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After the long period of forced work from home, many knowledge workers have not only developed a strong habit of remote work, but also consider flexibility as their personal right and no longer as a privilege. Existing research suggest that the majority prefers to work two or three days per week from home and are likely to quit or search for a new job if forced to return to full time office work. Given these changes, companies are challenged to alter their work policies and satisfy the employee demands to retain talents. The subsequent decrease in office presence, also calls for transformations in the offices, as the free space opens up opportunities for cutting the rental costs, as well as the other expenses related to office maintenance, amenities, and perks. In this paper, we report our findings from comparing work policies in three Nordic tech and fintech companies and identify the discrepancies in the way the corporate intentions are communicated to the employees. We discuss the need for a more systematic approach to setting the goals behind a revised work policy and aligning the intensions with the company’s actions. Further, we discuss the need to resolve the inherent conflicts of interest between the individual employees (flexibility, individual productivity, and well-being) and the companies (profitability, quality of products and services, employee retention, attractiveness in the job market). © 2024, The Author(s)., WorkFlex

Context: Former literature revealed team performance is contingent on personality composition and interactive effects of team climate. While decades of research on personality prevails in software engineering, team climate remains sparsely researched. Objective: In agile software development, individuals and interactions are key sources of agility. This study replicates a previous study and analyzes the relationship between five-factor-model personality traits and team climate dimensions among agile teams in a telecom company. Method: A Web-based survey was replicated twice, first with 75 professionals from 12 teams in Sweden, followed by 46 professionals from seven teams in India. The data was used for correlation, regression analyses, and meta-analysis. Results: We observed significant negative correlations between neuroticism and all the team climate dimensions. Meta-analysis identified a significant medium-sized negative effect between neuroticism and participative safety. Regression analysis showed personality traits accounted for around 10 % of the variance in team climate dimensions. Conclusions: High neuroticism is not conducive to team climate as emotionally unstable members could impair team cohesion by being reactive and susceptible to stress. Managers assembling Scrum teams ought to mitigate higher neuroticism by counterbalancing it with an elevation of corresponding negatively correlated personality variables and providing support/training towards increasing the aforementioned variables. © 2023

After the long period of forced work from home, many knowledge workers have not only developed a strong habit of remote work, but also consider flexibility as their personal right and no longer as a privilege. Existing research suggest that the majority prefers to work two or three days per week from home and are likely to quit or search for a new job if forced to return to full time office work. Given these changes, companies are challenged to alter their work policies and satisfy the employee demands to retain talents. The subsequent decrease in office presence, also calls for transformations in the offices, as the free space opens up opportunities for cutting the rental costs, as well as the other expenses related to office maintenance, amenities, and perks. In this paper, we report our findings from comparing work policies in three Nordic tech and fintech companies and identify the discrepancies in the way the corporate intentions are communicated to the employees. We discuss the need for a more systematic approach to setting the goals behind a revised work policy and aligning the intensions with the company’s actions. Further, we discuss the need to resolve the inherent conflicts of interest between the individual employees (flexibility, individual productivity, and well-being) and the companies (profitability, quality of products and services, employee retention, attractiveness in the job market). © 2024, The Author(s)., WorkFlex

Context: Former literature revealed team performance is contingent on personality composition and interactive effects of team climate. While decades of research on personality prevails in software engineering, team climate remains sparsely researched. Objective: In agile software development, individuals and interactions are key sources of agility. This study replicates a previous study and analyzes the relationship between five-factor-model personality traits and team climate dimensions among agile teams in a telecom company. Method: A Web-based survey was replicated twice, first with 75 professionals from 12 teams in Sweden, followed by 46 professionals from seven teams in India. The data was used for correlation, regression analyses, and meta-analysis. Results: We observed significant negative correlations between neuroticism and all the team climate dimensions. Meta-analysis identified a significant medium-sized negative effect between neuroticism and participative safety. Regression analysis showed personality traits accounted for around 10 % of the variance in team climate dimensions. Conclusions: High neuroticism is not conducive to team climate as emotionally unstable members could impair team cohesion by being reactive and susceptible to stress. Managers assembling Scrum teams ought to mitigate higher neuroticism by counterbalancing it with an elevation of corresponding negatively correlated personality variables and providing support/training towards increasing the aforementioned variables. © 2023

After the long period of forced work from home, many knowledge workers have not only developed a strong habit of remote work, but also consider flexibility as their personal right and no longer as a privilege. Existing research suggest that the majority prefers to work two or three days per week from home and are likely to quit or search for a new job if forced to return to full time office work. Given these changes, companies are challenged to alter their work policies and satisfy the employee demands to retain talents. The subsequent decrease in office presence, also calls for transformations in the offices, as the free space opens up opportunities for cutting the rental costs, as well as the other expenses related to office maintenance, amenities, and perks. In this paper, we report our findings from comparing work policies in three Nordic tech and fintech companies and identify the discrepancies in the way the corporate intentions are communicated to the employees. We discuss the need for a more systematic approach to setting the goals behind a revised work policy and aligning the intensions with the company’s actions. Further, we discuss the need to resolve the inherent conflicts of interest between the individual employees (flexibility, individual productivity, and well-being) and the companies (profitability, quality of products and services, employee retention, attractiveness in the job market). © 2024, The Author(s)., WorkFlex

After the long period of forced work from home, many knowledge workers have not only developed a strong habit of remote work, but also consider flexibility as their personal right and no longer as a privilege. Existing research suggest that the majority prefers to work two or three days per week from home and are likely to quit or search for a new job if forced to return to full time office work. Given these changes, companies are challenged to alter their work policies and satisfy the employee demands to retain talents. The subsequent decrease in office presence, also calls for transformations in the offices, as the free space opens up opportunities for cutting the rental costs, as well as the other expenses related to office maintenance, amenities, and perks. In this paper, we report our findings from comparing work policies in three Nordic tech and fintech companies and identify the discrepancies in the way the corporate intentions are communicated to the employees. We discuss the need for a more systematic approach to setting the goals behind a revised work policy and aligning the intensions with the company’s actions. Further, we discuss the need to resolve the inherent conflicts of interest between the individual employees (flexibility, individual productivity, and well-being) and the companies (profitability, quality of products and services, employee retention, attractiveness in the job market). © 2024, The Author(s)., WorkFlex

Context: Former literature revealed team performance is contingent on personality composition and interactive effects of team climate. While decades of research on personality prevails in software engineering, team climate remains sparsely researched. Objective: In agile software development, individuals and interactions are key sources of agility. This study replicates a previous study and analyzes the relationship between five-factor-model personality traits and team climate dimensions among agile teams in a telecom company. Method: A Web-based survey was replicated twice, first with 75 professionals from 12 teams in Sweden, followed by 46 professionals from seven teams in India. The data was used for correlation, regression analyses, and meta-analysis. Results: We observed significant negative correlations between neuroticism and all the team climate dimensions. Meta-analysis identified a significant medium-sized negative effect between neuroticism and participative safety. Regression analysis showed personality traits accounted for around 10 % of the variance in team climate dimensions. Conclusions: High neuroticism is not conducive to team climate as emotionally unstable members could impair team cohesion by being reactive and susceptible to stress. Managers assembling Scrum teams ought to mitigate higher neuroticism by counterbalancing it with an elevation of corresponding negatively correlated personality variables and providing support/training towards increasing the aforementioned variables. © 2023

Technological developments are on the rise and considered to make way to a fourth industrial revolution. However, the extent to which (future) human resource (HR) professionals feel prepared to translate what technological developments mean for organizations and work remains largely unclear. In this article, we explore how higher human resource management (HRM) education prepares future HR professionals for the influence of technological developments in organizations. In addition, we investigate how alumni feel prepared by these programs to translate the impact of technological developments to their organization, by looking at the context of Dutch higher HRM education programs and deploying a qualitative case study methodology. Findings indicate that HR professionals face changes in their role, which require enrichments of their knowledge and competencies in the areas of technology change management, data literary and ethics, and (line) management involvement in the implementation of technology related practices. Furthermore, results show that HR programs integrate the subject of technological developments in different degrees of depth and that there is room for (strategic) development. Practical implications focusing on how higher HRM education programs could integrate knowledge and competencies that arise from these developments to increase the strategic value of HR professionals are discussed.

