Syftet med föreliggande undersökning är dels att undersöka hur företag inom den högteknologiska branschen arbetar med employer branding för att ses som attraktiv för potentiella framtida arbetstagare. Dels syftar även undersökningen till att få kunskap om vad ingenjörsstuderande, inom det för dessa högteknologiska företag intressanta utbildningar, finner attraktivt hos en framtida arbetsgivare. Metoden för undersökningen är därför både kvalitativ genom intervjuer och kvantitativ genom enkäter.   Resultaten från undersökningen visar att företagen aktivt arbetar med att synas, differentiera sig från konkurrenterna, ses som relevanta och uppfylla psykologiska kontrakt. De har insett vikten av att arbeta med employer branding för att kunna kompetenssäkra i ett tidigt stadie. De arbetar både internt samt externt för att bygga upp ett starkt employer brand som kommer skapa attraktion hos potentiella framtida arbetstagare. Resultaten visar även att det som ingenjörsstudenterna, som främst tillhör Generation Y, anser är viktigast när det kommer till vad ett företag bör erbjuda dem efter examen är känslomässiga attribut och främst ”Bra ledare/chefer”, ”Bra arbetsklimat”, ”Meningsfullt arbete”, ”Karriärmöjligheter” och ” Bra arbetsmiljö”. Vidare visar resultaten att det finns skillnader i de ingenjörsstuderades uppfattningar avseende deras ålder, tidigare arbetslivserfarenhet och kön. Undersökningen bekräftar således vad tidigare forskning visat.

The purpose of this field study is to gain an increased knowledge and understanding regarding how Western Cape-based companies work with Employer Branding towards black students by describing, analyzing and concluding the included processes. To reach this purpose a qualitative method was used by interviewing three different representatives from Western Cape companies and one consultant agency working with the concept of employer branding as well as focus group discussions with students from universities in Western Cape. The theoretical framework involves an own-designed model including the different concepts relevant for our study: Talent Management, Diversity Management and Employer Branding in which the latter has been given the most focus. The empirical data includes how the participants perceive the Employer Branding work towards students in a Western Cape context: the black talent challenge. The analysis chapter follows the structure of the theory chapter and the empirical data is compared and analyzed from to the different concepts in the theoretical framework. The analysis demonstrates that companies in Western Cape tend to overestimate their Employer Branding efforts in terms of resources and variety. Our findings show that the black students in our study felt dissatisfaction with the Employer Branding efforts from Western Cape companies. The analysis show clear patterns that Employer Branding in the Western Cape area have a strong ethnicity diversity focus and especially around fulfilling legal requirements. The collaboration between companies and universities in Western Cape could improve drastically according to our empirical findings. Finally this thesis provides a few recommendations for further research as well as for the Western Cape companies.

Begrepet musikk, utøverens framvekst, talent, evner, begavelse, kreativitet og intelligens.

Problemformulering: Talang är ett diffust begrepp men samtidigt söker många företag specifikt efter talanger till sina traineeprogram. Den stenhårda konkurrensen om en traineeplats gör att det krävs något extra för att antas och på så sätt kan vi påstå att en trainee är en talang. Talent Management handlar om allt från att rekrytera till att lyckas behålla talangfulla medarbetare. Från flera håll höjs dock röster om att svenska företag saknar såväl system som resurser för att behålla sina talanger. Syfte: Syftet med denna uppsats är att beskriva hur före detta traineer, vid tre svenska företag, upplever att deras arbetsgivare arbetar för att behålla dem inom företaget. Metod: En kvalitativ metod där sammanlagt sju intervjuer genomförts med före detta traineer vid tre olika företag. Frågorna utgår från en intervjuguide baserad på en modell som sammanfattar teori om att behålla talang med hjälp av Talent Management. Slutsatser: De intervjuade upplever att deras arbetsgivare arbetar aktivt med att erbjuda karriärmöjligheter, utbildningar samt se till att de före detta traineerna har en passande chef. Arbetsgivarna upplevs inte arbeta lika aktivt med att låta talangerna testa olika roller, anpassa arbetet efter individen samt erbjuda möjligheten att arbeta hemifrån. Det som arbetsgivarna enligt de intervjuade arbetar minst med är att låta dem påverka sina förmåner och se till att de kan prestera på sin absoluta toppnivå.

