The migration to Sweden has increased in the last few years and in order to diminishsegregation and unemployment among the population, it has been a prioritized matterto help the migrants to enter the Swedish labour market. Employers that set languagerequirements when recruiting can reduce the possibility for a person with a differentethnical background to obtain employment. These language requirements can beappropriate and necessary to achieve a legitimate purpose. This study aims toinvestigate in which cases the employer has the right to set a language requirementand in which circumstances setting the requirement is discriminatory on grounds ofethnicity. In order to answer the research question, a legal dogmatic method has beenused.The investigation indicates that the court judge discrimination on grounds of ethnicityvery restrictively and in some cases fails to enforce the law correctly. Employersseem to evade sanctions easily, for example by implying that the decision is based onthe applicant’s personal qualities. This could be a reason why there are only a fewcases taken to the court.

<p>ABSTRACT</p><p>The purpose of this c-level essay shall try to illustrate how a good leader is formed. We have investigated what influences leadership style, personal characteristics or individual competence have when recruiting a new manager. This study has been carried out with comparative applications because we wanted to study the similarities and differences between the Unemployment Office, the Social Insurance Office and the Social Welfare Administration.</p><p>We have used a qualitative method in interviews both with employers as well as the from the trade union representative’s perspective. Part of our results indicates that the trade union representatives and the employers are not always unanimous and do not request equivalent characteristics and knowledge at recruitment. We have also found certain differences in the recruitment process between the organisations despite the fact that they are all politically governed and have many organisational similarities. We do not claim any empirical generalisations about our results as we have studied only one municipality. Our conclusions establish how certain key factors relate to recruitment of mangers just in this municipality and in these organisations. The results, however, indicates the prominence of some key factors that might be of general importance.</p><p>One of the most important result that we found in this study was that the trade union representatives had more similar opinions with each other than those they had with their respective organisations. Furthermore it became obvious from the study that great significance was given to inter-personal relationships when recruiting a new middle manager. The most significant resemblance between the three organisations was that they requested a management style that inclined towards democratic values.</p>

Rapportens undersökning beskriver de skillnader och likheter mellan kedjeägda och privatägda klädbutiker i Lidköping. En öppen intervju genomfördes med fem butikschefer i kedja och fem butikschefer/ägare i privatägd butik för att beskriva rekryteringsprocessen och kunskapsnivån om anställningsformerna, 4-6 §§ Lag (1982:80) om anställningsskydd (LAS). Personalen i en butik är en resurs som tillsammans med butikschefen/ägaren arbetar för att uppnå lönsamhet. Rätt personal är då betydelsefullt för arbetsgivaren och en felrekrytering kan bli kostsamt för företaget. En effektiv och strukturerad rekryteringsprocess leder till rätt person på rätt plats[1]. Rekryteringsprocessens sista delar innefattar anställningsavtalet där anställningsformen ska beslutas för den nyanställda. Enligt 4-6 §§ LAS, finns sex korrekta anställningsformer. Uppsatsens fråga; Hur anställer butikschefer ny personal och kan de förklara anställningsformerna enligt 4-6 §§ LAS? Underfråga; vilka likheter och skillnader finns beroende på om butikschefen är verksam inom kedja eller privatägd butik? Rapportens slutsats beskriver att rekryteringsprocessen skiljer sig ytterst lite åt varandra i klädföretagen. Både kedjor och privatägda butiker utförde en kortsiktig process vid nyanställning. Kunskapsnivån av anställningsformerna skildes åt tydligare beroende på vart butikschefen arbetade. Butikschefer i kedjor besatt en högre kunskap medan butikschefer/ägare i privat butik saknade generellt kännedomen kring anställningsformernas rättigheter och skyldigheter. Inga av de intervjuade har upplevt konsekvenser av brist på kunskap inom 4-6 §§ LAS. Frågan är om det är nödvändigt för butikschefer att besitta denna kunskap? [1]Danilov &amp; Hellgren, april 2010 / The report's survey describes the differences and similarities between a chain and privately-owned clothing stores in Lidköping. An open interview was conducted with five store managers in a chain store and five store managers / owners of the privately owned shop to describe the recruitment process and knowledge on forms of employment, § § 4-6 Lag (1982:80) om anställningsskydd (LAS). The staff in a store is a resource that together with store manager / owner is working to achieve profitability. Right staff is then important for the employer and a wrong recruitment can be costly for the company. An effective and structured recruitment process leads to the right person at the right place. The recruitment process last part includes the employment contract which the employment status is decided for the new recruits. According to § § 4-6 LAS, there are six regular forms of employment. Essay question: How do the store managers employ new staff and do they know the forms of employment according to § § 4-6 LAS?  Sub query: What similarities and differences exist depending on whether the store manager is active within the chain or privately owned shop? Conclusion of the report describing the recruitment process differs very little about each other clothing companies. Both chains and privately owned shops did a short-term process of hiring new staff. The level of knowledge of forms of employment were separated more clearly dependent on each store manager was working. Store managers in chains possessed a higher knowledge while store managers / owners of private store lacked general awareness about the employment status ‘rights and obligations. None of the interviewees have experienced the consequences of lack of knowledge in § § 4-6 LAS. The question is whether it is necessary for store managers to possess this knowledge?