Tato bakalářská práce se zabývá spokojeností zaměstnanců ve vybrané organizaci. Teoretická část shrnuje poznatky a fakta z oblasti řízení lidských zdrojů a ukazuje jejich význam a důležitost pro růst a prosperitu firem. V praktické části se autorka zabývala představením organizace a rozborem výsledků dotazníkového šetření v rámci, kterého byla zkoumána míra spokojenosti zaměstnanců., This bachelor's thesis examines employee satisfaction within a selected organization. The theoretical part summarizes knowledge and facts in the field of human resource management, demonstrating their significance and importance for the growth and prosperity of companies. In the practical part, the author focused on introducing the organization and analyzing the results of a questionnaire survey, through which the level of employee satisfaction was investigated., Fakulta ekonomicko-správní, Studentka přednesla téma své BP Spokojenost zaměstnanců ve vybrané společnosti Otázky vedoucího BP: 1. V teoretické části práce na str. 27 uvádíte pracovní pozice, které se mohou podílet na vzdělávání zaměstnanců. Uveďte prosím, kdo se jakým způsobem podílí na vzdělávání zaměstnanců ve společnosti Správa silnic Královéhradeckého kraje. Otázky a připomínky komise: 1. Podle čeho jste určila vliv vzdělávání na spokojenost zaměstnanců? 2. Na základě čeho jste vybrala firmy pro porovnání? Studentka na otázky reagovala, avšak cíl práce (analýza vlivu) nebyl zcela naplněn., Dokončená práce s úspěšnou obhajobou

Cílem práce je zhodnotit personální management a jeho vliv na konkurenceschopnost podniku. Teoretická část obsahuje popis strategie podniku, personální management, řízení pracovního výkonu a vymezení konkurenceschopnosti. Praktická část obsahuje charakteristiku podniku ABC, popis personálních činností a jejich vliv na zvyšování konkurenceschopnosti podniku., The aim of the thesis is to evaluate personnel management and its influence on the competitiveness of the company. The teoretical part contains a description of the company´s stratégy, personnel management and definiton of competitiveness. The practical part contains the characteristics of the ABC company, a description of personnel activities and their influence on increasing the company´s competitiveness., Fakulta ekonomicko-správní, Student přednesl téma své BP Personální management a jeho vliv na konkurenceschopnost vybraného podniku Otázky vedoucího BP: 1. Seznámil jste jednatele podniku se závěry vaší práce, a pokud ano, jak reagoval. 2. Domníváte se, že by dalším vhodným benefitem pro administrativní zaměstnance mohl být homeoffice? Otázky a připomínky komise: 1. Proč jste si vybral finanční analýzu pro analýzu personálního managementu? 2. Jak personální management ovlivňuje konkurenceschopnost podniku? 3. Práce má obsahové i formální nedostatky. Student na částečně otázky reagoval., Dokončená práce s úspěšnou obhajobou

While the Swedish hospitality industry is experiencing substantial growth, this growth comes with a cost, as the industry has neither the knowledge nor the incentive to pay enough attention to human resource development. This continuous growth will therefore impose challenges and erect obstacles once the industry begins expanding again after the pandemic. Insofar as attracting, engaging and retaining talent are the biggest challenges, it might be time to go back to the drawing board and identify a possible shift to an employee-based approach to developing businesses. Based on interviews with managers and owners representing 28 predominantly seasonal restaurants in the Swedish coastal region of Bohuslän, this study identifies current obstacles and challenges facing the Swedish restaurant industry with a clear focus on the concept of human capital. The results of the study clearly indicate that human resource development (HRD) is by far the most critical factor in addressing staffing issues and overcoming the difficulty involved in attracting, engaging, and retaining not only enough staff but more importantly staff with basic knowledge, experience, and interest. The aim here is to initiate a shift to a more direct and sustained focus on human capital in the hospitality industry, from the perspective of human capital theory, by highlighting some of the most highly relevant factors associated with this perspective. According to an employee-driven restaurant analysis (EDRA) approach, a shortage of human capital could pose the biggest obstacle to further development, as restaurants find it increasingly difficult to attract, engage and retain employees for all positions., This study is part of a larger project financed by the European Union, Västra Götalandsregionen, and Tillväxt Bohuslän. The authors are grateful for financial support from the Jonas Nordéns minnesfond and the Grythytte Stipendiefond.

Tato bakalářská práce se zabývá analýzou adaptace pracovníků ve vybrané organizaci. Teoretická část nejprve vymezuje význam personální řízení a řízení lidských zdrojů. Dále se věnuje získávání a vzdělávání zaměstnanců. Další část představuje vybraný podnik a následně analyzuje jeho současný stav. Praktická část analyzuje proces získávání a adaptaci zaměstnanců do firmy. V poslední části budou navrženy doporučení a návrhy na změny., This bachelor's thesis deals with the analysis of the adaptation of employees in a selected organization. The theoretical part first defines the meaning of personnel management and human resource management. Then it discusses employee recruitment and training. The next part introduces the selected company and then analyses its current status. The practical part analyses the process of recruiting and adapting employees to the company. In the last part, recommendations and suggestions for changes will be proposed., Fakulta ekonomicko-správní, Studentka přednesla téma své BP Vzdělávání a zaškolování zaměstnanců v rámci on-boardingu ve vybrané organizaci Otázky vedoucího BP: 1. Jak ovlivnila pandemie Covid 19 sledované procesy v daném podniku? 2. V rámci rozpravy by se bakalantka mohla zaměřit na adaptační proces u dělnických pozicí ve vybraném podniku. Otázky a připomínky komise: Jak jste analyzovala situaci, abyste dala daná doporučení podniku? Kde je to popsáno v BP? Studentka otázky částečně zodpověděla., Dokončená práce s úspěšnou obhajobou

Absorptive capacity has received considerable scholarly attention due to its ability to explain heterogeneous degrees of learning from complex and dynamic knowledge environments. Extant absorptive capacity frameworks and models unmistakably take firms as the focal unit and level of analysis. Mounting empirical evidence, in contrast, shows the growing importance of teams in acquiring and utilizing external knowledge. Teams are not just scale models of firms; they have unique attributes and function as an active context of organizational learning. However, previous research does not consider such idiosyncrasies when conceptualizing absorptive capacity. We focus on absorptive capacity within the meso-level context of teams and problematize several entrenched assumptions behind existing models. We then propose a re-conceptualization of absorptive capacity with four new dimensions that collectively address these assumptions and pay systematic attention to the distinctive characteristics of teams as active learning contexts.

I dagens föränderliga värld står SME ofta inför en mängd varierande utmaningar, där det krävs en rad olika strategier och lösningar för att lyckas navigera igenom de utmaningarna som företagen ställs inför. En av de händelser som ofta förknippas med stora och komplexa utmaningar är tiden av hög tillväxt. Tillväxt skiljer sig mellan företag men även på individnivå och behöver mer teoretiskt stöd för att minska riskerna som är associerade med tillväxt. Det är av stor vikt att växa som företag, då det minskar riskerna och/eller är ett sätt att skydda sig mot exempelvis ökade kostnader för råvaror, konkurrens, konjunkturförändringar eller brister på kompetens. Tillväxt ska inte enbart förknippas med framgång utan medför även risker då dålig hantering annars kan leda till minskat förtroende, personalomsättning eller i värsta fall konkurs för företag. En stor del av att lyckas med hög tillväxt är kopplat till kompetenshantering och finansiellt kapital och beroende på hur bra företagen är på att effektivt arbeta med dessa faktorer kan vara skillnaden mellan en lyckad och en misslyckad tillväxt. Hur hanterar företagsledningen i SME balansen mellan att attrahera och behålla kompetens på ett finansiellt hållbart sätt under perioder av hög organisk tillväxt? Syftet med denna studie är att utvärdera hanteringen av kompetens inom företag som genomgått hög tillväxt, med särskilt fokus på att attrahera och behålla kompetens och personalkostnader. Där målet med studien är att bidra med praktiska rekommendationer på effektiva strategier till företagsledare som står inför eller är i en period av hög tillväxt. För att ta reda på dessa strategier kommer studien genom ett deduktivt angreppssätt identifiera huvudteman utifrån redan befintlig forskning och teori. Teorigenerade teman kommer sedan att undersökas genom en kvalitativ undersökning med semistrukturerade intervjuer. Respondenterna i studi

Purpose- This study explores the consequences of HRM in the contemporary VUCA environment, with a particular emphasis on leadership styles, learning, incentives, and recruiting. It aims to understand leadership ideologies and efficient management techniques. Design/Methodology- The study employs a qualitative methodology that incorporates content analysis, historical research, and theoretical development. In the VUCA era, several data sources are methodically selected to improve organizational performance. Findings- It sheds light on leadership theories and efficient HR procedures, providing guidance for modifying hiring procedures, creating a culture of learning, and creating fulfilling initiatives. The benefits of Digital HR Architecture are highlighted, with examples from companies like IBM, Google, and Salesforce. Practical Implications- The research underscores the significance of considering cultural inclusion and workforce diversity for sustainable growth. Originality- Advancing our understanding of HR procedures in a tech-driven VUCA environment, this study offers practical insights based on real-world case studies and evidence-based research, guiding organizations towards sustainable development.

