Dalarna University's logo and link to the university's website

du.sePublications
Change search
CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • chicago-author-date
  • chicago-note-bibliography
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf
”Att vara rättvis är inte samma sak som att behandla alla likadant”: en studie om Talent Management: En kvalitativ studie om Talent Management inom svenska verkstadsindustrier
Dalarna University, School of Technology and Business Studies, Human Resource Management.
Dalarna University, School of Technology and Business Studies, Human Resource Management.
2020 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
“To act fair is not the same thing as treating everyone the same” : a study about Talent Management (English)
Abstract [sv]

Syftet med kandidatuppsaten är att skapa en större förståelse för hur Talent Management tillämpas hos svenska verkstadsindustrier. Fokuset ligger på hur verkstadsindustrier definierar både begreppen Talent Management och talang. Resultatet visar att deltagande organisationer har spridda definitioner av både Talent Management och talang. Dock finns det likheter mellan alla organisationers definitioner. Vidare fastställer resultatet att organisationer sällan arbetar med Talent Management efter enbart ett synsätt och dess praxis, utan arbetssätten sträcker sig ofta över ett flertal synsätt. För att förklara skillnaderna i definitionsvariationen tillämpas till stor del tidigare forskning inom området. Ett flertal teorier om varierande perspektiv på synsätt används som ett teoretiskt verktyg i studien. Studien genomförs med en kvalitativ forskning där sex semistrukturerade intervjuer med Talent Management-utövare från svenska verkstadsindustrier representeras. Resultatet från intervjuerna jämförs sedan med den tidigare forskningen i en analysdel där ett flertal ämnen mynnar ut diskussionsmaterial som presenteras i uppsatsens avslutande del. Faktorer till vad en talang representeras av bekräftar tidigare forskning likväl som ytterligare faktorer framförs som avgörande. Organisationers hantering av medarbetare med hjälp av Talent Management beror till stor del av organisationernas egna unika kulturer och värderingar, vilket till stor del bekräftar den tidigare forskningen inom ämnet. Genom detta kan resultatet av denna kandidatuppsats verka som ett komplement till den tidigare forskningen inom den svenska kontexten. Vidare kan även uppsatsen användas som ett underlag till praktikersamhället inom Talent Management-området gällande aktuella konkurrensfördelar, utmaningar och prioriteringar för verkstadsindustrier.

Abstract [en]

The purpose of the study was to form a greater understanding how Talent Management is implemented in Swedish engineering industries. Focusing on how the engineering industries define both the concepts of Talent Management and Talent. The result shows that the participating organizations have diverse definitions for both concepts, however, there are similarities found in all organizations definitions. Furthermore, the result states that organizations rarely work with Talent Management based on only one approach and practice, instead the working methods often extend over several approaches. To explain the differences for the definitions, an extensive application to previous research was applied. Several theories on the different perspectives on practices are used in the study. The study was conducted using qualitative research, which consisted of six semi-structured interviews with Talent Management-coworkers from Swedish engineering industries. The results from the interviews were compared with previous research and after analysis, several topics were presented in the discussion and conclusion. The research confirmed previous determined factors as well as additional ones. Organizations' management of employees with Talent Management, strongly depends on the organizations' own unique cultures and values, which essentially confirms previous research in the subject. Through this, the results of this study complement the previous research but now in Swedish context. Furthermore, the study can also be used as a basis for the practicing community within the Talent Management area to face current competitive advantages, challenges, and priorities for engineering industries.

Place, publisher, year, edition, pages
2020.
Keywords [en]
Talent Management, talent, rating, order of succession, competitive advantages, Multinational organizations, Swedish context
Keywords [sv]
Talent Management, Talang, Talanghantering, Gradering, Successionsordning, Konkurrensfördelar, Multinationella organisationer, svensk kontext
National Category
Work Sciences
Identifiers
URN: urn:nbn:se:du-34423OAI: oai:DiVA.org:du-34423DiVA, id: diva2:1451058
Available from: 2020-07-02 Created: 2020-07-02

Open Access in DiVA

fulltext(541 kB)586 downloads
File information
File name FULLTEXT01.pdfFile size 541 kBChecksum SHA-512
f36aacdfc5ffd3f63d054fc6f01c217782eed5fbdb2bcc5d7c196f713b9d9ebb237fd5dd374ade51d44edfb4993ac8b9105c28b10ac739468d9cf7563d738821
Type fulltextMimetype application/pdf

By organisation
Human Resource Management
Work Sciences

Search outside of DiVA

GoogleGoogle Scholar
Total: 586 downloads
The number of downloads is the sum of all downloads of full texts. It may include eg previous versions that are now no longer available

urn-nbn

Altmetric score

urn-nbn
Total: 1055 hits
CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • chicago-author-date
  • chicago-note-bibliography
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf