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  • 51.
    Forslund, Linus
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sellström, Sara
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Rekryteringsenheten, ett ineffektivt- eller ett högpresterande team?2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
  • 52.
    Fredriksson, Maja
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sundström, Gustav
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Flexibelt lärande: En kvalitativ studie om flexibelt lärande i arbetslivet2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study is based on an assignment from Trafikverket with the intention of improving the competence development within the organization. Basic education for operational services builds currently based on traditional theories of learning. The starting point for our study is that more research is required on how organizations can work to integrate flexible learning in skills development.

    The aim of this study is to describe how a government agency can work to integrate flexible learning in basic education for operational service. The theoretical part presents theories about flexible learning, learning environments, skills development, various education methods such as e-learning and flipped classroom, effects of education, how adults learn and theories about learning styles. The method is based on a qualitative method in the form of a case study. Semi-structured interviews have been conducted with six respondents from the Traffic Management Center in Gävle, including four trainers and two instructors. The result indicates that respondents generally are satisfied with the basic education for operational service, but the design lacks scope for flexible learning. We have identified factors that were considered to promote learning, such as the importance of the group and the internship. The conclusions taken based on analysis of the result are that Trafikverket should review some areas in the development of basic education for operational service and in the implementation of flexible learning. Trafikverket should create conditions for the tacit knowledge to be communicated in virtual learning environments, they should identify strengths and weaknesses with today's IT-based forms of education and consider the results of further development of basic education. Furthermore, Trafikverket should increase the use of simulators as part of achieving flexible learning and finally they should take advantage of the factors that employees appreciate in the education and implement them in IT-based education to achieve effective e-learning.

  • 53.
    Fredriksson, Sandra
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Särnö, Annika
    Framgångsfaktorer för kvinnors karriärklättring till ledande positioner: En studie av nio kvinnliga ledare och deras väg till toppen2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
  • 54.
    Gustafsson, Amanda
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lindholm, Emilia
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "Flexibelt arbete är bra men…": En kvalitativ studie om flexibelt arbete och gränsdragningsstrategier utifrån ett chefsperspektiv2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this study is to investigate how managers experience flexible work and how they use work balance strategies to be able to handle the balance between work and private life. The study is based on questions regarding how managers experience flexible work, how high demand-low control and balance affects managers health, how the relationship between work and private life looks like and what work balance strategies that are being used. The study shows that the managers have positive experiences with flexible work but that there are difficulties with how the flexibility should be handled. Furthermore, the results of the study show that the managers would like to have a certain balance between work and private time which they get with set limits. However, some managers lack these limits. The results also show that the managers require support from their managers, employers and work environment and that they appreciate a supporting and open work environment where they are allowed to discuss their work situation and how they handle flexible work.

    A qualitative method was chosen for the study which was done as a semistructured interviews with six managers who were chosen because of their flexible work. The answers from the interviews were analysed and compared with relevant theories and earlier studies in the subject.

  • 55.
    Gustafsson, Johanna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Norling, Åsa
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    HR-funktionens förändrade roll: En studie om linjechefers uppfattning av HR-funktionen i Falu och Avesta kommun2015Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
    Abstract [en]

    Traditionally, HR work has not been considered sufficiently effective and value creating because of its main focus on administrative tasks. For HR work to become more strategic the function has to organize in a way that meet the new needs (Boglind et al, 2013). We believe that the success of the HR function depends on their relationships to leaders and line managers. The purpose of this essay is to examine how line managers perceive the changing role of the HR function and what kind of support they expect from them. We also want to investigate whether the perception of the HR function is related to how it’s organized. The survey is based on a multiple case study conducted in Falu and Avesta municipality. A total of thirteen in-depth interviews were conducted where five respondents represented the HR departments and eight respondents represented the line managers. Falun municipality began implementing an HR transformation at the turn of 2013/2014. Avesta municipality has an HR function divided into two teams and hasn’t performed an HR transformation.

    Our empirical data reveals that line managers in both municipalities have a rather vague idea of the HR function and its organization. Despite structural differences between the municipalities line managers in both organizations demand something more. All respondents in Avesta municipality agree to a lack of consensus regarding the duties of the HR function, due to an absence of a distinct strategy. The line managers of Avesta requests a more fundamental and strategic HR management. Empirical data from Falun municipality reveals that line managers and HR respondents disagree on whether there is a consensus regarding the tasks of the HR function. Although several line managers in Falun mentions that the HR function have improved from the transformation, they still prefer close relations to a specific HR person over contacting the HR call center.