Engineering successful machine learning (ML)-enabled systems poses various challenges from both a theoretical and a practical side. Among those challenges are how to effectively address unrealistic expectations of ML capabilities from customers, managers and even other team members, and how to connect business value to engineering and data science activities composed by interdisciplinary teams. In this paper, we present PerSpecML, a perspective-based approach for specifying ML-enabled systems that helps practitioners identify which attributes, including ML and non-ML components, are important to contribute to the overall system's quality. The approach involves analyzing 60 concerns related to 28 tasks that practitioners typically face in ML projects, grouping them into five perspectives: system objectives, user experience, infrastructure, model, and data. Together, these perspectives serve to mediate the communication between business owners, domain experts, designers, software and ML engineers, and data scientists. The creation of PerSpecML involved a series of formative evaluations conducted in different contexts: (i) in academia, (ii) with industry representatives, and (iii) in two real industrial case studies. As a result of the diverse validations and continuous improvements, PerSpecML stands as a promising approach, poised to positively impact the specification of ML-enabled systems, particularly helping to reveal key components that would have been otherwise missed without using PerSpecML. Editor's note: Open Science material was validated by the Journal of Systems and Software Open Science Board. © 2024 Elsevier Inc.

After the long period of forced work from home, many knowledge workers have not only developed a strong habit of remote work, but also consider flexibility as their personal right and no longer as a privilege. Existing research suggest that the majority prefers to work two or three days per week from home and are likely to quit or search for a new job if forced to return to full time office work. Given these changes, companies are challenged to alter their work policies and satisfy the employee demands to retain talents. The subsequent decrease in office presence, also calls for transformations in the offices, as the free space opens up opportunities for cutting the rental costs, as well as the other expenses related to office maintenance, amenities, and perks. In this paper, we report our findings from comparing work policies in three Nordic tech and fintech companies and identify the discrepancies in the way the corporate intentions are communicated to the employees. We discuss the need for a more systematic approach to setting the goals behind a revised work policy and aligning the intensions with the company’s actions. Further, we discuss the need to resolve the inherent conflicts of interest between the individual employees (flexibility, individual productivity, and well-being) and the companies (profitability, quality of products and services, employee retention, attractiveness in the job market). © 2024, The Author(s)., WorkFlex

Context: Former literature revealed team performance is contingent on personality composition and interactive effects of team climate. While decades of research on personality prevails in software engineering, team climate remains sparsely researched. Objective: In agile software development, individuals and interactions are key sources of agility. This study replicates a previous study and analyzes the relationship between five-factor-model personality traits and team climate dimensions among agile teams in a telecom company. Method: A Web-based survey was replicated twice, first with 75 professionals from 12 teams in Sweden, followed by 46 professionals from seven teams in India. The data was used for correlation, regression analyses, and meta-analysis. Results: We observed significant negative correlations between neuroticism and all the team climate dimensions. Meta-analysis identified a significant medium-sized negative effect between neuroticism and participative safety. Regression analysis showed personality traits accounted for around 10 % of the variance in team climate dimensions. Conclusions: High neuroticism is not conducive to team climate as emotionally unstable members could impair team cohesion by being reactive and susceptible to stress. Managers assembling Scrum teams ought to mitigate higher neuroticism by counterbalancing it with an elevation of corresponding negatively correlated personality variables and providing support/training towards increasing the aforementioned variables. © 2023

This study assessed the effect of employee coaching practices on the performance of universities in Tanzania. It was guided by one alternative hypothesis; there is a significant positive linear relationship between employee coaching practices and performance of universities in Tanzania. The Human Capital Theory (HCT) anchored the study. It was underpinned by positivism philosophy. The study was a census and the design was descriptive. 379 academic staff from Tanzanian Universities constituted the study’s respondents. This study used a quantitative approach that made use of survey questionnaires in data collection. Data were collected from academicians in Tanzanian Universities (Mainland and Islands, Zanzibar) and analysed by using descriptive and inferential techniques. The study found that employee coaching practices had a significant positive effect on performance of Universities in Tanzania at r=0.834, and p<0.001, respectively. Universities should consider designing and implementing coaching programmes to help them perform better. To make this more effective, the need to show commitment to coaching practices should also be considered.

Purpose To improve the inclusion of vulnerable workers in the labor market, employer behavior is key. However, little is known about the effectiveness of strategic Human Resource Management (HRM) practices that employers use to employ vulnerable workers. Therefore, this exploratory study investigates the association between strategic HRM practices (based on social legitimacy, economic rationality and employee well-being) and the actual and intended employment of vulnerable workers in the future. Methods In total, 438 organizations included in the Netherlands Employers Work Survey participated in a two-wave study with a nine-month follow-up period. Logistic regression models were used to estimate the relationship between strategic HRM practices (T0) with the employment of vulnerable workers (T1) and intentions to hire vulnerable workers (T1), while controlling for organizational size, sector, and employment of vulnerable workers at baseline.Results Employers who applied strategic HRM practices based on social legitimacy (e.g., inclusive mission statement or inclusive recruitment) or economic rationality (e.g., making use of reimbursements, trial placements, or subsidies) at T0 were more likely to employ vulnerable workers and to intend to hire additional vulnerable workers at T1. No significant results were found for practices related to employee well-being. Conclusion Since different types of strategic HRM practices contribute to the inclusion of vulnerable workers, employers can build on their strategic priorities and strengths to create inclusive HRM approaches. Future research is needed to study whether these strategic HRM domains also relate to sustainable employment of vulnerable workers.

The adoption of artificial intelligence (AI) in performance management, particularly among knowledge workers in traditional organizational settings, is the focal point of this thesis. The study aims to understand the current state of AI adoption, anticipated benefits, challenges, and effective strategies for adoption, considering the critical role of employees in this process. Performance management is crucial for employee motivation and overall performance, and its measurable nature aligns with AI's capabilities to enhance efficiency and objectivity. However, there is a gap in AI's adoption and perceived utility, indicating considerable resistance and skepticism. From the outset, this study faced a unique challenge: no companies using AI in performance management agreed to participate. This underscores a broader reality; the topic is complex and shrouded in both excitement and secrecy. This reluctance highlights the sensitive nature of performance management. Moreover, the adoption of AI into human-centric processes is far from neutral. This study employs an exploratory qualitative research design, with data collected through semi-structured interviews with 15 HR managers and professionals who indirectly represented employees. Participants were selected from sectors actively engaging with AI technologies through direct implementation or consultancy services to capture diverse perspectives. The findings reveal a nuanced perspective on the role of AI in performance management. While there is some use of generative AI tools, such as ChatGPT, the overall adoption remains minimal among companies in the Netherlands. HR professionals recognize AI’s potential to enhance decision support, personalization and engagement, operational efficiency, and strategic planning. However, there is skepticism about AI's ability to fully capture employee performance, highlighting objectivity as both a benefit and a challenge. Key challenges identified include technology-, organization-, p, Management of Technology (MoT)

Objective: The study aimed to analyze the influence of salary on employee engagement with small and medium enterprises in Hanoi over the current period. Method: The study used a pre-structured questionnaire to survey employees working for SMEs in Hanoi, with a sample size of 203. A linear structural model and Smart PLS software were used in analysis and testing to determine research hypotheses. Results: Research results show that all five salary factors, including (i) basic salary, (ii) salary allowances, (iii) financial incentives, (iv) welfare, and (v) salary policy, have a positive effect on employee engagement with SMEs. Conclusions: The structural model shows a significant relationship between salary and employee engagement with SMEs. The study provides policy recommendations to enhance employee engagement with SMEs.