Syftet med denna kvalitativa studie var att undersöka hur talang kan användas i organisationers jakt på och rekrytering av medarbetare som kan bidra till verksamhetens utveckling. Detta har gjorts genom en empirisk studie där vi försökt undersöka och behandla begreppet talang genom att jämföra formell affärsverksamhet med fotbollsindustrin. Detta då vi fann att talang är något som sedan länge diskuterats inom fotbollen men som enligt våra antaganden vara nytt inom formell affärsverksamhet. En litteraturstudie har även genomförts i vilken vi har använt oss av teorier som påvisar framväxten av begreppen talang och talent management för tillämpning i organisationer. Den forskningsfråga vi ställde oss var: hur kan organisationer definiera, finna och rekrytera talang till sin verksamhet? Studiens resultat visar på att talang är att betraktas som relativt och definieras utifrån varje enskild person. Fokus bör därför ligga på att rekrytera den rätta talangen för verksamheten snarare än att bedriva en generell talangjakt.  För att förenkla sökandet och finnandet av den rätta talangen kan och bör rekryteraren skapa en arena där talang kan jämföras och utmärkas, likt en fotbollsplan för en matchsituation. Det är slutligen i en rekryterares makt att avgöra vem som på arenan besitter den rätta talangen för verksamheten.

Our aim is to analyse and discuss Swedish sport federations´ view about talent. We are analysing material, mainly in digital form, with focus on the identification of talents, development of talents and talents in a wider perspective. The first one is about when and how federations identify talents. The second one is about how they work with development of talents, for example, what is the most significant aspect to develop young people to become successful athletes. The third one is about organizations questions, how they work to create an environment that enables Swedish athletes to become great in sports. To do this we have selected four out of sixty-seven sport federations. We have chosen the Swedish Football federation, the Ice hockey federation, the Track & Field federation and the Ski federation. These four different sports are among the largest and most resourced sports and have a strong desire for results concerning competition. They also have quite a lot of material in this topic. When we discuss and analyse the federations we support our work with research from both Sweden and from abroad. The results show that in the team sports they identify talents in an early age even if they are aware of the fact that research proclaims that this should not be done. It also shows that talents are often identified from their early physical mature. When it comes to talent development the results indicate that they are well aware of children’s and youth’s growth and suggest nearly exactly what the literature says. In the wider perspective the four federations bring up things like, how they can appeal to more people so that they can choose talents from a larger group of athletes. In the long run they feel that this is going to make the Swedish sports elite better.

With Chief Human Resources Officers in Taiwanese-based Enterprises as the study of objects, this paper applies Mr. Feng-lee Lin¡¦s (2009) ¡§The Perspective of the Resource-building Mechanism¡¨ as the Theoretical framework, and researching into its functional management model in China. The purpose of this paper is to see if this position, CHO, can bring up efficiency in areas of individual, employee, and organizational performance management, and the efficiency as a whole as well. Key figures were interviewed, secondary data were collected, applied, analyzed to get the following conclusions: 1. The functionalities of CHO in Taiwanese-based Enterprises in Mainland China include: People management, Things management, and Self-management. 2.The key elements of management functions are professional knowledge, communication skill, and self-concept. The three react upon each other, and have causal relationship between them. 3. Due to the complexity in environment, regulations and policies, CHOs in Taiwanese-based Enterprises in mainland China face more challenges in inter-cultural management, enterprise management staff mobility, the uncertainty in effectiveness of enterprise performance management system and quantitative mechanism.

