Den kompetensbrist som råder inom Tech-branschen har inte undkommit många. Trots att fältet accelererar i rasande fart bromsar kompetensbristen digitaliseringen och utvecklingen av samhället. Utvecklande trender tvingar organisationer till kontinuerlig förändring där rekryteringen inom organisationen behöver bli flexibel och anpassningsbar för att kunna möta förändringar och tillgodogöra organisationen med den kompetens som behövs för att hjälpa dom att överleva på marknaden. I och med den kompetensbrist som råder inom Tech, tillsammans med den växande digitaliseringen inom alla olika typer av branscher, slåss de allra flesta organisationer om den lilla mängd kompetens som finns på marknaden. Därför har det aldrig varit så aktuellt att behöva vara en attraktiv arbetsgivare. Syftet med studien är att kartlägga hur en agil Talent Acqusition kan vara ett steg på vägen för att underlätta i processen att få tag i den kompetens som organisationen behöver. Studiens är en fallstudie där undersökningsobjekt har varit ett Tech-företags kampanj för att rekrytera mjukvaruutvecklare. Resultaten visar att rekrytera för segment har varit ett bra första steg mot ett mer agilt arbetssätt. Det är dock näst intill omöjligt att ersätta headhunting av senior spetskompetens med denna typ av tillvägagångsätt för Talent Acquisition. För att skapa mervärde av detta arbetssätt behöver företaget lägga ett större fokus på tvärfunktionella teams, kommunikation samt lägga tydligare ramar. Sammanfattningsvis bidrar ett mer agilt Talent Acquisition till att effektivisera rekryteringsprocessen och ta tillvara på kandidaten på ett bättre sätt, i denna kandidatfokuserade marknad.

The gig economy can be described as a temporary work-environment where an independent workforce uses platforms to find and draw income from work. In 2016, 20-30% of US and Europe’s population took part in some kind of independent work, and the amount of selfemployed in Sweden is growing. However, at what rate it grows differs depending on how these workers are defined. Within the gig economy, the fastest growing areas of work are in knowledge intensive- and creative environments such as consulting. Using gig consultants provides companies access to top talent within IT, which is required in many businesses and industries where digitalisation is disrupting their ways of working. One of these industries is manufacturing, where e.g. servitisation and Industry 4.0 makes the companies more digital and connected. The purpose of this thesis was to understand how manufacturing companies handle their external talent management and demand for consultant hires within IT, both now and in the future as the amount of gig consultants increases. This was done by conducting interviews with representatives from five Swedish manufacturing companies within automotive and machinery. The interviewees had different roles, but were or had been responsible for hiring consultants within IT. The empirics gained from the interviews were combined with theory, mainly on talent management and managing external talent. The main findings from the study were that in most cases, the companies do not choose between a consultant and a gig consultant, they rather look for the right competence. Gig consultants are however seen as more of experts and can specifically be hired when frontedge or niched competence is needed. On the other hand, consultants can be used when a complete solution has to be delivered as the capacity of a consultancy is higher. To ensure successful consultant hires, the IT departments work with preferred suppliers with whom they have framework agreements to access and hire talent. These suppliers include both consultancies and brokers, from where they get both regular consultants and gig consultants. In general, what defines a successful hire of a consultant is that he or she is sufficiently competent and able to quickly adapt to the company. Additionally, a successful hire is when the project or assignment is completed on time with good result. The main advantages with hiring gig consultants are that acquiring competence can be made easier and more flexible, they can also access more niched competencies. The main disadvantage is that it is unclear who takes responsibility if a gig consultant cannot deliver as they are not part of a firm who can send a replacement. However, some brokers seem to replace the gig consultant. / Gigekonomin kan beskrivas som en tillfällig arbetsmiljö där en självständig arbetsstyrka använder sig av plattformar för att hitta och tjäna pengar på sitt arbete. Under 2016 jobbade 20-30% av befolkningen i USA och Europa med någon form av självständigt arbete, och denna grupp växer i antal i Sverige. Däremot kan tillväxttakten se lite olika ut beroende på hur man definierar dessa självständiga arbetare. De snabbast växande områdena för självständigt arbete inom gigekonomin är i kunskapsintensiva och kreativa områden såsom konsultbranschen. Genom att använda sig av så kallade gigkonsulter kan företag få tillgång till topptalanger och kompetens inom IT, vilket det är ett stort behov av inom många industrier där digitaliseringen radikalt förändrar de arbetssätt som finns. En av dessa industrier är den tillverkande industrin, där bland annat servitisation och Industry 4.0 gör att företagen måste bli mer digitala och uppkopplade. Syftet med detta examensarbete var att undersöka hur tillverkande företag jobbar med extern talent management och sitt behov av extern kompetens inom IT, både nu och i framtiden eftersom antalet gigkonsulter ökar. Studien genomfördes genom intervjuer med representanter från fem svenska tillverkande företag med inriktning mot fordon och maskiner. De personer som intervjuades hade olika roller inom företagen, men jobbar med eller har erfarenhet av att hyra in konsulter inom IT. Den empiri som intervjuerna gav kombinerades med teori, huvudsakligen inom talent management och hur man jobbar med extern inhyrning av kompetens. De viktigaste upptäckterna från studien var att företagen i de flesta fall inte väljer mellan en konsult och en gigkonsult, de letar snarare efter rätt kompetens. Gigkonsulter ses dock som experter i större utsträckning och används speciellt när spetskompetens behövs. Däremot används konsulter i större utsträckning när en komplett lösning behöver levereras då ett konsultföretags kapacitet är högre eftersom de har anställda konsulter. För att lyckas med en extern inhyrning så använder företagen så kallade “preferred suppliers” som de har ramavtal med. Bland dessa finns både klassiska konsultföretag med anställda konsulter och så kallade konsultmäklare som de använder för att ta in gigkonsulter. Generellt definierar företagen en inhyrning som lyckad om personen är tillräckligt kompetent och snabbt kan anpassa sig till företaget och dess arbetssätt, och projektet eller uppdraget blir klart i tid med gott resultat. Den främsta fördelen företagen ser med gigkonsulter är att man lättare och mer flexibelt kan få tag på kompetens. Den främsta nackdelen är att det finns en osäkerhet i vem som tar ansvar om en gigkonsult inte kan leverera, eftersom de inte jobbar för en konsultfirma som kan skicka en ersättare. Vissa konsultmäklare verkar dock ordna en ersättare.