Artificial Intelligence is an emerging technology that enables machines to think, understand, and perform tasks previously carried out by humans. Artificial intelligence is serving IT companies to make better, faster decisions. AI technologies provide substantial potential to advance functions in Human Resource Management. With using AI technology, organizations are able to improve existing performance and day to day functions.This research paper is descriptive in nature. The researcher used secondary data collected from research papers, publications, websites, and HR blogs, etc. The main objective of this study is examining the role of artificial intelligence in the HR department, understanding the challenge in the HRM department and also to investigate the effect of Artificial Intelligence (AI) on Human Resources (HR) practices in Indian IT Companies. The research study has concluded that the role of AI is larger into various functions carried out in the human resource department whereby robotics companies can handle all HR operations, analyzing the data, collecting the data, reducing workload at the workplace and improving workplace efficiency.

Artificial Intelligence is an emerging technology that enables machines to think, understand, and perform tasks previously carried out by humans. Artificial intelligence is serving IT companies to make better, faster decisions. AI technologies provide substantial potential to advance functions in Human Resource Management. With using AI technology, organizations are able to improve existing performance and day to day functions.This research paper is descriptive in nature. The researcher used secondary data collected from research papers, publications, websites, and HR blogs, etc. The main objective of this study is examining the role of artificial intelligence in the HR department, understanding the challenge in the HRM department and also to investigate the effect of Artificial Intelligence (AI) on Human Resources (HR) practices in Indian IT Companies. The research study has concluded that the role of AI is larger into various functions carried out in the human resource department whereby robotics companies can handle all HR operations, analyzing the data, collecting the data, reducing workload at the workplace and improving workplace efficiency.

In the era of rapidly developing digitalization, organizations are faced with new challenges in managing their human resources (HR). Rapidly evolving technological skills, changing work paradigms and increasingly higher expectations from workers require innovative HR management approaches. This research aims to explore the innovative strategies used by organizations in managing their human resources in the era of digitalization. The research method used is a qualitative study with descriptive methods. The research results show that the implementation of innovative strategies in developing human resources (HR) in the digital era has a significant positive impact. Through an inclusive and progressive approach, organizations are able to increase employee creativity, motivation and engagement by providing opportunities to express their ideas. Training that is appropriate to current developments has also proven effective in updating employee skills so that they remain relevant in the face of technological and industrial changes. Rewarding employees strengthens a culture of appreciation and increases employee retention, while aligning HR development with the existing budget helps in optimizing the use of resources. Recording the results of HR development evaluations allows organizations to identify successes and areas of improvement in development programs. Thus, these strategies play an important role in ensuring optimal quality HR performance and sustainable contribution to organizational success in the digital era.

In the era of rapidly developing digitalization, organizations are faced with new challenges in managing their human resources (HR). Rapidly evolving technological skills, changing work paradigms and increasingly higher expectations from workers require innovative HR management approaches. This research aims to explore the innovative strategies used by organizations in managing their human resources in the era of digitalization. The research method used is a qualitative study with descriptive methods. The research results show that the implementation of innovative strategies in developing human resources (HR) in the digital era has a significant positive impact. Through an inclusive and progressive approach, organizations are able to increase employee creativity, motivation and engagement by providing opportunities to express their ideas. Training that is appropriate to current developments has also proven effective in updating employee skills so that they remain relevant in the face of technological and industrial changes. Rewarding employees strengthens a culture of appreciation and increases employee retention, while aligning HR development with the existing budget helps in optimizing the use of resources. Recording the results of HR development evaluations allows organizations to identify successes and areas of improvement in development programs. Thus, these strategies play an important role in ensuring optimal quality HR performance and sustainable contribution to organizational success in the digital era.

This study sought to investigate the effect of employee motivation practices on project performance in health projects implemented by Ruhengeri Referral Hospital in Musanze district, Rwanda. The study adopted a convergent parallel design, utilising a mixed approach. The study was carried out at Ruhengeri Referral Hospital in Musanze district, Rwanda. The population consisted of 5400 subjects, from which a sample of 372 individuals was selected, comprising 317 patients, 44 health workers, and 11 health leaders. The sample size was determined using Yamane’s formula. Random and purposive sampling techniques were used in selecting the involved participants. The data was collected using a structured questionnaire (with 5-point Likert scales), an interview guide, and a document review guide. The data was analysed using percentages, frequencies, means, standard deviation, and regression analysis. A study at Ruhengeri Referral Hospital in Rwanda found that recognition and rewards, career development, employee involvement, and job security all significantly boosted project performance (p-value<0.05). Based on these findings, the study recommends that the Ministry of Health implement strategies like performance-based incentives, training programmes, and staff meetings to improve employee motivation and project success. For health workers themselves, the study suggests ongoing skill development, a positive work environment, patient-centred care, and community engagement for better health outcomes.

The purpose of this study is to determine the impact of wage payment on employee performance of PT Coca-Cola Amatil Indonesia Bali branch. The research method used is descriptive qualitative by collecting data from various human resource management journals and case studies of these companies. The research shows that the provision of adequate and timely salaries has a positive impact on employee performance, while delays and salary discrepancies lead to poor performance. In addition, the provision of incentives and additional rewards is proven to improve employee performance and motivation, which has a great influence on the company's productivity level in increasing targeted profits. However, PT Coca-Cola Amatil Indonesia Bali branch does not implement this well, marked by several problems that arise in this company, including the level of salary wages. This study concludes that salary, incentive provision, quality of employee performance, and work motivation have a significant influence on employee performance, which in turn has an impact on productivity and achievement of organizational goals.

This study sought to investigate the effect of employee motivation practices on project performance in health projects implemented by Ruhengeri Referral Hospital in Musanze district, Rwanda. The study adopted a convergent parallel design, utilising a mixed approach. The study was carried out at Ruhengeri Referral Hospital in Musanze district, Rwanda. The population consisted of 5400 subjects, from which a sample of 372 individuals was selected, comprising 317 patients, 44 health workers, and 11 health leaders. The sample size was determined using Yamane’s formula. Random and purposive sampling techniques were used in selecting the involved participants. The data was collected using a structured questionnaire (with 5-point Likert scales), an interview guide, and a document review guide. The data was analysed using percentages, frequencies, means, standard deviation, and regression analysis. A study at Ruhengeri Referral Hospital in Rwanda found that recognition and rewards, career development, employee involvement, and job security all significantly boosted project performance (p-value<0.05). Based on these findings, the study recommends that the Ministry of Health implement strategies like performance-based incentives, training programmes, and staff meetings to improve employee motivation and project success. For health workers themselves, the study suggests ongoing skill development, a positive work environment, patient-centred care, and community engagement for better health outcomes.

The purpose of this study is to determine the impact of wage payment on employee performance of PT Coca-Cola Amatil Indonesia Bali branch. The research method used is descriptive qualitative by collecting data from various human resource management journals and case studies of these companies. The research shows that the provision of adequate and timely salaries has a positive impact on employee performance, while delays and salary discrepancies lead to poor performance. In addition, the provision of incentives and additional rewards is proven to improve employee performance and motivation, which has a great influence on the company's productivity level in increasing targeted profits. However, PT Coca-Cola Amatil Indonesia Bali branch does not implement this well, marked by several problems that arise in this company, including the level of salary wages. This study concludes that salary, incentive provision, quality of employee performance, and work motivation have a significant influence on employee performance, which in turn has an impact on productivity and achievement of organizational goals.

