Background: Firms are today competing for educated and qualified people within the IT-industry, due to the high business activity. Firms require new employees to have both a formal education and relevant work expe-riences. Newspaper articles state that IT-companies have difficulties finding qualified employees and that they also see this shortage of competencies as the most prominent hinder to economic growth. To handle this shortage are an increased amount of companies starting structured training activities for their new employees, which by general terms is called trainee programs. Purpose: The purpose of this study is to do an explorative study of compa-nies in the Swedish IT-industry, to see if and why a trainee program could be a source of competitive advantage. Method: A qualitative approach has been applied when collecting data. Four small case studies were made by interviewing top managers and col-lecting company related information. The companies had diverse sizes and different experiences from trainee programs. The data was analyzed with the Resource-based view as a guiding theory applying the VRIN framework. Conclusion: By doing the studies three value adding aspects was found. They were staffing/recruitment, marketing and, organizational learning and development. Within the resource-based views boundaries were: recruitment and staffing found to be a source of at best tem-porary competitive advantage, the same conclusion applies for trai-nee program as a marketing tool. Organizational learning and de-velopment could be seen as a source of competitive advantage due to the complex impact a trainee program has to an organization. To summarize the above mentioned; trainee program could be a source of sustainable competitive advantage. Three obstacles for implementing trainee programs were found; feeling of being to small, short-term thinking and the lack of time.

Användning av traineeprogram i svenska organisationer har inom den senaste tiden ökat kraftigt. Det tros bero att utveckling och förändring präglar såväl organisationer som individer. Dock tas det sällan hänsyn till vilken påverkan organisationskultur kan ha på traineeprogrammens implementering. Syftet med denna studie är att undersöka hur intervjupersonerna upplever den undersökta organisationens organisationskultur och traineeprogram samt hur de förhåller sig till varandra. Den teoretiska referensram som utgör grund i studien innehåller teori om olika perspektiv på organisationskultur, subkulturer samt hur organisationskultur skapas. Även tidigare forskning om lärande i organisationer, framgångsfaktorer för lärandeprogram samt organisationskultur som påverkan på lärandeprogram ingår i referensramen. Kvalitativ metod med semistrukturerade intervjuer med traineer och deras chefer inom två separata avdelningar utgör grund för empiri. Resultatet visar att kulturen inom den undersökta organisationen upplevs variera på grund av dess storlek men nyckelkulturer går att urskilja. Organisationens traineeprogram uppfattas vara ambitiöst och ger traineer mycket erfarenhet under en kort period. Traineeprogrammet kan ha en inverkan på organisationens kultur då traineer agerar kulturbärare. Organisationskulturen kan i sin tur möjliggöra eller hindra implementeringen av traineeprogrammet genom stöd via seniora medlemmar inom organisationen och hinder i form av medlemmar och chefer som inte förstår innebörden av traineeprogrammet. Det positiva med traineeprogram enligt studien är att traineer har friska ögon och möjlighet att centralisera organisationskultur. Det negativa är maktaspekten i att traineer färgas av traineeprogram och ledningens värderingar. Organisationskultur kan möjliggöra implementering av traineeprogram genom att seniora medlemmar stödjer traineer i processen av att lära känna organisationskulturen samtidigt som konflikter mellan medlemmar, chefer och traineer kan vara ett stort hinder för implementering och framgång av traineeprogram. Traineer kan ha en påverkan på organisationskultur men bör inte ses som det optimala verktyget för att förändra den.

The final work of master degree analyzes consultancy competence and work strategy of a mentor. Most often, the mentor’s work is confined to evaluation and control, and one of the main functions of his/her work – the function of consultancy – is not performed well enough. Regarding the need of junior pedagogues’ and trainee students’ to be consulted and aiming that both junior pedagogues and trainee students gain relevant elements of pedagogical work in educational institutions, it is very important to analyze the peculiarities of consultancy content and process of a mentor. The following defensive propositions have been raised: The consultancy process of a mentor corresponds with the process requirements, however, there are many problems connected with planning a suitable environment for consulting, making a contact with a nursling, modeling the content of consulting and feedback and evaluation of a mentor’s consultancy. The research data showed the lack of mentors’ experience in consulting and thus proved the defensive propositions.

This thesis focuses on the trainee counsellor’s experience of speaking a second language in counselling practice. It is based on a single in-depth case study, examining the author’s experience of practice during her training and in her first post-qualification years. Through a detailed exposition of the practitioner’s countertransference experience in relation to her use of a second language, it identifies three positions, termed ‘Worrying and Stumbling’, ‘Connecting and Attuning’ and ‘Relaxing and Playing’. Detailed practice examples are provided to illustrate each position. Like Klein’s use of the term, positions are conceptualised not as chronological or fixed stages, but as ways of being in relation which can dominate or recede at any time. In contrast to the problem-focused perspective that characterises existing research on second language use in counselling, this thesis provides evidence of the opportunities that arise in the therapeutic relationship when the counsellor is working in a second language, even arguing that second language use can be an asset. As counselling and psychotherapy become increasingly globalised, with counsellors and clients often no longer sharing the same native tongues, this thesis makes a timely contribution to research focused on the counsellor’s experience in this setting. Shedding new light on the experience of trainees working in a second language, it offers insights to counselling educators, researchers, practitioners and trainees.

Studiens syfte har varit att beskriva och analysera sektionschefers uppfattningar om och erfarenheter av ett trainee-program för ökad mångfald på ÅF. I studien har det undersökts dels hur sektionscheferna anser att trainee-programmet har fungerat, dels vilka hinder och möjligheter de beskriver i arbetet med kulturell mångfald. Vidare har det studerats hur sektionscheferna ser på sin ledarroll och vilka strategier de haft i sitt arbete med trainee-programmet. Undersökningen genomfördes genom fem kvalitativa intervjuer. Sektionscheferna som ingick i studien arbetar på olika orter i Sverige och de har haft minst en anställd från trainee-programmet i över ett år. Resultatet visar att sektionscheferna anser att trainee-programmet i stort har fungerat bra. Olikheter berikar varandra, man kan nå fler kunders behov med olika kulturer i arbetsgruppen samt att man lär av varandra var möjligheter som lyftes fram. De hinder som beskrevs var främst kopplade till kommunikativa och språkliga hinder. Det framkom varierade resultat gällande sektionschefernas ledarskap där en del ansåg att de inte haft några särskilda strategier och andra ansåg att de anpassat sitt ledarskap mot medarbetare från trainee-programmet.

This thesis is focused on analysis of current functioning of the trainee program at Nutricia a.s. The aim of theoretical part is to summarize the theoretical knowledge in the field of talent management and formulate a theoretical basis for the practical part. The subject of the practical part is to describe the trainee program at Nutricia and evaluate the current process based on the survey conducted among the participants. The aim of the thesis is to prove or disprove the hypothesis, to find the strengths and weaknesses of the program and give specific proposals and recommendations to improve the system. The main contribution of this work is provide the view of the participants on the trainee program and their expectations and create a comprehensive document which can be used for internal purposes of the company as it describes and evaluates the progress of the program.

Diplomová práce je zpracována na základě dvouroční praxe ve firmě Škoda Auto v oddělení Personalistika managementu, konkrétně pak ve skupině personálního rozvoje. Mezi cílové skupiny tohoto oddělení patří studenti, trainees (absolventi vysokých škol), uchazeči do managementu a management. Cílem práce je v teoretické části představit problematiku vzdělávání a rozvoje z hlediska zajištění konkurenceschopnosti firem. V první kapitole práce je popsáno řízení lidských zdrojů a v druhé kapitole naváže na toto téma problematika vzdělávání a rozvoje pracovníků. Třetí část je věnována praktické stránce diplomové práce. Je zde popsána historie a současný vývoj firmy Škoda Auto a následně současný stav vzdělávání řídících pracovníků v podniku, se zaměřením na Trainee program. Tento program je následně detailněji popsán a jsou zde zhodnoceny všechny jeho kladné a záporné stránky. Nedílnou součástí je i průzkum mezi bývalými účastníky Trainee programu, z něhož je čerpáno při vytváření návrhů na zlepšení Trainee programu.

abstract: In this study, I investigated supervisory practices (i.e., structure and facilitation) when training therapists of differing levels of experience and self-efficacy are working with clients presenting with varying levels of suicidal risk (i.e., low or high). While previous research has supported that trainees need and want less structure and direction from their supervisors and become more self-efficacious as they gain more experience, this same assumption may not hold for crisis situations, such as when clients present with suicidal risk. To examine how trainees rate the quality of clinical supervision when working with clients presented with varying levels of suicidal risk, and how this may vary according to trainee experience level and trainee self-efficacy, an experimental design was used in which trainees read vignettes of pretend clients and supervisory sessions. It was hypothesized that quality ratings of supervision and client risk level, trainee experience level, and trainee self-efficacy would be moderated by the type of supervisory practice received. Results found significant main effects for trainee experience level, client risk level, and type of supervision received on supervision quality ratings, but no significant moderations. Clinical implications for supervisory practices and future directions for research are discussed. / Dissertation/Thesis / Doctoral Dissertation Counseling Psychology 2020

With its growing popularity in the field, Solution Focused Brief Therapy (SFBT) training workshops are becoming more prevalent in the family therapy training field. Because SFBT represents an innovative approach to therapy, does teaching this model demand innovative ways to train its students or are the same methods used in teaching other models of family therapy sufficient? To begin to address this question, it would be important to know how trainees experience SFBT training as it currently exists. This study qualitatively examined the process that trainees experienced when learning SFBT. Fifteen individuals responded to an email questionnaire, with 7 of those individuals participating in follow-up telephone interviews. In summary, being able to practice using a solution focused approach with clients and receiving supervision on those sessions from a supervisor who used a solution focused framework in giving feedback were factors identified as being most helpful in facilitating the learning process. The study also examined how the participants merged their existing beliefs about people and the therapeutic process with the assumptions inherent to SFBT. Finally, the study examined distinct moments, defined as moments after which the trainee knew that SFBT was a model they could use effectively with their clients. The distinct moments provided a picture of how the training and learning came together in practice for the participants. / Master of Science

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