ABSTRACT The purpose of this c-level essay shall try to illustrate how a good leader is formed. We have investigated what influences leadership style, personal characteristics or individual competence have when recruiting a new manager. This study has been carried out with comparative applications because we wanted to study the similarities and differences between the Unemployment Office, the Social Insurance Office and the Social Welfare Administration. We have used a qualitative method in interviews both with employers as well as the from the trade union representative’s perspective. Part of our results indicates that the trade union representatives and the employers are not always unanimous and do not request equivalent characteristics and knowledge at recruitment. We have also found certain differences in the recruitment process between the organisations despite the fact that they are all politically governed and have many organisational similarities. We do not claim any empirical generalisations about our results as we have studied only one municipality. Our conclusions establish how certain key factors relate to recruitment of mangers just in this municipality and in these organisations. The results, however, indicates the prominence of some key factors that might be of general importance. One of the most important result that we found in this study was that the trade union representatives had more similar opinions with each other than those they had with their respective organisations. Furthermore it became obvious from the study that great significance was given to inter-personal relationships when recruiting a new middle manager. The most significant resemblance between the three organisations was that they requested a management style that inclined towards democratic values.

I den här uppsatsen undersökts det hur rekryteringsprocessen av inköpsassistenter ser ut i teori och praktik och vilka kompetenser yrket efterfrågar. Ämnet är aktuellt då yrkesrollen som inköpsassistent är svår att definiera och teori har påvisat att rekrytering försvåras av det faktum. Det kan i sin tur leda till felrekryteringar som kan ge stora konsekvenser i ett företag. Ämnet är också relevant då förändringar inom modebranschen har påverkat yrkesrollerna inom branschen i hög takt vilket resulterat i att samma yrkesroll har olika innebörd på olika företag. Förändringar ställer högre och delvis helt nya krav på rekryterare inom branschen. Samtidigt har det inte påträffats någon definition av rollen som inköpsassistent. Studiens syfte är därför att klargöra vilka kompetenser som eftersöks för att bli anställd som inköpsassistent. Studien utreder frågeställningen: Vilken kompetens efterfrågas i yrkesrollen som inköpsassistent? Rekryteringsprocessen kommer också undersökas i studien. Utifrån frågeställningen och syftet gjordes en kvalitativ undersökning där rekryterare och inköpare intervjuades genom semistrukturerade intervjuer om rekrytering av inköpsassistenter. Urvalet bestod av sju modeföretag från Sverige och Norge. Data från intervjuerna transkriberades och presenterades i en resultatdel. Studiens resultat presenteras inom följande teman: Rekryteringsprocessen, Social rekrytering, Felrekrytering, Konkret kompetens och Abstrakt kompetens. Sammanfattningsvis tyder studiens resultat på att yrkesrollen skiljer sig mellan olika företag och att det faktum att rollen är odefinierad påverkar rekryteringen och kan delvis bidrar till felrekrytering. Vidare visar resultatet att det finns både abstrakta och konkreta kompetenser som stämmer in på flertalet av företagen och därför kan bidra till en del av definieringen av yrkesrollen som inköpsassistent. / This thesis is investigating how the recruitment process of buying assistants is working in theory and practice, and what competences the profession demands. This issue is currently important since the professional role as a buying assistant is difficult to define and theory has demonstrated that recruitment is aggravated by that. This may therefore lead to misrecruitments that can provide major consequences in a company. The topic is also relevant when changes in the fashion industry have influenced professional roles within the industry at a high rate, resulting in that the same profession has different meanings in different companies. The changes are requiring higher and partly new demands on recruiters in the industry. At the same time, a definition of the role as buying assistant has not been found. The study's purpose is to clarify the competences that are required to be employed as a buying assistant. The study investigates the question: What competences are required for a job as a buying assistant? The recruitment process will also be investigated. Based on the issue and the purpose, a qualitative study was most suitable. In the study, recruiters and buyers were interviewed through semi-structured interviews about the recruitment of buying assistants. The sample consisted of seven fashion companies from Sweden and Norway. Data from the interviews were transcribed and presented in the result chapter. The study’s results are presented in the following themes: Recruitment process, Social recruitment, Misrecruitment, Concrete competences and Abstract competences. In summary, the result of this study indicates that the professional role differs between different companies and that the fact that the role is undefined affects recruitment and may partly contribute to misrecruitment. Furthermore, the results show that there are both abstract and concrete competences that apply to the majority of companies and therefore contribute to the definition of the professional role as a buying assistant.