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The predominance of post-modern thought in the latter half of the 20th century has brought philosophy to a crisis of confidence in its ability to investigate and understand our current reality. The complacent relativism that has emerged from post-modern discourse leaves us unprepared to face either the dominance of a dis-associative free-market or the emergence of regressive fundamental totalitarianism. Alain Badiou tasks philosophy with recovering the process of logical investigation into the primary forces which shape our lives, and he does so by equipping philosophy with both a means and an end: philosophy is a mathematical ontology in the endless pursuit of truth. In an attempt to address the issues of infinitely relative position and totalitarian authority, I understand Badiou to draw most significantly from Wittgenstein's (not Sartre's) notion of the situation and Heidegger's notion of Being, placing both of these insights within the mathematical framework of set theory as informed by Paul Cohen, doing so in the distinctly Platonic spirit of an appeal to truth as the antidote to the sophistry of post-modern thought. Such concerns with the intersection of authority and position are distinctly modern ones, and for Badiou we remain caught on the horns of the modern dilemma of the undisputed Master and the infinite Place. The process of overcoming such a false dichotomy, Badiou suggests, involves a return to the scene of its founding in the century's imagination, the moment of its poetic enunciation. Through an investigation of the critical and creative work of Ezra Pound and T.S. Eliot between the wars, I present their striking awareness of this problem and their attempts to overcome it, focusing on their respective moments of success and failure as understood through a critique based on Badiou's ethics and aesthetics. / English

Talent development has proven to be a complex journey, affected by a multitude of different factors surrounding an individual. To navigate this tricky road the fostering of intrinsic motivation is crucial, which can be affected by the player's environment. This study thus set out to explore contextual strengths and weaknesses of a football talent development environment (TDE) in Stockholm with a link to motivational theories. A qualitative approach was used in the form of a semi- structured interview guide. Three players from a team situated in Stockholm were interviewed regarding the perceived quality of their TDE. An inductive analysis revealed contextual strength regarding a holistic view of the player and a development of resilience, and potential weakness regarding development of focus. Overall the study provided insights in contextual strength and weakness in a Stockholm situated football TDE. / Talangutveckling har visat sig vara en komplex resa, påverkad av en mängd olika faktorer som omger en individ. För att navigera denna knepiga väg är fostran av en inre motivation av stor betydelse, som kan påverkas av individens utvecklingsmiljö. Denna studie syftade därför till att utforska kontextuella styrkor och svagheter hos en fotbollstalang utvecklingsmiljö (TDE) i Stockholm genom motivationsteorier. En kvalitativ ansats användes i form av en semistrukturerad intervjuguide. Tre spelare från ett lag beläget i Stockholm intervjuades angående den upplevda kvaliteten på sin TDE. En induktiv analys avslöjade kontextuell styrka gällande en holistisk syn på spelaren och utvecklingen av motståndskraft, samt potentiell svaghet gällande utvecklingen av fokus. Övergripande sett gav studien insikter om kontextuell styrka och svaghet i en Stockholmsbaserad utvecklingsmiljö.

