Mičková, D. Trainee programs in the Czech business sphere. Diploma thesis. Brno: Mendel University in Brno, 2015. The thesis focuses on trainee programs as an option for cooperation between companies and university graduates. The thesis aims to evaluate the current status of trainee programs for graduates of Czech universities at companies that either run their trainee programs or did so in the past. To obtain up-to-date information, a questionnaire survey was performed and its results were used to propose a methodology for implementation of trainee programs within the Czech business sphere.

Os Programas Trainee (PGT) são uma das formas de inserção de jovens recém formados no mercado de trabalho e têm contribuído com o imaginário destes, que vislumbram nesta oportunidade uma forma diferenciada de iniciar a construção da carreira profissional. A partir do referencial sobre Mercado de Trabalho, Jovens e o Trabalho, Carreira, e Programas Trainee, e com o objetivo de avaliar se os trainees têm suas expectativas atendidas quando finalizam este Programa, neste estudo abordam-se, por meio da análise de práticas discursivas (SPINK, 2004), como os PGT têm sido vistos no mercado de trabalho pelos seus diversos atores, tais como representantes de empresas, jovens candidatos a trainee, trainees e extrainees, totalizando 40 entrevistados. Constatou-se que embora disponibilizem poucas vagas, sejam muito concorridos e exista dificuldade em distinguir os vários tipos de Programas Trainee ofertados pelas empresas, alguns destes Programas representam uma maneira diferenciada de ingresso no mercado de trabalho. Nestes casos, aparentemente o jovem terá mais condições de receber investimentos em capacitação, tendo um contato mais próximo com os líderes das empresas, oportunizando, assim, maiores chances de crescimento na carreira. Observou-se que há um tipo de carreira que parece ser comum para grande parte dos jovens trainees, a carreira multidirecional, e com relação às expectativas sobre esta, os trainees afirmaram se ver em condições de crescer nas organizações onde atuam e pretendem utilizar desse potencial ao máximo para realizar seus objetivos. No entanto, constata-se que o nível de expectativa gerado na oferta dos PGTs nem sempre corresponde ao esperado, causando frustração, fazendo que alguns alterem sua trajetória de carreira, buscando outras possibilidades no mercado de trabalho. / Trainee Programs are one of the forms of insertion of young graduates in the labor market and have contributed with their imaginary, hoping with such opportunity a differentiated way to start the construction of their professional career. From the frame on the labor market, young people and job, career, and Trainee Programs, and to assess whether the trainees have their expectations met when finalizing the Trainee Program, this study addressed through analysis of discursive practices (SPINK, 2004), how they have been seen now in the labor market by its various actors, as representatives of companies, young trainee applicants, trainees and ex-trainees, totalizing 40 interviewed people. It was noted that although few vacancies are available, they are very crowded and there is difficulty in distinguishing the various types of Trainee Programs offered by companies, some of these programs represent a differentiated way of joining in large companies, in which apparently the young have more conditions to receive investment in training taking a closer contact with the leaders of business, opportunity, thus greater chances of career growth. It was noted that there is a kind of career that seems common for most young trainees, multidirectional, and career expectations about this, the trainees stated they see themselves able to grow in organizations where they work and want to use that potential to its fullest to accomplish their goals. However, it is evidenced that the level of expectation generated in offers of the PGTs does not always correspond to their hope, causing frustration, making some of them modify their trajectory of career, searching other possibilities in the labor market.