Syftet med det här arbetet var att kartlägga rekryteringsprocessen i svenska rederier och bemanningsbolag av maskinbefäl. För att ta reda på detta skickades det ut ett antal enkäter till personalrekryterarna i respektive rederi/bemanningsbolag. Studien är en kvantitativ undersökning för att få in ett så stort underlag som möjligt och därefter kunna få fram ett trovärdigt resultat. Resultatet blev att rekryteringsprocessen har påverkats av utflaggningen av fartygen och då framför allt för juniorbefälen. Det som personalrekryterarna ansåg som mest betydelsefullt vid nyrekrytering av maskinbefäl är rekommendationer från redan anställda i rederiet/bemanningsbolaget och fullständig sjöingenjörsexamen. Arbetsförmedlingens tjänster användes i mindre grad på grund av det dåliga urvalet och inte heller available position-sidan på rederiernas/bemanningsbolagens hemsida vid rekrytering av nya maskinbefäl.

Bakgrund och problem:  Med åren har många statliga utredningar understrukit vikten av att högskolans undervisning skall ha en så god utformning som möjligt och att den skall ledas av väl kvalificerade lärare. För högskolor gäller det att finna rätt lärare som har förmågan att undervisa på ett sätt som passar dagens mer heterogena grupper med tanke på att studenterna fördubblats de senaste åren. Det är välkänt att hänsyn till de vetenskapliga meriterna är betydande och oftast avgörande vid anställning. Tidigare studier menar att bedömningskriterierna för pedagogisk skicklighet måste ges skarpare och mer entydiga formuleringar, likt den vetenskapliga skickligheten. Först då kan lika stor omsorg ägnas den pedagogiska skickligheten vid rekrytering. Syfte och metod: Syftet med föreliggande studie var att undersöka den pedagogiska skicklighetens betydelse i sin sociala kontext för att på så sätt ge en ökad kunskap kring fenomenet. Dessutom undersöktes hur fenomenet bedöms i praktiken och vilka underlag som används i förfarandet för att därmed kunna dra slutsatser kring varför betydelsen kan te sig på skilda sätt i olika sammanhang. Fem stycken semistrukturerade djupintervjuer genomfördes. Intervjupersonerna, som är väletablerade inom akademin, har på ett eller annat sätt en inblick i hur bedömningen av den pedagogiska skickligheten går till och har kännedom om vilka uppfattningar som råder kring dess betydelse. Utöver intervjuerna har även flertalet olika dokument granskats som supplement till empirin. Intervjuerna och de granskade dokumenten utgör studiens triangulering vilket gör att ett bredare perspektiv erhålls och därmed en mer fullständig bild av den pedagogisk skicklighets betydelse och hur bedömningen av den går till. Dessutom används trianguleringen för att öka studiens trovärdighet och träffsäkerhet. Resultat och slutsatser: Under intervjuerna framkom att det föreligger en statusskillnad mellan forskning och undervisning, där forskningens status upplevs som högre. Detta resultat tyder på att betydelsen av den pedagogiska skickligheten är lägre och att resultatet bekräftar tidigare studier. Bedömningsunderlag för den pedagogiska skickligheten måste utvecklas på ett sätt som gör att bedömningen blir kvalitetsmässig. / Background and problem: Over the years many government investigations have underlined the importance of higher education being as excellent as possible, and that the education should be managed by qualified teachers. Universities have to recruit the right teachers who have the ability to teach in a way that fits the more heterogeneous groups of today, since the amount of students have doubled in the recent years. It is well known that consideration of scientific qualifications is significant and usually crucial in employment. Former studies mean that the assessment criteria for teaching skills must be given sharper and more unambiguous formulations, similar to the scientific skills. Only then equal attention can be paid to the teaching skills within recruitment. Aim and method: The purpose of this study was to examine the importance of teaching skills in order to increase knowledge about the phenomenon. In addition, the study examined how teaching skills are assessed in practice, and which basis that are being used in the procedure, in order to draw conclusions about why the significance can be different in various contexts. Five semi-structured in-depth interviews were conducted. The interviewees, who are well established within the academy, have in different ways insight into the assessment of teaching skills, and they have knowledge about the perceptions of its significance. In addition to the interviews, several different documents have been examined as supplement to the empirical results. The interviews and reviewed documents constitute the method triangulation of the study, which empirically empowers and thus provides a more complete view of the teaching skills significance and how it is assessed. Furthermore, triangulation is used to increase the credibility and accuracy of the study. Results and conclusions: This study revealed a status difference between researching and teaching, where the status of researching is considered higher. This result indicates that the importance of teaching skills is lower, a fact that also is confirmed in previous studies. The assessment basis of teaching skills must be developed in a way that makes the assessment qualitatively.