No / As the interest in talent management (TM) gathers momentum, this paper aims to unravel how talent is managed in multinational corporations, what factors mediate the talent management process and what computerised systems may contribute to the management of talent. The study employs a single case study but multiple units of analysis approach to elucidate the factors pertaining to the transmission and use of talent management practices across the German and Irish subsidiaries of a US multinational corporation. Primary data for this study derive from a series of in-depth interviews with key decision makers, which include managers at various levels in Germany, Ireland and The Netherlands. The findings suggest that the diffusion of, and success of, talent management practices is contingent on a combination of factors, including stakeholder involvement and top level support, micro-political exchanges, and the integration of talent management with a global human resource information system. Furthermore, the discussion illuminates the utility and limitations of Cappelli's “talent on demand” framework. The main limitation of this research is the adoption of a single case study method. As a result, the findings may not be applicable to a wider population of organisations and subsidiaries. Additional research will be required to substantiate the relevance of these findings in the context of other subsidiaries of the same and other corporations. This paper accentuates a number of practical implications. Inter alia, it highlights the complex nature of institutional factors affecting the talent management process and the potential efficacy of a human resource information system in managing talent globally.The paper extends the body of knowledge on the transfer of talent management practices in the subsidiaries of multinational corporations. The discussion presented herein may engender further academic debate on the talent management process in the academic and practitioner communities. The link between talent management and the use of human resource information systems established by this research may be of particular interest to human resource practitioners.

Yes / We examine how managers in Oman make sense of localization policies (Omanization) through their use of talent management (TM). Through an institutional logics (IL) lens, it is possible to examine how organizations confront institutional complexity and understand the interplay between state, market and societal logics. The paper analyses twenty-six interviews with managers in the Petroleum and Banking sector and is the first to examine TM within the context of Omanization using a layered, IL perspective. The paper finds that punitive state logics encourage organizations to focus on the societal wellbeing of their TM measures and inspires a sense of corporate social responsibility. Yet, the market logic dictates a stratified and differentiated approach that manages impressions of inclusivity while safeguarding organizational interests.

This case study examines how a company can work with employer branding and talent management in order to attract students. The study explores how these concepts can be combined in the joint activity and what the implications are of arranging such an activity. This is illustrated through the case competition Brandstorm, arranged by L’Oréal Group. The study has a qualitative approach and it is based on in-depth interviews with managers on three different organizational levels at L’Oréal. The result shows that using a case competition as a joint activity is a tool to combine employer branding and talent management. The aim of a joint activity is two folded; the case is developed by the employer branding team to create awareness and appear as an attractive employer, further targeting students in order for the talent management team to spot and recruit talents. Additionally, the study highlights the importance of communicating a consistent Employer Value Proposition (EVP) that conveys symbolic values. A case competition can also be seen as a tool for managing talents and creating of talent pools. It is further clear that collaborating with universities is preferable when targeting students, thus conveying an attractive employer brand image.

The purpose of this study was to investigate site managers experience of Talent Management within an organisation in Sweden. The result showed that the site managers experience of the company’s work with Talent Management to certain extent were positive but also that there were areas that could improve. The company’s culture and working climate were two of the positive aspects that were mentioned. However, better information about the topic and the possibility for career development within the business were desired. These results go hand in hand with prior research about Talent Management as it relates to attracting, developing and retaining employees. / Syftet med denna kvalitativa studie var att undersökaplatschefers upplevelseravarbetetmed Talent Managementinom en svensk organisation. Resultatet visade att platschefernasupplevelse av verksamhetens arbete med Talent Management till viss del var positiva men också att det finns förbättringsmöjligheter.Företagets kultur och arbetsklimat var några av de positiva aspekterna som nämndes. Däremot önskades det bättreinformation kring ämnet och fler möjligheter till karriäravancemang inomorganisationen.Dessa resultat går i linje med tidigare forskning om Talent Management vad det gällerarbetet med att attrahera, utveckla och behålla medarbetare

This diploma thesis deals with intellectually talented individuals and from the narrower point of view, gifted pupils in the subject of Czech language at the second level of elementary school. In the theoretical part, the author deals with the talents, definitions and concepts of this issue, existing models from various authors, characteristics of gifted children, approaches of Czech schools to the education of these children and extra-curricular possibilities for the development of their talent. This thesis also deals with linguistic intelligence and personality of the teacher. The main objective is to give a realistic picture of how teachers of the Czech language view gifted pupils and what differences they find between gifted individuals and ordinary students. Furthermore, the author of the thesis searches for the differences between the capabilities of pupils gifted at the Czech language and other pupils in fulfilling the assigned tasks. Last but not least, what is the point of view on education of the pupils themselves. In the practical part, using the structured interview method, information and opinions from teachers of talented pupils and pupils themselves to the teaching of the Czech language are collected. In addition to that, on the basis of the theoretical data gathered, practical tasks...