Syftet med studien var att bidra till en djupare förståelse över hur organisationer arbetar med att kompetenssäkra verksamheten och hantera kunskapsförlust till följd av personalomsättning. Den här undersökningen utgörs av en fallstudie av Uppsala kommun och Svea Hovrätt och har en kvalitativ ansats. Det empiriska materialet har samlats in genom semistrukturerade intervjuer med sju respondenter. Studiens teoretiska ramverk vilar på Nonaka och Konnos uppdelning av kunskapsbegreppet i implicit respektive explicit kunskap. Hansen, Nohria och Tierneys begrepp kodifiering och personalisering om överföring och bevarande av kunskap samt Hansson respektive Lindelöws olika modeller över kompetensutveckling och behållande av personal. Studiens resultat visar att det effektivaste sättet att behålla kunskap och kompetens inom organisationen är genom att behålla personalen. Arbetet med att behålla personal inkluderar lönesättning, att organisationen erbjuder utvecklingsmöjligheter och andra hygienfaktorer som anställningstrygghet. Resultatet visar att kompetensutveckling fyller flera syften, både som ett sätt att se till att rätt kompetens finns inom organisationen, men också som ett sätt för att personalen ska trivas och vilja arbeta kvar. Arbetet med kompetensutveckling innehåller delar som introduktionskurser, medarbetarsamtal, seminarier och utbildningar samt uppföljning. Ytterligare ett sätt att kompetenssäkra verksamheten är att bevara den kunskap som finns inom organisation genom kodifiering och personalisering. Det framkommer i studien att det svåra är att dela och behålla implicit kunskap som bygger på erfarenhet när en medarbetare lämnar organisationen. / The purpose of the study was to contribute to a deeper understanding of how organizations work to secure the competence and handle knowledge loss as a result of staff turnover. This study consists of a case study of Uppsala kommun and Svea Hovrätt and has a qualitative approach. The empirical material has been collected through semi-structured interviews with seven respondents. The study's theoretical framework rests upon Nonaka and Konno's breakdown of the concept of knowledge in implicit and explicit knowledge. Hansen, Nohria and Tierneys concepts of codification and personalization on transfer and preservation of knowledge, as well as Hansson and Lindelöw's both models of competence development and retention of staff. The study's results show that the most effective way of retaining knowledge and competence within the organization is by retaining the staff. The work of retaining staff includes wage setting, that the organization offers development opportunities and other hygiene factors such as job security. The result shows that competence development fulfills several purposes, both as a way of ensuring that the right skills are within the organization, but also as a way for the staff to feel comfortable and want to work. The work on competence development includes parts such as introductory courses, staff appraisals, seminars and training courses and follow-up. Another way to secure the competence is to preserve the knowledge that exists within the organization through codification and personalization. It appears from the study that the difficult thing is to share and maintain implicit knowledge based on experience when an employee leaves the organization.

Revisionsbranschen präglas idag av en hög personalomsättning som leder till stora kostnader för företagen. Studier har visat att många nyanställda väljer att lämna branschen efter tre år på grund av orimliga krav på övertid, obefintlig balans mellan arbete och fritid samt en låg ingångslön. Idag kännetecknas revisionsbranschen av en tydlig hierarki som kan liknas vid ett amerikanskt och därmed ett uppgiftsbaserat ledarskap. Uppgiftsbaserat ledarskap innebär mindre fokus på deltagande och engagemang, till skillnad från skandinaviskt- och relationsbaserat ledarskap, där beslut tas gemensamt med en horisontell organisationsstruktur. Den yngre generationen efterfrågar flexibilitet, balans mellan arbete och fritid samt god företagskultur. Idag präglas revisionsbranschen av ett amerikansk- och uppgiftsbaserat ledarskap, medan den yngre generationen efterfrågar ett mer skandinaviskt- och relationsbaserat ledarskap. Därmed utgör studiens syfte att undersöka om företag inom revisionsbranschen anpassar sitt ledarskap till kommande generationer samt att ta reda på hur ledarskapet förändrats de senaste 10 åren. En kvalitativ studie har genomförts hos tre av fyra företag inom Big Four, där intervjuerna har haft ett medarbetarperspektiv såväl som ett ledarperspektiv för att få en djupare förståelse. Studiens resultat visar att revisionsbranschen utvecklats mot ett mer skandinaviskt- och relationsbaserat ledarskap där intervjupersonerna anger att det förr var mycket större prestationsfokus som kan likställas med ett amerikanskt- och uppgiftsbaserat ledarskap. Studien visar att dagens ledarskap har ett större fokus på relationer och delaktighet vilket tyder på att samtliga byråer har utvecklats mot ett mer relationsbaserat ledarskap. Medverkande företag använder strategier för att anpassa ledarskapet till den yngre generationen som exempelvis flexibla arbetstider, skapa förutsättningar för att balansera arbete och fritid, eliminera enklare arbetsuppgifter samt erbjuda sociala aktiviteter. / The auditing industry is characterized by high staff turnover, which leads to massivecostsfor the companies. Previous studies show that many choose to leave the industry after threeyears because of the high pressure of overtime, the lack of balance between work and leisure and low entrance salary. The auditing industry has a clear hierarchy that can be equatedwith an American and task-oriented leadership. Task-oriented leadership includeless participation and commitment than the Scandinavian relationship-based leadership,where decisions are taken in common and is characterized by a horizontal organizational structure. Theyounger generations now demandflexibility, balance between work and leisure and an open working climate. The auditing industry is characterized by an American task-oriented style while the youngergenerationsis demanding a leadership more similar to the Scandinavian relationship-oriented leadership. The purpose of this study wasto investigate whether companies in the auditing industry adapt their leadership to the future generationsand to examinehow the leadership has changed over the past 10 years. A qualitative study has been conducted in three out of four companies within the Big Four. Interviews have been conductedwithan employee perspective as well as a leadership perspective in order to gainadeeper understanding. The result of the study shows that the auditing industry hasdeveloped towards a more relationship-based leadership style and all interviewees stated that the industry previously was more focused on results which can be equated with a task-based and an American leadership style. Today’s leadership focuses on participation and joint decision-making. Leadership in all studied agencieshas evolvedtowards a mote relationship-based leadership from a task-based leadership. Strategies for adapting leadership towards the youngergenerationsinvolve for example,offering flexible working hours, creating conditions for balancing work and spare time, eliminating simple working tasks to be able to offer more complicated working tasks and social activities.

Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided.

Magistro baigiamajame darbe išanalizuotas naujų darbuotojų socializacijos procesas, įvertinti konkrečios stambios finansinės institucijos naujų darbuotojų socializacijos trūkumai bei privalumai, pateikiamos išvados bei siūlymai organizacijai. Darbe iškelta problema – dažna darbuotojų kaita Lietuvos organizacijose, kuriai turi įtakos prasta naujų darbuotojų socializacija bei nepakankamas dėmesys šiam procesui, kuris privalo būti sistemiškai nukreiptas į visapusišką darbuotojų įsiliejimą į gamybinę ir kultūrinę organizacijos aplinką. Teorinėje darbo dalyje yra išanalizuoti užsienio ir Lietuvos autorių požiūriai į naujų darbuotojų socializaciją organizacijoje, aptariamas darbuotojų socializacijos procesas, jo rodikliai ir veiksniai. Analitinėje dalyje pristatomi vieno Lietuvos banko departamentų darbuotojų socializacijos proceso ypatumai, bei pateikiamos rekomendacijos. / The master's thesis deals with the organisational socialization process of new employees, evaluates drawbacks and advantages of socialization of new employees of a particular major financial institution and presentes the findings and recommendations to the organization. The problem was raised in the thesis - frequent staff turnover in Lithuanian organizations affected by poor socialization of new employees and the lack of attention to this process which should be systematically directed to the comprehensive integration of employees into industrial and cultural environment of the organization. The theoretical part of the thesis analyzes the approaches of Lithuanian and foreign authors to the socialization of new employees in an organization, the specialisation process of employees in question, its indicators and factors. The analytical part presents the particular features of the socialization process of employees in a particular department of a Lithuanian bank and offers some recommendations.

Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided.

The profession of general nurse is very demanding. The International Labour Organisation and World Health Organisation believe it to be one of the riskiest jobs. Having completed difficult studies nurses often leave their jobs for other positions due to insufficient financial reward which is inadequate to the physical and mental load. The issue of lack of nurses emerged in the Czech Republic as early as before 2004. This situation worsened after the country{\crq}s association with the European Union because nurses began to use the free movement of persons on the labour market. They find work in more attractive industries which are not so demanding in personal and working life. Workers cannot keep up with a pace of work for a long time, unless their mental and physical health is properly looked after. Overloading often results in dissatisfaction and fluctuations. This diploma thesis maps the level of general nurses' departures to other professions on the labour market, which are listed in particular. The survey carried out is quantitative. It employs the method of enquiring persons by means of anonymous questionnaires. The results entail that the level of fluctuations shows a rising tendency. This is caused mainly by low financial remuneration and the impact upon the family and personal life. Possible solutions may include higher salary, higher social respect, saturation of the lack of personnel, application of fundraising, supervisions or employee benefits. It is essential to emphasise the prevention during professional studies. I have chosen the topic of general nurses{\crq} fluctuations mainly because it is a highly charged issue and because I felt that it was necessary to point out a problem that I experienced myself. As modern nursing care is developing, the demands for medical staff are increasing; unfortunately this is not in proportion to the amount of prevention devoted to the issue of workload. I attempted to outline the causes of nurses{\crq} fluctuations and mention also possible ways of preventing the outflow of nurses from this strenuous, yet beautiful and socially irreplaceable job.