Syfte: Syftet med denna studie är att öka kunskapen gällande introduktionsprogrammets betydelse för företag, för att i förlängningen möjliggöra för företag att effektivisera sitt HR-arbete.   Metodik och teoretisk referensram: En kvalitativ fallstudie med en induktiv ansats. Det empiriska materialet har samlats in genom intervjuer och fokusgrupper på tre företag inom industribranschen. vår teoretiska referensram innefattar introduktionsprogram, personalomsättning och mentorskap.   Slutsats: Inom introduktionsprogrammet finns det vissa komponenter som är mer avgörande än andra. Vilka är: struktur, upplärning, information, sociala och informella aspekter samt uppföljning. I förlängningen kan denna kunskap användas av företag och möjliggöra att de kan effektivisera sitt HR-arbete.   Vilken betydelse introduktionsprogrammet har för ett företag påverkas av förutsättningar, behov och problem inom det specifika företaget. Vissa faktorer påverkar samt har en påverkan på introduktionsprogrammet. Faktorerna kan förbättras med ett introduktionsprogram men också påverkas negativt. I förlängningen påverkar introduktionsprogrammet företags förmåga att bland annat behålla och utveckla personal, vilket kan skapa möjligheter för konkurrensfördelar och ökad lönsamhet. / Purpose: The purpose of this field study is to examine what importance an onboarding program has for businesses. By extension, businesses can develop their HR-processes in line with the findings of this study.   Methodology and theoretical reference framework: A qualitative case study within the industrial field with an inductive approach. Three different organizations within the industrial field are examined in the study. The empirical material was collected through unstructured interviews and focus groups. The theoretical reference framework includes Onboarding program, Turnover rate and Mentorship.   Conclusion: The study highlights crucial components of an onboarding program which are: structure, on the job training, information, social and informal aspects and follow-up. This knowledge can be used to make HR-processes more efficient. The findings of this paper are that the onboarding program will have a long term impact on businesses.   The importance of an onboarding program depends on the business. Advantages such as a decreased turnover rate and a motivated workforce can be earned by develop and implement an effective onboarding program within the organization.

The thesis deals with the human resources in chosen hospital facility. The aim of the thesis is to give proposals to optimize recruitment process and the subsequent adaptation of new employees in the organization and to make them more efficient. The research will be carried out through a questionnaire survey with in-house staff and a structured interview with superiors and management. Based on the results found, changes will be proposed to improve the aforementioned business processes.

Alongside the evolution of the recruitment process, different types of recommendation systems have been developed. The purpose of this study is to investigate recommendation systems within educational contexts, successful implementations of recommendation system architecture patterns, and alternatives to previous experience when evaluating candidates. The study is conducted through two separate methods; A literature review with a qualitative approach and design science research methodology focused on design and development, demonstration and evaluation. The literature review shows that, for recommendation systems, a layered architecture built within a microservice ecosystem is successfully utilized and has multiple beneficial aspects such as improved scalability, maintainability and security. Through design science research methodology, this study shows a suggested approach to implementing a layered architecture in combination with KNN and hybrid filtering. To avoid the lapse of suitable candidates, caused by demanding previous experience, this study shows an alternative approach to recruitment, within an educational context, through the use of soft skills. Within the study, this approach is successfully used to evaluate and compare students, but the same approach could possibly be applied to evaluate and compare companies. Moving forward, this study could be further expanded by looking into possible biases arising as a result of using AI and choices made during this study, as well as weighting of student-attributes.