In the age of knowledge-based economy, company need to hire talented people who possess leading knowledge and skill to keep its competitive advantages. Taiwan located in crucial position of Asian market, but lost competitive advantages in attracting talented people when comparing the policies and environmental conditions with neighboring countries like South Korea, Singapore and the raising China This study chooses case company which is successful in attracting global talent in Taiwanese electronic technology industry. To investigate the factors that make firm attractive to talented people. The finding show that company should build up international recruitment network and good reputation, thus job applicant will have positive perception to company. Providing long-term development opportunity to talented people to satisfy their need. Besides, company should provide social support actively, to help talented people get used to unfamiliar environment, thus talented people will contribute to company more effectively.

Globalization is viewed as a centuries-long process, its various aspects which affect the world in several different ways such as industrial emergence of worldwide production markets and broader access to a range of foreign products for consumers and companies (Craig, C.S, 2003). Under globalization, companies meet the increasing challenge to fulfill the demands of markets. In order to response to market effectively and make best use of resources globally, IBM brought up a concept of ¡¥Global Integrated Enterprise (GIE)¡¦ in 2007. GIE affects companies and industries in the practices of organization transformation greatly. Advantech experienced the decline of growth from the middle of 2006. In order to obtain the competitive advantage, the company seeks for organization transformation. GIE is introduced to Advantech in the middle of 2007. Advantech began to arrange GIE transformation strategies and implemented GIE transformation in 2008 officially. While Advantech implements GIE transformation, it requires support functions to provide correspondent systems in organization transformation processes. Talent management is one of the most important issues for Advantech to deal with. Therefore, Advantech implements the talent management model which includes the functions of talent identification, talent development, talent deployment, and talent connection simultaneously. This research presumes that there are positive effects out of the implementation of talent management model. The expected effects include: 1) organization capabilities which are evoked by the implementation of talent development practices, 2) alignment which is affected by the implementation of talent deployment practices, and 3) employee commitment which is inspired by the implementation of talent connection practices. To continue, this research assumes that the implementation of talent management model is effective in terms of positive performance. Hence, this research aims at interpreting the relationship between capabilities, alignment, commitment, and organizational performance.

The main purpose of this study is to explore the connection between those surfaces which include course content planning and disposing, elements of course design direction, teaching methodology and teaching material of general education which talent cultivation systems of military academies to input, and all kinds of leading and managerial talents as well as fostering result which talent cultivation systems to output. This study chooses junior and senior midshiomen in Naval Academy as well as graduates who have served from one to three years for their naval careers as study sbjects, and also surveyes their satisfaction extent as to each surface of input and output of talent cultivation systems as well as differencies between background variable of study subjects and every surface. Through pragmatically analyzing effective samples, the results and suggestions of this study are as follows in summary: 1. In the surfaces of teaching methodology and teaching material which talent cultivation systems input, the methodological factors of ¡§student cadres in campus¡¨, ¡§honor instition¡¨ and ¡§field trip outside school within summer vacation time¡¨apparently influence ¡§managerial and commanding talents¡¨ and ¡§professional managerial talents of defence and service¡¨ which military academies cultivate. 2. In recognition of the importance as to ¡§all kinds of leading and managerial talents¡¨ which talent cultivation systems output, the junior and senior midshiomen in Naval Academy as well as graduate subjects who have served from one to three years for their naval careers, think cultivating ¡§managerial and commanding talents¡¨ is the most important thing. 3. In efectiveness evaluation as to course content planning and disposing of general education and management programme, the male¡¦s satisfaction extent is higher than the femal¡¦s. 4. In perceiving extent as to getting the benefit from course content planning and disposing general education which includes ¡§humanity, social science, natural sciece, lliberal programme and core military science, those graduates who have served three years for their naval careers, are higher than those who have served one years for their naval careers. 5. This study suggests the seminar on ¡§course planning and design, excellent teaching and evaluation, and teaching material composition¡¨ should be hold regularly. 6. Improving the important job with ¡§student cadres pacticing in campus and military-professional field trip outside school¡¨ should be hold to improve teaching features of military academies. 7. This study suggests the exchange activities of ¡§teaching improvement between civil teachers and military instructors in campus, and civil teachers and military instructors making a field trip to all of flotillas¡¨ should be strengthened. 8. This study suggests when military academies(civil universities and colleges) and practice circle carry on talent cultivation, should focus on perfect person and moral education.