This study aims to reveal the meaning of Rasta Sewakottama in human resource management at Palopo City Police Station. Using qualitative phenomenological methods, this research found that to improve organizational performance, reduce violations of laws and violations of the code of ethics required collective awareness, a sense of responsibility, respect for differences and self-development. This can be achieved optimally by the example of the leader and the ability of the Human Resources unit to place personnel. Formation is done through weekly activities such as spiritual guidance and counseling. In addition, optimization of information systems is used by the National Police to monitor the performance of each personnel. The meaning of the philosophy of Rasta Sewakottama according to the Palopo City Police Chief is the deepest awareness of all police members to carry out state duties as guardians of public order and security. Through this personal awareness, the potential for violating the code of ethics and other violations of the law can be minimized.    &nbsp

This study aims to reveal the meaning of Rasta Sewakottama in human resource management at Palopo City Police Station. Using qualitative phenomenological methods, this research found that to improve organizational performance, reduce violations of laws and violations of the code of ethics required collective awareness, a sense of responsibility, respect for differences and self-development. This can be achieved optimally by the example of the leader and the ability of the Human Resources unit to place personnel. Formation is done through weekly activities such as spiritual guidance and counseling. In addition, optimization of information systems is used by the National Police to monitor the performance of each personnel. The meaning of the philosophy of Rasta Sewakottama according to the Palopo City Police Chief is the deepest awareness of all police members to carry out state duties as guardians of public order and security. Through this personal awareness, the potential for violating the code of ethics and other violations of the law can be minimized.    &nbsp

peer-reviewed, The full text of this article will not be available in ULIR until the embargo expires on the 11/10/2023, This article reflects on the evolution of the frontline manager as an important anchor in the exploration and debate of human resource management. An earlier theoretical lens presented in the Asia-Pacific region is given fresh influence through a review of recent literature. Ultimately, the review extends the contribution of the frontline management ‘master and victim’ conundrum to an explanatory framework of human resource adoption at the frontline. While it is well recognised that the manager is often squeezed between the aspirations of a HR system and the realities of frontline worker dynamics, the specific influencing factors are often overlooked. This article addresses that gap by providing an explicit framework to highlight the critical role that agency and policy enactment play in determining the stylistic preferences of frontline management. Ultimately, four distinct manifestations of frontline management are explored and recommended for further human resource management research in the region., peer-reviewed

peer-reviewed, The full text of this article will not be available in ULIR until the embargo expires on the 11/10/2023, This article reflects on the evolution of the frontline manager as an important anchor in the exploration and debate of human resource management. An earlier theoretical lens presented in the Asia-Pacific region is given fresh influence through a review of recent literature. Ultimately, the review extends the contribution of the frontline management ‘master and victim’ conundrum to an explanatory framework of human resource adoption at the frontline. While it is well recognised that the manager is often squeezed between the aspirations of a HR system and the realities of frontline worker dynamics, the specific influencing factors are often overlooked. This article addresses that gap by providing an explicit framework to highlight the critical role that agency and policy enactment play in determining the stylistic preferences of frontline management. Ultimately, four distinct manifestations of frontline management are explored and recommended for further human resource management research in the region., peer-reviewed

Betriebliche Weiterbildung stellt für Unternehmen eine wichtige Ressource dar, um in einer sich rasch verändernden Arbeitswelt ihren Beschäftigten die notwendigen Fertigkeiten und Fähigkeiten zu vermitteln. Kann ein Betrieb dauerhaft Stellen nicht besetzen, stehen dem Unternehmen verschiedene unternehmerische Handlungsoptionen zur Verfügung, wobei die Weiterbildung hier gleichfalls eine mögliche Strategie zur Deckung des benötigten Kompetenzbedarfs darstellt. Vor diesem Hintergrund ging die vorliegende Studie der Forschungsfrage nach, ob sich ein positiver Zusammenhang zwischen Weiterbildungsausgaben für Kurse und Schulungen und einem antizipierten Personalmangel feststellen lässt. Auf Basis der Transaktionskostentheorie wurde darüber hinaus ein Anstieg der Ausgaben in Abhängigkeit der Qualifikationsstufen des gesuchten Personals postuliert. Die Hypothese gründet auf der Annahme, dass das ökonomische Risiko in Form von Weiterbildungsausgaben sinkt, wenn ein Kompetenzmangel auf einer höheren Qualifikationsebene auftritt und die Weiterbildung vergleichsweise Höherqualifizierte nach sich zieht. Die empirische Analyse erfolgte auf Basis der österreichischen Daten der EU-weiten Unternehmenserhebung CVTS5 (Continuing Vocational Training Survey 5). Im Rahmen der deskriptiven Analyse konnte zunächst kein positiver Zusammenhang zwischen Weiterbildungsausgaben und Personalmangel festgestellt werden - im Gegenteil, die Aufwendungen für betriebliche Weiterbildungskurse lagen bei Unternehmen ohne Stellenbesetzungsproblemen sogar geringfügig über jenen von Betrieben mit Personalmangel. Der Unterschied war allerdings statistisch nicht signifikant. Die anschließende multivariate Analyse lieferte stark divergierende Ergebnisse. Wird der Qualifikationsgrad des benötigten Personals nicht berücksichtigt, so lässt sich kein Zusammenhang zwischen betrieblichen Kurskosten und Personalmangel feststellen. Werden die Qualifikationsanforderungen der unbesetzten Stellen in die Analyse mitaufge

Purpose: Employers face the challenge of preparing for a new, upcoming generational cohort that is different in its expectations of the workplace, which goes hand-in-hand with its values. Therefore, Generation Z in Austria must receive detailed attention because it will make up a significant proportion of the workforce in the future. Questions will emerge about how to recruit this cohort or how to retain them. This research fills this gap by analyzing their espoused national cultural values and corresponding work values while considering implications from the SARS-CoV-2 pandemic. Design/Method/Approach: This quantitative research surveyed 138 Austrians from the Generation Z. Findings: The results show a very low Power Distance score, concluding that Austrian Generation Z does not prefer unequally distributed power; a low preference for Collectivism; a higher preference for Uncertainty Avoidance, and lower masculinity. In terms of work values, Austrian Generation Z demonstrated the strongest preferences for intrinsic and social rewards and emphasized the importance of offering benefits such as remote work opportunities and flexibility in work scheduling. Theoretical implications (if applicable): Did you develop an existing theory? Did you reject any of existing theories? Which theoretical framework did you alter? Practical implications: Therefore, Human Resources practices are to be adapted aiming to successfully recruit and retain Austrian Generation Z. Originality/Value: This research is among the early attempts to not only understand how espoused national cultural values and COVID impact work values of Generation Z in Austria. Research limitations/Future research: The smaller sample size and the over representation of females impact the extent to which findings can be generalized to all of Generation Z in Austria. Future research should expand the sample within Austria and internationally.

Motivation theories were developed more than 50 years ago, as an immediate consequence of the results obtained in the Hawthorne experiment. It was basically a reaction and opposition to the classical theory of management without today's perspective regarding technology, communication, and global openings. The aim of this research, in addition to validating a scale of measurement of the factors that make up Maslow's pyramid of needs, is to identify the relationship they have with the factors of attraction of human talent in the Mexican work environment. This is quantitative research; an online questionnaire was applied using a convenience sample of 416 people. These people live in the metropolitan area of Monterrey, Nuevo León, Mexico. Amongst the findings, it can be mentioned that the needs of greatest interest are social and self-esteem, likewise it is concluded that the scales in the questionnaire are valid and reliable. In the future, it is expected to continue evaluating the scale in other contexts., Las teorías de motivación fueron desarrolladas desde hace más de 50 años, como consecuencia inmediata de los resultados obtenidos en el experimento de Hawthorne, básicamente un movimiento de reacción y de oposición a la teoría clásica de la administración y no tenían la perspectiva con la que se cuenta en la actualidad respecto a la tecnología, comunicación y aperturas globales. El objetivo de la presente investigación además de validar una escala de medida de los factores que integran la pirámide de las necesidades de Maslow, trata identificar la relación que tienen con los factores de atracción y/o retención del talento en el entorno laboral mexicano. Es una investigación cuantitativa, se utilizó un cuestionario se aplicó en formato en línea a una muestra a conveniencia de 416 personas radican en la zona metropolitana de Monterrey, Nuevo León, México, entre los hallazgos encontrados se puede mencionar que las necesidades de mayor interés son las sociales y las de autoestima, así mismo se concluye que las escalas en el cuestionario son válidas y confiables para poder estudiar el tema en otros contextos.

Human resource management has undergone significant changes over the past decade with the advancement of technology and the digital era. This scoping review aims to explore the latest trends in human resource management in the period 2012-2022 and their implications for human resource development in 2023. The scoping review method was used to collect and analyse related literature from various sources, including journals, books, and online publications. The results show that human resource management has changed to become more strategic, focus on employee development, and adopt new technologies such as artificial intelligence and data analytics to improve efficiency and effectiveness. Some of the latest trends in human capital management include a focus on employee well-being, work flexibility, diversity and inclusion, and digital skills development. The implication of these trends is that human resource development must adapt to these changes, taking into account the needs and expectations of employees and utilising the new technologies available. This scoping review provides a better understanding of the latest trends in human resource management in the digital era in the period 2012-2022, and provides an outlook on how human resource development can be adapted to these changes in 2023. This can make a positive contribution to organisations in facing future challenges and opportunities.