The object of the thesis with the title Human Capital Expenses from Corporation Perspectives was to assess the importance of human capital expenses in the business organization dm drogerie markt Ltd., to evaluate their efficiency and consequently propose possible steps leading to make the resources spent on the human capital more effective. The practical part of the thesis deals with areas, which are associated with human capital expenses the closest: the system of remuneration and employee perks, the labour productivity and the structure and the amount of the labour costs, the organization and range of personnel controlling and briefly fundamentals of corporal culture, which illustrates the perception of the value of human capital for the investigated company.

Magister Commercii - MCom / Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided. / South Africa

L'organisation de la fonction publique française connait de profondes mutations depuis le début des années 2000. Cette thèse examine la capacité du système de recrutement et de gestion des enseignants à répondre aux enjeux d'attractivité, d'efficacité et de diversité au cœur des projets actuels de modernisation du système éducatif. Le premier chapitre examine la neutralité du processus de recrutement des enseignants du secondaire vis-à-vis du genre. Il révèle que des biais d'évaluation existent et tendent à favoriser le genre minoritaire, contribuant ainsi à renforcer la mixité au sein des disciplines universitaires. Les deuxième et troisième chapitres examinent la capacité des incitations monétaires, de la demande d'enseignants et des exigences en matière de diplômes à attirer davantage et potentiellement de meilleurs candidats aux postes d'enseignant. Une hausse du niveau de diplôme requis pour enseigner (réforme de la "masterisation") ne semble pas améliorer l'efficacité du recrutement en termes d'attractivité, de profils de compétences et de diversité. Le quatrième chapitre examine la relation entre absentéisme, mobilité et conditions de travail des enseignants. Il montre que les écoles et les directeurs d'école influencent significativement les absences, les départs et le bien-être psychologique des enseignants. Le manque de soutien hiérarchique, les comportements hostiles et l'intensité du travail semblent jouer un rôle particulièrement important. / The organization of the French civil service has undergone profound changes since the early 2000s. This thesis examines the capacity of the teacher recruitment and management system to meet the challenges of attractiveness, efficiency and diversity at the heart of current projects to modernize the education system. The first chapter examines the gender neutrality of the recruitment process for secondary school teachers. It reveals that evaluation biases tend to favor the minority gender and contribute to strengthening the gender diversity within university disciplines. The second and third chapters examine the ability of monetary incentives, teacher demand and degree requirements to attract more and potentially better candidates for teaching positions. An increase in the level of qualification required to teach (from bachelor's to master's level) does not seem to improve the effectiveness of recruitment in terms of attractiveness, skills profiles and diversity. The fourth chapter examines the relationship between absenteeism, mobility and working conditions of teachers. It shows that schools and school principals significantly influence teacher absences, turnover and psychological well-being. Lack of hierarchical support, hostile behaviors and work intensity seem to play a critical role.

Téma: Porovnání potřeby sounáležitosti ve zdravotnickém týmu na jednotkách intenzivní péče a standardních odděleních. Cílem diplomové práce je zjistit míru uspokojení potřeby sounáležitosti ve zdravotnickém týmu na jednotkách intenzivní péče a standardních odděleních. Ve své teoretické části se zabývám podrobným rozborem potřeby sounáležitosti. Charakterizuji problematiku lidských potřeb a jejich důležitost při působení v pracovním kolektivu na jednotkách intenzivní péče a standardních odděleních. Poukazuji na příčiny a projevy frustrace této potřeby. Zabývám se fluktuací zdravotnických pracovníků a pohlížím na narušení potřeby sounáležitosti, jako na jeden z důvodu proč sestry mění pracovní místa. Praktická část práce je zpracována formou kvantitativního výzkumu. Metodou dotazníkového šetření jsem získala data od 142 respondentů (všeobecných sester, sanitářů, fyzioterapeutů ve fakultních a krajských nemocnicích). V dotazníku jsem sledovala tyto oblasti: základní faktografické údaje, frustraci potřeby sounáležitosti a její projevy, důvody fluktuace, motivaci v pracovním kolektivu. Zpracováním dat jsem došla k závěru, že sestry znají význam výrazu potřeba sounáležitosti. Subjektivně více vnímají frustraci sounáležitosti zdravotničtí pracovníci ze standardních oddělení než zdravotníci z jednotek...