Studiens syfte var att bidra med kunskap om vilka motivationsfaktorer som får individer att söka till traineeprogram. Studien riktade sig till respondenter inom fem olika traineeprogram som sammantaget representerar IT- och banksektorn, samt konsultbranschen. De två frågeställningarna studien behandlade var vilka motivationsfaktorer anser traineerna i de undersökta traineeprogrammen ha motiverat dem till att söka till programmet samt vilka faktorer kan urskiljas som mest framträdande motivationsfaktorer till varför traineerna sökt till programmen. Empirin i studien samlades in genom en kvantitativ enkätundersökning där urvalet bestod av 191 traineer, varav 89 besvarade enkäten. Den tidigare forskningen som presenterades behandlade både studier kring motivation till att söka traineeprogram, men på grund av bristande studier inom detta område har även forskning kring motivation till att söka vuxenutbildning presenterats. Den teori som resultatet analyserades i relation till var Maslows behovshierarki bestående av sju steg. Vad som kunde utläsas av resultatet var att traineerna främst motiverats till att söka traineeprogrammet för att utvecklas personligen, karriärutvecklas, bli konkurrenskraftig för framtida arbetsgivare och för att de var intresserade av programmets innehåll. Dock visade det sig att de flesta av enkätens frågor hade motiverat traineerna i ganska hög grad vilket bekräftar Maslows (1943) teori om att alla individer går igenom denna behovstrappa och motiveras av alla steg i teorin. Sammanfattningsvis kunde det utläsas ur studiens resultat att många traineer främst motiverats av självförverkligande och kognitiva motivationsfaktorer.

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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.

This study conceptualises the workings of supervision within a South African community clinic setting, focusing specifically on trainees’ experiences of work and supervision in such contexts. Training and working in community contexts has become increasingly important in the field of clinical psychology in South Africa. Multiple and varied challenges face trainees learning and working in these contexts. The experience may evoke overwhelming emotional responses for trainees. Supervision can play an important role in offering support and providing a reflective space for trainees, thus helping to render their experiences manageable and meaningful. A qualitative research design was used in this study to explore the experiences of trainee psychologists learning and working at a community clinic in Johannesburg as a component of their clinical psychology Masters training. Six past clinical psychology trainees from the University of the Witwatersrand were interviewed in order to gain understanding of their experiences of work and supervision from their own perspectives. What emerged from analysis of the interview material was a rich description of the community clinic and the challenges trainees are faced with in working there. The impact of being a new therapist within the environment was an area commonly discussed in interviews. Most significantly, the importance of supervision within the context was highlighted, with interviewees focusing on the need for containment and a space to think. Bearing these ideas in mind, the study draws on psychodynamic theory, particularly that of Wilfred R. Bion, to help conceptualise the workings of supervision in such a context. The study illustrates that considerable and meaningful work and learning can be done in less than ideal circumstances.

<p>With an attractive trainee program company’s today hope to attract young devoted people. In the frame of a trainee program, there has been a special focus on a formal mentorship in an effort to develop characteristics with the mentor and protégé. Therefore this study discusses the subject mentorship in trainee programs. </p><p>Which characteristics are affected with the mentor and protégé during a mentor relationship in a trainee program? </p><p>The aim of the study is to create an awareness and knowledge of the mentor and the protégés understanding of which characteristics are affected in a mentorship relation after a completed trainee program. The study’s theoretical frame of reference was built around four main points; trainee program, mentorship, mentor relationship and which characteristics that are affected with mentors and protégés. In order to find out which characteristics that are affected with mentors and protégés in a mentor relationship, we have chosen to do a qualitative survey research with a deductive approach. The empirical data has been collected, using open individual interviews. The conclusion made is that a mentor relationship does not affect mentors especially much, except the mentor’s emotional stability and their ability to reflect. All the protégés characteristics on the other hand are affected during a mentor relationship in a trainee program. During this study we have concluded several interesting factors that may lead to proceeding research, for example testing the generalization of the theoretical model. Another approach is to apply the model in other contexts, for example in other leadership contexts or quality contexts.</p>