Date: 2023-05-30 Level: Bachelor thesis in Business Administration, 15 cr Institution: School of Business, Society and Engineering, Mälardalen University Authors: William Hamzehnejad (01/09/07) Isabella Mousa (98/11/24) Måns Svensson (94/05/24) Title: How will Artificial Intelligence change Human Resource Management? Supervisor: Grinbergs, Johan Keywords: Artificial intelligence, AI, Human Resource Management, Evolutionary Theory, Episodic Change, Resistance to Change Research question: How do HR practitioners see AI as a change for their work? What are the perceptions of HR practitioners regarding the implementation of AI in their workplace? Purpose: The purpose of this study is to contribute with knowledge regarding how practitioners in HRM see the use of AI as a change for their work. This is examined from both a practical and an emotional perspective. Method: A qualitative study in which semi-structured interviews with HR practitioners in Södermanland county were carried out based on a target-driven theoretical selection method. Conclusion: HR practitioners believe that AI will affect certain work-related tasks in the future. They consider this as a positive change. HR practitioners feel varying degrees of apprehension about implementing AI depending on their job position, where managers and specialized HR practitioners experiencing less apprehension. Implementation of AI should be done at a slow continuous pace for HR practitioners to get used to these changes., SAMMANFATTNING Datum: 2023-05-30 Nivå: Kandidatuppsats i Företagsekonomi, 15 hp Institution: Akademin för Ekonomi, Samhälle och Teknik, Mälardalens Universitet Författare: William Hamzehnejad (01/09/07) Isabella Mousa (98/11/24) Måns Svensson (94/05/24) Titel: Hur kommer Artificiell Intelligens att förändra Human Resource Management? Handledare: Grinbergs, Johan Nyckelord: Artificiell intelligens, AI, Human Resource Management, HRM, Evolutionary Theory, Episodic Change, Resistance to Change Forskningsfrågor: Hur ser praktiker inom HRM på AI som en förändring för deras arbete? Vilka föreställningar har praktiker inom HRM angående implementering av AI på deras arbetsplats? Syfte: Syftet med denna undersökning är att bidra med kunskap om hur praktiker inom HRM ser på användningen av AI som en förändring för deras arbete. Detta undersöks utifrån både ett praktiskt och ett emotionellt perspektiv. Metod: En kvalitativ undersökning där semistrukturerade intervjuer med praktiker inom HRM i Södermanlands län utfördes utifrån en målstyrd teoretisk urvalsmetod. Slutsats: Praktiker inom HRM anser att AI kommer att påverka vissa arbetsuppgifter i framtiden. Detta anser dem som en positiv förändring. Praktiker inom HRM känner olika grader av oro inför implementering av AI beroende på deras arbetsposition, där chefer och specialiserade praktiker upplever mindre oro. Implementering av AI bör utföras i en långsam kontinuerlig hastighet för att praktiker inom HRM ska vänja sig med dessa förändringar.

Objective: The article is devoted to the topical issue of the impact of human resource management on increasing an enterprise's innovative potential to implement the principles of sustainable development. Methods: Through an analysis of scientific literature, the article analyzes the relationship between human resource development and sustainable development and the essence of human resource management for sustainable development. Results: The study identifies the key success factors of an enterprise's innovation activities, which lead to an increase in its innovation potential, and how they relate to human resource management, as well as the basic principles of human resource management based on sustainable development, which promote greater innovation potential of an economic entity. Conclusion: Today human resource management aimed at increasing the innovative potential of an enterprise considering the specifics of its activities and the current socio-economic situation, is a key factor contributing to the achievement of sustainable development principles and the strategic objectives of the enterprise. The authors conclude that human resource management based on the principles of sustainable development acts as a component of the organizational and economic mechanisms of their innovative development., Objetivo: O artigo é dedicado à questão atual do impacto da gestão de recursos humanos no aumento do potencial inovador de uma empresa para implementar os princípios do desenvolvimento sustentável. Métodos: Através de uma análise da literatura científica, o artigo analisa a relação entre desenvolvimento de recursos humanos e desenvolvimento sustentável e a essência da gestão de recursos humanos para o desenvolvimento sustentável. Resultados: O estudo identifica os principais fatores de sucesso das atividades de inovação de uma empresa, que levam ao aumento do seu potencial de inovação, e como eles se relacionam com a gestão de recursos humanos, bem como os princípios básicos da gestão de recursos humanos com base no desenvolvimento sustentável, que promover maior potencial de inovação de uma entidade econômica. Conclusão: Hoje, a gestão de recursos humanos voltada para o aumento do potencial inovador de uma empresa, considerando as especificidades de suas atividades e a situação socioeconômica atual, é um fator fundamental que contribui para o alcance dos princípios do desenvolvimento sustentável e dos objetivos estratégicos da empresa. Os autores concluem que a gestão de recursos humanos baseada nos princípios do desenvolvimento sustentável atua como um componente dos mecanismos organizacionais e econômicos de seu desenvolvimento inovador.

Objective: The article is devoted to the topical issue of the impact of human resource management on increasing an enterprise's innovative potential to implement the principles of sustainable development. Methods: Through an analysis of scientific literature, the article analyzes the relationship between human resource development and sustainable development and the essence of human resource management for sustainable development. Results: The study identifies the key success factors of an enterprise's innovation activities, which lead to an increase in its innovation potential, and how they relate to human resource management, as well as the basic principles of human resource management based on sustainable development, which promote greater innovation potential of an economic entity. Conclusion: Today human resource management aimed at increasing the innovative potential of an enterprise considering the specifics of its activities and the current socio-economic situation, is a key factor contributing to the achievement of sustainable development principles and the strategic objectives of the enterprise. The authors conclude that human resource management based on the principles of sustainable development acts as a component of the organizational and economic mechanisms of their innovative development., Objetivo: O artigo é dedicado à questão atual do impacto da gestão de recursos humanos no aumento do potencial inovador de uma empresa para implementar os princípios do desenvolvimento sustentável. Métodos: Através de uma análise da literatura científica, o artigo analisa a relação entre desenvolvimento de recursos humanos e desenvolvimento sustentável e a essência da gestão de recursos humanos para o desenvolvimento sustentável. Resultados: O estudo identifica os principais fatores de sucesso das atividades de inovação de uma empresa, que levam ao aumento do seu potencial de inovação, e como eles se relacionam com a gestão de recursos humanos, bem como os princípios básicos da gestão de recursos humanos com base no desenvolvimento sustentável, que promover maior potencial de inovação de uma entidade econômica. Conclusão: Hoje, a gestão de recursos humanos voltada para o aumento do potencial inovador de uma empresa, considerando as especificidades de suas atividades e a situação socioeconômica atual, é um fator fundamental que contribui para o alcance dos princípios do desenvolvimento sustentável e dos objetivos estratégicos da empresa. Os autores concluem que a gestão de recursos humanos baseada nos princípios do desenvolvimento sustentável atua como um componente dos mecanismos organizacionais e econômicos de seu desenvolvimento inovador.

Objective: This study had two aims: (1) to determine the prevalence of musculoskeletal complaints among staff in primary care and (2) to determine to what extent lean maturity of the primary care unit can predict musculoskeletal complaints 1 year later. Design: Descriptive, correlational and longitudinal design. Setting: Primary care units in mid-Sweden. Participants: In 2015, staff members responded to a web survey addressing lean maturity and musculoskeletal complaints. The survey was completed by 481 staff members (response rate 46%) at 48 units; 260 staff members at 46 units also completed the survey in 2016. Outcome measures: Associations with musculoskeletal complaints were determined both for lean maturity in total and for four Lean domains entered separately in a multivariate model, that is, philosophy, processes, people and partners, and problem solving. Results: The shoulders (12-month prevalence: 58%), neck (54%) and low back (50%) were the most common sites of 12-month retrospective musculoskeletal complaints at baseline. Shoulders, neck and low back also showed the most complaints for the preceding 7 days (37%, 33% and 25%, respectively). The prevalence of complaints was similar at the 1-year follow-up. Total lean maturity in 2015 was not associated with musculoskeletal complaints, neither cross-sectionally nor 1 year later, for shoulders (1 year beta: -0.002, 95% CI -0.03 to 0.02), neck (beta: 0.006, 95% CI -0.01 to 0.03), low back (beta: 0.004, 95% CI -0.02 to 0.03) and upper back (beta: 0.002, 95% CI -0.02 to 0.02). Conclusion: The prevalence of musculoskeletal complaints among primary care staff was high and did not change within a year. The extent of lean maturity at the care unit was not associated with complaints among staff, neither in cross-sectional analyses nor in a 1-year predictive analysis.