Os Programas Trainee (PGT) são uma das formas de inserção de jovens recém formados no mercado de trabalho e têm contribuído com o imaginário destes, que vislumbram nesta oportunidade uma forma diferenciada de iniciar a construção da carreira profissional. A partir do referencial sobre Mercado de Trabalho, Jovens e o Trabalho, Carreira, e Programas Trainee, e com o objetivo de avaliar se os trainees têm suas expectativas atendidas quando finalizam este Programa, neste estudo abordam-se, por meio da análise de práticas discursivas (SPINK, 2004), como os PGT têm sido vistos no mercado de trabalho pelos seus diversos atores, tais como representantes de empresas, jovens candidatos a trainee, trainees e extrainees, totalizando 40 entrevistados. Constatou-se que embora disponibilizem poucas vagas, sejam muito concorridos e exista dificuldade em distinguir os vários tipos de Programas Trainee ofertados pelas empresas, alguns destes Programas representam uma maneira diferenciada de ingresso no mercado de trabalho. Nestes casos, aparentemente o jovem terá mais condições de receber investimentos em capacitação, tendo um contato mais próximo com os líderes das empresas, oportunizando, assim, maiores chances de crescimento na carreira. Observou-se que há um tipo de carreira que parece ser comum para grande parte dos jovens trainees, a carreira multidirecional, e com relação às expectativas sobre esta, os trainees afirmaram se ver em condições de crescer nas organizações onde atuam e pretendem utilizar desse potencial ao máximo para realizar seus objetivos. No entanto, constata-se que o nível de expectativa gerado na oferta dos PGTs nem sempre corresponde ao esperado, causando frustração, fazendo que alguns alterem sua trajetória de carreira, buscando outras possibilidades no mercado de trabalho. / Trainee Programs are one of the forms of insertion of young graduates in the labor market and have contributed with their imaginary, hoping with such opportunity a differentiated way to start the construction of their professional career. From the frame on the labor market, young people and job, career, and Trainee Programs, and to assess whether the trainees have their expectations met when finalizing the Trainee Program, this study addressed through analysis of discursive practices (SPINK, 2004), how they have been seen now in the labor market by its various actors, as representatives of companies, young trainee applicants, trainees and ex-trainees, totalizing 40 interviewed people. It was noted that although few vacancies are available, they are very crowded and there is difficulty in distinguishing the various types of Trainee Programs offered by companies, some of these programs represent a differentiated way of joining in large companies, in which apparently the young have more conditions to receive investment in training taking a closer contact with the leaders of business, opportunity, thus greater chances of career growth. It was noted that there is a kind of career that seems common for most young trainees, multidirectional, and career expectations about this, the trainees stated they see themselves able to grow in organizations where they work and want to use that potential to its fullest to accomplish their goals. However, it is evidenced that the level of expectation generated in offers of the PGTs does not always correspond to their hope, causing frustration, making some of them modify their trajectory of career, searching other possibilities in the labor market.

Os Programas Trainee (PGT) são uma das formas de inserção de jovens recém formados no mercado de trabalho e têm contribuído com o imaginário destes, que vislumbram nesta oportunidade uma forma diferenciada de iniciar a construção da carreira profissional. A partir do referencial sobre Mercado de Trabalho, Jovens e o Trabalho, Carreira, e Programas Trainee, e com o objetivo de avaliar se os trainees têm suas expectativas atendidas quando finalizam este Programa, neste estudo abordam-se, por meio da análise de práticas discursivas (SPINK, 2004), como os PGT têm sido vistos no mercado de trabalho pelos seus diversos atores, tais como representantes de empresas, jovens candidatos a trainee, trainees e extrainees, totalizando 40 entrevistados. Constatou-se que embora disponibilizem poucas vagas, sejam muito concorridos e exista dificuldade em distinguir os vários tipos de Programas Trainee ofertados pelas empresas, alguns destes Programas representam uma maneira diferenciada de ingresso no mercado de trabalho. Nestes casos, aparentemente o jovem terá mais condições de receber investimentos em capacitação, tendo um contato mais próximo com os líderes das