Because of the currently large recruitment needs within the Swedish nuclear powerindustry, it is necessary to recruit trainers from other recruitment groups than that ofexperienced operators at nuclear power plants. The foundation for a trainingprogram regarding these recruitment groups, here called “aspirants”, has in this thesisbeen prepared. It contains a suggestion for main topics in the program. It also includesdiscussion on the balance between forms of education and a concrete example ofhow a lesson could be performed. These suggestions has been developed through analysis of interviews and surveyresponses from student groups most suited for the propositioned trainee program,and individuals with service as a trainer or closely linked to training activities withinthe industry. The analysis suggests that the candidates gets, besides the opportunity to practice asoperating staff before the theoretical training begins, a training program, tightly boundto the power plant with multiple instances of practice and the chance of going intothe power plant and see how things that are being raised in theory, look in real life.The practice, in addition to helping to create an understanding of the plant, it will facilitate networking with the operations staff to build a relationship and trust. Candidates should have plenty of opportunity to educate and see both other aspirantsand experienced trainers train. The suggestion that all aspirants get a coach,supervisor and/or mentor who is experienced in the training of nuclear personnel,should also be made possible.Education forms should be combined and selected based on the individuals who aretaught. However, should lectures be more for technological learning and discussionand group work more for educational learning.

With an attractive trainee program company’s today hope to attract young devoted people. In the frame of a trainee program, there has been a special focus on a formal mentorship in an effort to develop characteristics with the mentor and protégé. Therefore this study discusses the subject mentorship in trainee programs. Which characteristics are affected with the mentor and protégé during a mentor relationship in a trainee program? The aim of the study is to create an awareness and knowledge of the mentor and the protégés understanding of which characteristics are affected in a mentorship relation after a completed trainee program. The study’s theoretical frame of reference was built around four main points; trainee program, mentorship, mentor relationship and which characteristics that are affected with mentors and protégés. In order to find out which characteristics that are affected with mentors and protégés in a mentor relationship, we have chosen to do a qualitative survey research with a deductive approach. The empirical data has been collected, using open individual interviews. The conclusion made is that a mentor relationship does not affect mentors especially much, except the mentor’s emotional stability and their ability to reflect. All the protégés characteristics on the other hand are affected during a mentor relationship in a trainee program. During this study we have concluded several interesting factors that may lead to proceeding research, for example testing the generalization of the theoretical model. Another approach is to apply the model in other contexts, for example in other leadership contexts or quality contexts.

The aim of this thesis was to critically evaluate whether biodata could be used as a valid tool in the pre-selection process of trainee chartered accountants. Biographical details of recently qualified accountants who trained within the whole spectrum of ICAS training offices, were collected from a self-completion questionnaire. The data collected was used to develop statistical models predicting two relevant pre-selection criteria for the accounting profession, namely the ability to pass the professional examinations at the first attempt and the probability of remaining with the training provider for at least 18 months post qualification. The validity of the developed models for use within the Scottish accountancy profession was then evaluated. Phase I of the thesis developed two models which considered examination performance, one based on honours graduates (n--183) and the other based on ordinary graduates (n=366) who qualified in the years 1988-1992. An empirical approach was adopted. Whilst statistically significant explanatory powers were identified for each model, a disappointing shrinkage was experienced when the models were applied to trainees who qualified in the years 1993-94. Two possible explanations were offered, the instability of the reference group and the empirical nature of the model derivation. Phase 11 of the thesis therefore adopted a more rational approach through the formulation of a conceptual framework. General background areas were hypothesised to be relevant in the determination of the criteria, and within these general areas specific factors were highlighted and entered into the logistic regression models using data from trainees who qualified in the years 1993-4. Statistically significant models were developed for both fully-accredited honours (n---149) and ordinary graduates (n--225) and these models continued to retain their validity when applied to trainees who qualified in 1995. The model developed for non-relevant honours students (n--61) was not significant highlighting the need for further work in this area. Likewise, from the data collected, an effective tenure model was not developed. This thesis has provided an additional validity study for the technique of biodata. by identifying that rationally derived biodata models can be used to differentiate between fully-accredited trainees who pass their WAS examinations at the first attempt and those who experience failure. This work therefore provides training principals who employ fully-accredited graduates to undertake WAS training with a useful preselection tool. It also provides evidence that rationally derived models appear to retain their validity and experience less shrinkage than models which were developed using a more empirical approach. Finally, the work demonstrates that it is possible to develop biodata models which are transportable across the full spectrum of ICAS authorised training offices and that biodata can therefore be transportable from one organisation to another.

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