is qualitative method and it has been inspired by a phenomenological approach. Eight semi-structured interviews were held with respondents from the selected organization. The empirical material has been analyzed with inspiration from a phenomenological analysis method and has been carried out in five steps. The result show that information, feedback, a present manager and the opportunity for digital relationship building can contribute to newly hired employees experiencing the feeling of belonging during digital onboarding.The result indicates how organizations can create better conditions for new employees during digital onboarding.

The thesis analyses the ability of competiton of a company in the service branch, in the sector of the installation electronic safeguard alarm. One of partial aims of thesis was an analyse of the historical development till the present, and an analyse of the inner and outer environment and preferences for selection theirs future suppliers. For this have been used methods of SWOT analysis and a questionnaire. The main aim was disclose and take advantage of opportunities, eliminate weak intents and limit distress.. One of the results of the thesis is choice of an acceptable agency for seeking new employees, implementation of a system for customers relationship management and institution of first step for management quality.

Master´s thesis is focusing on the development of personal management of STAS - Pavel Sehnal company. First part of the thesis describes common requirements of personal management. In the second part I analyze present state of the company. The result of the thesis are suggestions, how to improve the personal management.