empresas, oportunizando, assim, maiores chances de crescimento na carreira. Observou-se que há um tipo de carreira que parece ser comum para grande parte dos jovens trainees, a carreira multidirecional, e com relação às expectativas sobre esta, os trainees afirmaram se ver em condições de crescer nas organizações onde atuam e pretendem utilizar desse potencial ao máximo para realizar seus objetivos. No entanto, constata-se que o nível de expectativa gerado na oferta dos PGTs nem sempre corresponde ao esperado, causando frustração, fazendo que alguns alterem sua trajetória de carreira, buscando outras possibilidades no mercado de trabalho. / Trainee Programs are one of the forms of insertion of young graduates in the labor market and have contributed with their imaginary, hoping with such opportunity a differentiated way to start the construction of their professional career. From the frame on the labor market, young people and job, career, and Trainee Programs, and to assess whether the trainees have their expectations met when finalizing the Trainee Program, this study addressed through analysis of discursive practices (SPINK, 2004), how they have been seen now in the labor market by its various actors, as representatives of companies, young trainee applicants, trainees and ex-trainees, totalizing 40 interviewed people. It was noted that although few vacancies are available, they are very crowded and there is difficulty in distinguishing the various types of Trainee Programs offered by companies, some of these programs represent a differentiated way of joining in large companies, in which apparently the young have more conditions to receive investment in training taking a closer contact with the leaders of business, opportunity, thus greater chances of career growth. It was noted that there is a kind of career that seems common for most young trainees, multidirectional, and career expectations about this, the trainees stated they see themselves able to grow in organizations where they work and want to use that potential to its fullest to accomplish their goals. However, it is evidenced that the level of expectation generated in offers of the PGTs does not always correspond to their hope, causing frustration, making some of them modify their trajectory of career, searching other possibilities in the labor market.

This thesis deals with the topic of trainee programs in the Czech Republic and focuses on a case study of selected organization, which is FARMTEC a.s. The aim of the work is to provide an overview of trainee programs in the Czech Republic and to evaluate the newly introduced trainee program in FARMTEC a. s. The first part defines the concepts and personnel activities associated with trainee programs. The thesis has two parts. In the first part, on the selected sample of companies and on the basis of the selected criteria, a trainee program analysis is carried out which provides an overview of the current situation in the field of trainee programs. The second part describes and evaluates the newly introduced trainee program at FARMTEC a.s. Based on its evaluation, suggestions for improvements are made, which relate to the promotion, the length and content of the program, the evaluation of the success of the program and its participants.

The aim of this thesis is to make critical assessment of trainee programs strengths and weaknesses as a selection development banking employer tool for the university graduates. Furthermore, the aim is to deduce essential personal tasks for successful operation of the trainee program. The main focus of attention of this thesis is the process of organization trainee program PRIMA in UniCredit Bank compared with the trainee programs organized by Raiffeisenbank and ČSOB. The practical part of thesis is based on author's human resources work experience in a bank institution, participation on trainee program management and on job fairs held at the universities. The main contribution of this thesis is the comparison of the trainee programs, the list of essential distinct criteria as well as the comparable even identical general content and structure of the trainee programs.

