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Talent Management: Utan Talent Management?
Jönköping University, School of Education and Communication.
Jönköping University, School of Education and Communication.
2016 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Talent Management : Without Talent Management? (English)
Abstract [sv]

Syftet med denna studie är att kontrastera en utvald organisations strategier för att attrahera, behålla, utveckla och avveckla de viktigaste resurserna mot Talent Management och dess komponenter. Studien ämnar således mot att göra en kontrastering mellan traditionellt kompetensförsörjningsarbete mot det mer moderna konceptet Talent Management. Författarna har valt att undersöka detta genom att samla empiri från intervjuer med sex medarbetare kombinerat med analys av interna dokument. Resultatet visar att delar av myndighetens arbete med kompetensförsörjning kan likställas med Talent Management men att vissa komponenter är uteblivna. Baserat på resultatet framhålls i resultatdiskussionen att myndigheten möter stora utmaningar gällande enhetligt arbete med kompetensutveckling, kompetensförsörjning och ledarskap på grund utav det delegerade ansvaret från central nivå. I slutskedet av avsnittet för resultatdiskussion redovisas även en sammanfattande slutsats som grundar sig i ett framgångsrikt arbete inom blocken attrahera och avsluta samtidigt som arbete inom blocket behålla och utveckla varierar inom organisationen, dels på grund av delegerat ansvar. Slutligen presenteras förbättringsförslag inom organisationen och vidare forskning inom ämnet. 

Abstract [en]

The purpose of this bachelor level thesis is to compare a Swedish public authority’s practical work with competence supply towards the components of Talent Management. The study is aiming to contrast traditional competence supply operations with the more modern concept of Talent Management. The writers have chosen to collect empirical data through interviews with six employees combined with analysis of internal documents. The result shows that parts of the public authority’s work with competence supply have similarities to Talent Management, but some of the components are left out. Based on the results, the discussions shows that this public authority is struggling with united approaches towards competence development, competence supply and leadership because of delegated responsibilities from a central level. In the end the writers are presenting an overall conclusion that is based on the organizations successful work within the blocks of attract and terminate while the work within the block of retain and develop varies within the organization, partly because of delegated responsibility. Finally suggestions for improvement within the organization and further research are presented.

Place, publisher, year, edition, pages
2016. , 41 p.
Keyword [sv]
Talent Management, Human Resource Management, HRM, Kompetensförsörjning, Nyckelkompetens, Retention Management, Talang, Talanghantering, Talent Retention
National Category
Work Sciences
Identifiers
URN: urn:nbn:se:hj:diva-30081ISRN: JU-HLK-PEA-1-20160010OAI: oai:DiVA.org:hj-30081DiVA: diva2:931727
External cooperation
Försvarets Materielverk
Subject / course
HLK, Education
Supervisors
Examiners
Available from: 2016-06-01 Created: 2016-05-30 Last updated: 2016-06-01Bibliographically approved

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CiteExportLink to record
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Citation style
  • apa
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