Föreliggande studie har som avsikt att förtydliga för intresserade allmänhet, forskare eller andra yrkesinriktningar vad det strategiska HR-arbetet innebär samt identifiera utvecklingsområden för HR-strateger. Syftet med studien är därför att undersöka vad det strategiska HR-arbetet egentligen är eller kan vara och hur detta tillämpas på olika arbetsplatser i Sverige, samt hur det förhåller sig till den operativa sidan av HR-arbetet. Frågeställningarna utgår från studiens HR-personal som anser sig arbeta med strategisk HR, för att undersöka deras upplevelser av det strategiska arbetet. Studien baseras på en kvalitativ ansats bestående av transkriberat intervjumaterial, totalt intervjuades tio informanter som arbetar både inom offentlig och privat sektor, och i större och mindre verksamheter. Materialet har analyserats utefter nyinstitutionell samt institutionell teori med hjälp av begreppen, isomorfism, legitimitet, särkoppling samt institutionalisering. Resultatet visar att organisering är en förutsättning för det strategiska arbetet samt att HR-strateger bevakar trender för att möta samhällets krav och därmed få legitimitet. Resultatet visar vidare att skillnaden och därmed gränsen mellan operativt och strategiskt arbete är inte tydlig, dock har det operativa arbetet visat sig vara mer kortsiktig medan strategiskt arbete har visat sig vara mer långsiktig. Resultatet visar även motsättningar mellan operativt och strategiskt arbete. Slutsatsen är att strategisk HR behöver leda till aktivitet för att ge värde till organisationer, vilket däremot inte alltid är fallet enligt empirin, samt att HR-strateger behöver ha en större förståelse i personalens styrkor och svagheter för att skickligare utveckla strategier.

In early 2020, the Covid-19 pandemic forced employees in tech companies worldwide to abruptly transition from working in offices to working from their homes. During two years of predominantly working from home, employees and managers alike formed expectations about what post-pandemic working life should look like. Many companies are experimenting with new work policies that balance employee- and manager expectations regarding where, when and how work should be done in the future. In this article, we gather experiences of the new trend of remote working based on the synthesis of 22 company-internal surveys of employee preferences for WFH, and 26 post-pandemic work policies from 17 companies and their sites, covering 12 countries in total. Our results are threefold. First, through the new work policies, all companies formally give employees more flexibility regarding working time and location. Second, there is a great variation in how much flexibility the companies are willing to yield to the employees. The paper details the different formulations that companies adopted to document the extent of permitted WFH, exceptions, relocation permits and the authorisation procedures. Third, we document a change in the psychological contract between employees and managers, where the option of working from home is converted from an exclusive perk that managers could choose to give to the few, to a core privilege that all employees feel they are entitled to. Finally, there are indications that as the companies learn and solicit feedback regarding the efficiency of the chosen strategies, we will see further developments and changes in the work policies concerning how much flexibility to work whenever and from wherever they grant. Through these findings, the paper contributes to a growing literature about the new trends emerging from the pandemic in tech companies and spells out practical implications onwards. © 2022 The Author(s), open access

In early 2020, the Covid-19 pandemic forced employees in tech companies worldwide to abruptly transition from working in offices to working from their homes. During two years of predominantly working from home, employees and managers alike formed expectations about what post-pandemic working life should look like. Many companies are experimenting with new work policies that balance employee- and manager expectations regarding where, when and how work should be done in the future. In this article, we gather experiences of the new trend of remote working based on the synthesis of 22 company-internal surveys of employee preferences for WFH, and 26 post-pandemic work policies from 17 companies and their sites, covering 12 countries in total. Our results are threefold. First, through the new work policies, all companies formally give employees more flexibility regarding working time and location. Second, there is a great variation in how much flexibility the companies are willing to yield to the employees. The paper details the different formulations that companies adopted to document the extent of permitted WFH, exceptions, relocation permits and the authorisation procedures. Third, we document a change in the psychological contract between employees and managers, where the option of working from home is converted from an exclusive perk that managers could choose to give to the few, to a core privilege that all employees feel they are entitled to. Finally, there are indications that as the companies learn and solicit feedback regarding the efficiency of the chosen strategies, we will see further developments and changes in the work policies concerning how much flexibility to work whenever and from wherever they grant. Through these findings, the paper contributes to a growing literature about the new trends emerging from the pandemic in tech companies and spells out practical implications onwards. © 2022 The Author(s), open access

Bakgrund: Justitieminister Gunnar Strömmer påtalade på en pressträff den 2 november 2022 att Sverige är hårt drabbat av gängvåld, skjutningar, sprängningar och att trygghet har blivit samhällets stora frihetsfråga. Brottsligheten är en enorm kostnad för samhälle, kommuner och företag, idag kostar brottsligheten riktad mot företag i Sverige omkring 90 miljarder kronor om året. Vidare så finns det en mängd forskning på brottsförebyggande åtgärder, dock saknas det forskning på HR’s bidrag i brottsförebyggande åtgärder. HR har en avsevärd roll i organisationers operativa och strategiska arbete, därav blev det relevant att utforska HR’s bidrag i brottsförebyggande åtgärder i en organisatorisk strategi. Syfte: Syftet med studien är att utforska HR’s bidrag i brottsförebyggande åtgärder för att utveckla en organisatorisk strategi för brottsbekämpning. Metod: I studien har en induktiv ansats applicerats, då det inte finns någon tidigare forskning på HR’s bidrag i brottsförebyggande åtgärder utan endast forskning på brottsförebyggande åtgärder och vad det kostar företag. Med hjälp av en induktiv ansats kunde empiri samlas in och analyseras för att framställa teori. Vidare utgörs studien av en kvalitativ strategi i design av en fallstudie för att utforska HR’s bidrag i brottsförebyggande åtgärder. Empirin samlades in via semistrukturerade intervjuer med elva informanter och analyserades sedan genom en tematisk analys för att identifiera studiens huvudteman. Slutsats: Analysen av den insamlade empirin gav oss ett resultat, där vår tolkning är att HR’s bidrag är att skapa och bibehålla strategier i en organisatorisk kontext för brottsförebyggande åtgärder. Detta genom att arbeta aktivt med relationer i och utanför organisationen via samverkan med olika aktörer, att skapa arbetsmöjligheter då anställning reducerar kriminella handlingar samt genom att skapa strategier för organisationer att engagera sig i utbildningar.

Syftet med denna studie är att undersöka hur första linjechefer upplever sina förutsättningar att leda och fördela arbetet i offentlig organisation samt hur de upplever sitt stöd från HR. Vi såg ett gap kring det valda syftet och ville undersöka det vidare. Studien har genomförts med en kvalitativ metod där intervjuer har genomförts med sju första linjechefer. Organisationen är stor och belägen i Mellansverige. Efter att alla intervjuer genomförts sammanställdes och analyserades resultaten i förhållande till tidigare forskning och annan litteratur, för att se om den insamlade empirin överensstämde med det teoretiska ramverket. Det framkommer varierande svar från första linjecheferna, vissa upplever att de har goda förutsättningar i sin roll medan andra inte upplever det. Vid frågan om förväntningar på HR svarar vissa att de upplever bristande stöd och tycker att det finns en viss kompetensbrist, medan andra är nöjda med sitt stöd från HR och får svar snabbt med bra återkoppling. Det framgår även att relationen mellan HR och linjecheferna är betydelsefull, men att det finns önskan om ett mer närvarande HR stöd. I det stora hela upplever vi att första linjecheferna är generellt nöjda med deras arbetssituation idag, men att det finns förslag på förbättringar., The purpose of this study is to investigate how first-line managers perceive their conditions to lead and distribute work in a public organization and how they perceive their support from HR. We saw a gap around the chosen purpose and wanted to investigate it further. The study was conducted using a qualitative method where interviews was carried out with seven first-line managers. The organization is large and located in central Sweden. After all interviews were completed, the results were compiled and analyzed in relation to previous research and other literature, to see if the collected empiricism was consistent with the theoretical framework. There are varying answers from the first-line managers, some feel that they have good conditions in their role, while others do not. When they were asked about expectations from HR, some responded that they experienced a lack of support and think there is a certain lack of competence, while others were satisfied with their support from HR and received answers quickly with good feedback. It also appears that the relationship between HR and the line managers is important, but there is a desire for more present HR support. Overall, we feel that the first-line managers are generally satisfied with their work situation today, but that there are suggestions for improvements.