Företagskultur är en framgångsfaktor för ett bolags ekonomiska såväl som sociala hållbarhet, och har en direkt påverkan på medarbetarnas motivation och tillfredsställelse. Kulturen förstärks och sprids bland annat av kulturbärare, förebilder som visar vägen i osäkra eller kritiska situationer. Tidigare studier kring framstående ledares möjlighet att påverka företagskulturen finns, men teorin menar på att kulturbärarna kan finnas inom ett bolags samtliga nivåer, oavsett innehav av ledande befattning. Denna uppsats ämnar därför till att undersöka vilka som av medarbetarna uppfattas vara kulturbärare, vad som kännetecknar dessa och vad som har format traineer, som är medarbetare utan ledande befattning, till att bli kulturella förebilder.För att erhålla nödvändig information har ett entreprenadbolags företagskultur och dess kulturbärare undersökts. Ett större antal kortare intervjuer genomfördes för att erhålla info kring vilka medarbetare som ansågs vara kulturbärare. Framkomna kulturbärares kännetecken och bakomliggande orsaker till varför/hur de har formats till kulturella förebilder undersöktes därefter genom ett färre antal djupare intervjuer, med såväl tjänstemän och representanter från bolagets ledning. Detta med fokus på de kulturbärare utan ledande befattning, vilket i dessa fall visade sig vara bolagets traineer. Resultatet ger tillsammans med tidigare forskning och teorier underlag till studiens slutsats.Undersökningen visar att framstående ledare ofta anses vara kulturbärare, men att andra medarbetare på andra nivåer även kan anses vara kulturella förebilder. Kulturbärare kännetecknas av förmågan att påverka andra medarbetares uppfattning om bolaget, är stolt över sitt arbete och innehar egenskaper som värderas högt inom kulturen. En ny upptäckt är att kulturbärare även kan påverka kulturen negativt, något som inte beskrivs i teorin. Vidare har nya iakttagelser gjorts gällande hur en kulturbärare, utan ledande befattning, kan växa fram. Vissa faktorer har då visat sig vara nödvändiga, som exempelvis; tillhörighet i en tydlig grupp samt kombinationen mellan att sakna tidigare erfarenheter och handledning av andra tydliga kulturbärare och/eller framstående ledare. Tecken på att bolag medvetet kan producera kulturbärare hittas även. / Organizational culture is a success factor for a company's economic as well as social sustainability and has a direct impact on employees' motivation and satisfaction. The culture is strengthened and disseminated by culture carriers, role models which show the way in uncertain or critical situations. Earlier studies about the ability of prominent leaders to influence the organizational culture exist, but the theory suggests that culture carriers can exist within all levels of a company, irrespective whether that employee has a leading position or not. This essay therefore intends to examine which employees that are considered to be culture carriers, what they are characterized by and how employees without leading positions may have been formed into cultural role models.In order to obtain the necessary information, a contracting company's organizational culture and culture carrier, in this case trainees, have been investigated. A large number of shorter interviews were carried out to obtain data about which employees that are considered to be culture carriers. The characteristics of culture carriers, and how they were formed into cultural role models were then examined through a fewer in-depth interviews, with both white collars and representatives from the company's management. This, with a focus on those culture carriers who are not considered prominent leaders, which in these cases turned out to be the company's trainees. The result, together with previous research and theories, provides the basis for the study's conclusion.The study shows that prominent leaders are often regarded as culture carriers, but that other employees at other levels also can be seen as cultural role models. Culture carriers are characterized by the ability to influence other employees' perception of the company, are proud of their work and possess qualities that the culture value. A new discovery is that culture carriers can have a negative effect on the culture, something not described in theory. Furthermore, new observations have been made regarding how a culture carrier, without leading position, can emerge. Some necessary factors have been found, as being part of a distinct group and the combination of lacking previous experience together with supervision of other clear culture carriers and / or prominent leaders. Signs showing that companies deliberately can produce culture carriers have been found.

Bakgrund: Nyutexaminerade sjuksköterskor erbjuds under första arbetsår traineeprogram där de får handledning, utbildning samt möjlighet till att hospitera på andra vårdavdelningar. Tidigare forskning visar att tonvikten i sjuksköterskeutbildningen ligger på kunskap och färdigheter istället för den djupare förståelsen där sjuksköterskestudenter bör lära sig reflektera och ha ett kritiskt tänkande. Syfte: Att undersöka nyutexaminerade sjuksköterskors upplevelser av att vara ny inom professionen på sjukhus. Metod: En litteraturöversikt baserad på 10 vetenskapliga artiklar med en kvalitativ design. Resultat: Analysen resulterade i tre teman: Känsla av kunskapsbrist, Den nyutexaminerade sjuksköterskans behov, Känslor av skräckblandad förtjusning. De tre temana gav fyra underrubriker: Behovet av reflektion, Behovet av stöd och trygghet, Glädje och stolthet, Rädsla. Konklusion: Nyutexaminerade sjuksköterskor upplever utmaningar på grund av otillräcklig klinisk kunskap samt svårigheten i att omsätta teoretisk kunskap till praktiska omvårdnadshandlingar, vilket ger upphov till känslor av otillräcklighet, otrygghet, oro, ångest samt stress. Behovet av stöd och reflektion är av betydelse när dessa känslor uppstår. Stöd i form av handledning och reflektion som de nyutexaminerade får i traineeprogrammet kan vara den bidragande faktorn att de nyutexaminerade känner att de kan hantera sin arbetssituation och stannar i vårdyrket. / Background: Newly graduated nurses, NGN, are offered a trainee program during their first year of work where they receive supervision and training. Previous research shows that the emphasis in nursing education is focused on knowledge and skills instead of the deeper understanding where nursing students should learn to reflect and have critical thinking. Aim: Investigate newly graduated nurses' experiences of being new in the profession. Method: A literature review based on 10 scientific articles with a qualitative design. Findings: The analysis resulted in three themes: Feeling lack of knowledge, Newly graduated nurse's needs, Feelings of horror mixed with delight. The three themes yielded four subheadings: Need for reflection, Need for support and security, Joy and pride, Fear. Conclusion: NGN experience challenges due to insufficient clinical knowledge as well as the difficulty in translating theoretical knowledge into practical nursing actions. Which gives rise to feelings of inadequacy, insecurity, worry, anxiety and stress. Need of support and reflection is important when these feelings arise. Support in forms of supervision and reflection that NGN receive in the trainee program can be a contributing factor that NGNsfeel they can handle their work situation and stay in the care profession.

Studien syftar till att undersöka möjligt formande av arbetsidentitet utifrån aspekterna innehåll,drivkrafter och sociala faktorer hos medarbetare som ställts inför olika lärvillkor till följd avgenomfört traineeprogram eller inte. Aktuell studie fyller en kunskapslucka där arbetsidentitet,traineeprogram och lärvillkor integreras. För att besvara syftet undersöks traineedeltagares ochdirektanställdas upplevelser av faktorer som påverkar arbetsidentitet genom en kvalitativ ansatsoch datainsamlingsmetoden semistrukturerade intervjuer. Urvalet består av fyra traineedeltagareoch fyra direktanställda. Efter en deduktiv och induktiv tematisk analys visar resultatet faktorersom påverkar möjligt identitetsskapande i form av kompetens, motivation och det socialasamspelet. Resultatet konstaterar att båda gruppernas upplevelser av dessa faktorer liknarvarandra, men även skillnader identifieras. Den stora skillnaden utgörs av synen på egenkompetens där traineedeltagarnas berättelser tyder på osäkerhet i kontrast till de direktanställda.Trots skillnaden är slutsatsen att båda grupperna i stort har goda lärvillkor och således liknandemöjligheter att forma arbetsidentitet. / This study aims to investigate the possible development of work identity through the dimensions of content, incentive and interaction of employees faced with different learning conditions due to participating in a trainee program or not. The study fills a knowledge gap where work identity, trainee programs and learning conditions are integrated. To answer the purpose, trainees' and another group of employees' experiences of the dimensions that affect work identity are studied through a qualitative approach with the data collection method semistructured interviews. The sample consists of four trainees and four employees who have been employed by the organization in other ways. After a deductive and inductive thematic analysis, the results show factors that affect possible identity formation such as competence, motivation and social interaction. The results show that both groups' experiences of these factors are similar, but differences are also identified. The major difference is the view of their own competence, where the trainees' stories indicate uncertainty in contrast to the direct employees. Despite this difference, the conclusion is that both groups overall have good learning conditions and thus similar opportunities to form work identity.