Syftet med denna studie är att få en bredare förståelse för hur HRM-strategier kan vara tillämpbara och anpassade för att förhindra hög personalomsättning bland kvinnliga fastighetsmäklare. Studiens syfte växte fram med hänsyn till att många kvinnliga fastighetsmäklare, särskilt i åldern omkring trettio, väljer att byta yrkesbana efter bara några år inom branschen. Studien strävar efter att identifiera de faktorer som positivt påverkar och skapar förutsättningar för en framgångsrik yrkesutövning. Fokus riktas därför mot kvinnliga mäklare som för närvarande är aktiva inom yrket och som har valt och lyckats att fortsätta vara verksamma inom branschen i minst fem år. Uppsatsen utgår från en teoretisk referensram som omfattar områden såsom HRM, work- life balance, motivation och belöningspreferenser. Denna teoretiska referensram används som grund för analysen av insamlade data och jämförs med de empiriska resultaten. Empirin har samlats in genom en kvalitativ metod där nio kvinnliga fastighetsmäklare, födda inom spannet 1982 och 2004, har intervjuats för att erhålla deras perspektiv på yrket och varför de har valt att fortsätta vara verksamma inom det. Studien konstaterar att det finns en variation i respondenternas uppfattningar och preferenser när det gäller motivationsfaktorer, belöningshantering, arbetsmiljö och ledarskap, vilket tyder på att det inte finns en universell lösning för att uppnå hög arbetsglädje och personalens långvariga engagemang inom fastighetsmäklaryrket. För att skapa en motiverande arbetsmiljö och främja medarbetarnas trivsel och lojalitet är det viktigt för arbetsgivare att anpassa sina strategier och åtgärder utifrån de individuella behoven och önskemålen hos sina anställda. En flexibel och anpassningsbar arbetsplats kan vara en framgångsfaktor för att tillgodose de olika preferenserna hos medarbetarna. Ledarskapet bör vara individanpassat, lyhört, stödjande och, The purpose of this study is to gain a deeper understanding of how HRM-strategies can be applicable and tailored to prevent high turnover among female real estate agents. The purpose of the study emerged considering that many female real estate agents, especially around the age of thirty, choose to change careers after just a few years in the industry. The study aims to identify the factors that positively influence and create conditions for successful professional practice. Therefore, the focus is directed towards currently active female agents who have chosen and managed to continue their careers in the industry for at least five years. The paper is based on a theoretical framework that encompasses areas such as HRM, work- life balance, motivation, and reward preferences. This theoretical framework is used as the basis for analyzing the collected data and comparing it with the empirical results. The empirical data has been gathered through a qualitative method where nine female real estate agents, born within the range of 1982 and 2004, have been interviewed to obtain their perspectives on the profession and why they have chosen to remain active in it. The study concludes that there is a variation in the respondents' perceptions and preferences regarding motivation factors, reward management, work environment, and leadership, suggesting that there is no universal solution to achieving high job satisfaction and long-term employee engagement in the real estate profession. To create a motivating work environment and promote employee well-being and loyalty, it is important for employers to adapt their strategies and actions according to the individual needs and desires of their employees. A flexible and adaptable workplace can be a success factor in meeting the diverse preferences of employees. Leadership should be individualized, attentive, supportive, and encouraging, and employers should promote open communication and create an atmosphere of trust and respect to

Syfte: Studiens syfte är att öka förståelsen för HR-arbetet i små företag utifrån antagandet att de ofta har resursbrist, vilket skapar begränsningar. Detta för att se hur resursbristen påverkar deras HR-arbete och vad det kan leda till. Metod: Studien har använt en kvalitativ forskningsmetod med semistrukturerade intervjuer. Empirin från intervjuerna analyserades sedan med hjälp av en tematisk analys och det teoretiska ramverket för att svara på forskningsfrågorna. Slutsats: I studien framkom det att små företag ofta får anpassa sig efter resursbrist och att detta även genomsyras i deras HR-arbete. Företagen tvingas välja vilka delar som ska prioriteras då de inte har resurser till att utföra allt HR-arbete. Det största fokuset läggs på arbetsmiljön och medarbetarnas välmående, samtidigt som det långsiktiga och strategiska arbetet hamnar helt i skymundan. Det visar slutligen på att tidigare teorier och modeller inte är anpassade efter små företag där det råder resursbrist, eftersom dessa inte är tillräckligt dynamiska., Purpose: The purpose of the study is to increase the understanding of the HR work in small enterprises based on the assumption that they often lack resources, which creates limitations. This is to see how the lack of resources affect their HR work and what that can lead to. Method: In the study, a qualitative research method was used through nine semi-structured interviews. The empirical evidence from the interviews was analyzed using a thematic analysis and the theoretical framework to answer the research questions. Conclusion: In the study, it emerged that small enterprises often have to adapt to their lack of resources which characterize their HR work. The enterprises are forced to choose which parts they prioritize since they do not have enough resources to do all the HR work. Their biggest focus is the work environment and the well-being of the employees, while the long-term and the strategic work is deprioritized. This shows that previous theories and models are not customized to fit small enterprises with lack of resources, because these are not dynamic enough.

Date: 2023-05-30 Level: Bachelor thesis in Business Administration, 15 cr Institution: School of Business, Society and Engineering, Mälardalen University Authors: William Hamzehnejad (01/09/07) Isabella Mousa (98/11/24) Måns Svensson (94/05/24) Title: How will Artificial Intelligence change Human Resource Management? Supervisor: Grinbergs, Johan Keywords: Artificial intelligence, AI, Human Resource Management, Evolutionary Theory, Episodic Change, Resistance to Change Research question: How do HR practitioners see AI as a change for their work? What are the perceptions of HR practitioners regarding the implementation of AI in their workplace? Purpose: The purpose of this study is to contribute with knowledge regarding how practitioners in HRM see the use of AI as a change for their work. This is examined from both a practical and an emotional perspective. Method: A qualitative study in which semi-structured interviews with HR practitioners in Södermanland county were carried out based on a target-driven theoretical selection method. Conclusion: HR practitioners believe that AI will affect certain work-related tasks in the future. They consider this as a positive change. HR practitioners feel varying degrees of apprehension about implementing AI depending on their job position, where managers and specialized HR practitioners experiencing less apprehension. Implementation of AI should be done at a slow continuous pace for HR practitioners to get used to these changes., SAMMANFATTNING Datum: 2023-05-30 Nivå: Kandidatuppsats i Företagsekonomi, 15 hp Institution: Akademin för Ekonomi, Samhälle och Teknik, Mälardalens Universitet Författare: William Hamzehnejad (01/09/07) Isabella Mousa (98/11/24) Måns Svensson (94/05/24) Titel: Hur kommer Artificiell Intelligens att förändra Human Resource Management? Handledare: Grinbergs, Johan Nyckelord: Artificiell intelligens, AI, Human Resource Management, HRM, Evolutionary Theory, Episodic Change, Resistance to Change Forskningsfrågor: Hur ser praktiker inom HRM på AI som en förändring för deras arbete? Vilka föreställningar har praktiker inom HRM angående implementering av AI på deras arbetsplats? Syfte: Syftet med denna undersökning är att bidra med kunskap om hur praktiker inom HRM ser på användningen av AI som en förändring för deras arbete. Detta undersöks utifrån både ett praktiskt och ett emotionellt perspektiv. Metod: En kvalitativ undersökning där semistrukturerade intervjuer med praktiker inom HRM i Södermanlands län utfördes utifrån en målstyrd teoretisk urvalsmetod. Slutsats: Praktiker inom HRM anser att AI kommer att påverka vissa arbetsuppgifter i framtiden. Detta anser dem som en positiv förändring. Praktiker inom HRM känner olika grader av oro inför implementering av AI beroende på deras arbetsposition, där chefer och specialiserade praktiker upplever mindre oro. Implementering av AI bör utföras i en långsam kontinuerlig hastighet för att praktiker inom HRM ska vänja sig med dessa förändringar.