A presente pesquisa buscou \'investigar a interação das competências desenvolvidas pelos cursos de administração em seus estudantes e a demanda do mercado de trabalho\'. Para alcançar este objetivo geral, foram estabelecidos os seguintes objetivos específicos: analisar os fatores que influenciam no desenvolvimento das competências dos estudantes nos cursos de administração; determinar quais competências os formandos de administração acreditam possuir; reconhecer o grau de cada competência que os estudantes acreditam que foram desenvolvidas durante a graduação de administração; reconhecer quais competências os programas de trainee exigem dos candidatos em seus processos seletivos; verificar quais as principais diferenças, em termos de competências, dos administradores e das demais formações universitárias que competem para uma mesma vaga nos programas de trainee; e comparar as competências exigidas pelas empresas que possuem programa de trainee com as competências que os formandos acreditam possuir. Para a condução da pesquisa, adotou-se a abordagem quali-quanti. Na abordagem quantitativa ocorreu a realização de survey com 377 estudantes formandos de cursos de administração de excelência e 25 empresas detentoras de programas de trainee, por meio de aplicação de questionários, analisados por meio do software SPSS. Já na abordagem qualitativa, foram realizadas entrevistas semiestruturadas com 10 coordenadores de cursos de administração de excelência e analisadas as questões abertas presentes nos questionários dos estudantes e das empresas. As entrevistas foram gravadas e o conteúdo das falas foi transcrito na íntegra e submetido à análise temático-categorial proposta por Bardin. As categorias foram transformadas em variáveis e processadas pelo software NVivo10 ®. Os fatores que os coordenadores consideram importantes no desenvolvimento destas competências são: ética, empreendedorismo, características do curso, projeto pedagógico, currículo, competência, carreira, expectativa do mercado, perfil, teoria e prática, estágio, intercâmbio, interdisciplinaridade, professores, estudantes, importância dos coordenadores e autonomia dos estudantes. Em linhas gerais, os estudantes se auto avaliaram bem em todas as competências e foram identificados 3 clusters. Dentre as competências que as empresas relataram que os administradores se destacam está a visão sistêmica e houve consenso em três competências exigidas nos processos seletivos: \'possuir iniciativa\', \'trabalhar em equipe\' e \'construir relacionamento e colaboração\'. As empresas constituíram 3 clusters distintos, com exigências diferentes de competências para ingresso em seus programas de trainee. Competências identificadas na literatura como fundamentais ao administrador figuraram entre as menos valorizadas pelas empresas, como \'pensamento crítico\' e \'criatividade\', apontando que as competências que as empresas exigem devem ser estudadas, porém não devem, apenas elas, orientar a elaboração e consecução dos PPP\'s nos cursos de administração. / The present work sought to \"investigate the interaction between the competences developed in the students by the administration courses and the need of the market\". To reach this general objective, the following specific objectives have been established: to analyze the factors that influence the competence development in business administration students; to determine which of the competences the under-graduated administration students believe to have; to recognize the level of development of each competence the students believe to achieve during the graduation; to recognize which competences the trainee programs demand form their applicants in the selection processes; to verify, in terms of competences, the main differences between undergraduated students of administration and other majors that compete for the same job opening in the trainee programs; and to compare the competences demanded by the companies that have trainee programs and the competences the administration undergraduated students believe to have. To conduct this research, it was adopted the qualiquanti approach. In the quantitative approach, a survey was realized, through questionnaire application, with 377 under-graduating students from first class administration colleges and 25 companies that have a trainee program. In the qualitative approach, 10 first class administration colleges\' coordinators have been interviewed, and the open questions from the students and companies\' questionnaires have been analyzed. The interviews were recorded and the content was transcript and submitted to the thematic-categorical analysis proposed by Bardin. The categories were transformed into variables and processed by the software NVivo10TM. The factors that the coordinators consider important in the development of the competences are: ethics, entrepreneurship, courses characteristics, pedagogic project, curriculum, competence, career, market expectation, profile, theory and practice, internship, exchange studies, interdisciplinary, professors, students, coordinators importance and students autonomy.In general, the students self-evaluated themselves well in all competences and 3 clusters have been identified. Among the competences that the companies consider that the administrators have an outstanding performance, is systemic view. In the selection processes there were 3 competences that were consensus: \'to have initiative\', \'teamwork\' and \'to build relationship and collaboration\'. The companies were grouped in 3 different clusters, demanding different competences to their trainee program. Some competences that are listed in the literature as fundamental to the administrator, such as \'critical thinking\' and \'creativity\', were among the least valuable to the companies, suggesting that the competences that companies demand should be developed, but they should not be the only to guide the administration courses.