    Although the studied HR functions differ in size and structure, we observe many similarities. We therefore conclude that the difficulties described by line managers isn’t related to the structure of the HR function, but instead relates to an imbalance in the immanent duality of the HR work that emerge from a more strategic focus. We believe that the HR function in both municipalities should have a consistent and continuous dialogue with line managers to maximize the exchange of value. In conclusion we suggest that the municipalities should focus on identifying the aspects of HR work that is most valuable and unique to their organization and build their strategies from these.

  • 56.
    Güclü, Arda
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Alexandersson, Oscar
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Världens bästa arbete: Attraktivt arbete enligt generation Z2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Generation Z, is the next working generation that’s about to enter the labor market. What do they expect from today's corporations and business? What do they see as an attractive workplace and what motivates them? What do companies need to do to attract and keep them? These are some interesting questions we wanted to analyze and examine. To answer these questions, we carried out seven semi-structured interviews with students from the Stockholm School of Economics. We wanted to ask students from Generation Z to examine people with many options when it comes to choosing a work.

    In conclusion we could see that our participants want a workplace where the organization worked with social and environmental questions. The company needs to have good morals and values for the participants to be willing to work there. This was seen as a demand from our students from the study. Other things they evaluated was relations with colleagues and bosses. The salary needed to be equal to the effort put into the work. The workers don’t want to be underpaid. The work also need to be meaningful and interesting, where the students feel valuable for the company or that they contribute to the welfare of society or the world as a whole.

  • 57.
    Hahnelind, Sofia
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Larsson, Frida
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Anställningsintervjun som urvalsmetod: Hur bedöms arbetssökande?2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
  • 58.
    Hannu, Emma
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Stålberg, Denise
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Personlighetsbedömning i samband med rekrytering: En studie om bemanningsbranschens personlighetsbedömning vid en rekrytering2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    It's been long known that employees are of existential importance to an

    organization's survival. Thus, recruitment is one of the most important functions

    within HR to attract the right competence to the organization, as a failed

    recruitment usually leads to wasted time and expensive recruitment processes.

    Something that has come to play a growing role in the selection and evaluation of

    new employees is a candidate's personality. Research shows that personality traits

    play a big role when it comes to future job performance, and ability to make the

    right judgements of people are therefore essential. Theories about the perception of

    personality, competence, competency-based recruitment and selection, assessment

    methods and personality assessment are reviewed and used to analyze the results

    of this study.

    The aim of this qualitative study was to increase understanding of how recruiters

    assess a candidate's personality in a recruitment process within temporary work

    agencies. Temporary work agencies are companies which constantly works with

    recruitment and hiring of personnel, which is why a proactive work with staffing is

    needed to create a competitive advantage in the market. Prior to this case study

    three of the largest swedish temporary work agencies were contacted of whom two

    recruiters on each company participated in semi-structured interviews.

    Personality was generally considered as something important which all recruiters

    added great significance during the whole process, from the design of the

    requirements specification to the final assessment. Both tests, interview and

    references were a part of the personality assessment. The importance of always

    making an overall assessment of the candidate was emphasized and therefore

    difficult to weigh for example formal competences versus personal characteristics.

    The result shows that the temporary work agencies work with personality

    assessment when recruiting are based on structured methods of assessment. Their

    solid and proactive work with recruitment live up to the claim that the staff is an

    organization's most important resource and the importance of understanding the

    meaning of the personality significance of the expression ”right person in the right

    place”.

  • 59.
    Hansson, Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Morell, Frida
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Strategiskt arbetsmiljöarbete: En förutsättning för ett hållbart arbetsliv2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study is based on an assignment from an organization whose intention is based on their request to review their organizational and social work environment. The aim of the study has been to increase the understanding of key components of the organizational and social work environment in order to enable a sustainable working life. We therefor chose a quantitative approach where 251 questionnaires were sent to the entire production unit. The method has enabled a general and wide-ranging aspect of the organizational and social work environment in the workplace.

    Research related to the psychosocial work environment, where our focus has been on the

    organizational and social aspect, we mainly base our analysis on the Job Demand - Resources model. An essential part of working life is that there is a balance between the job demands and resources that are provided in order to increase health and wellbeing to achieve a high performing organization.

    The result has been analysed on the basis of the theoretical framework and shows that the organization investigated is lacking in several of these components that are necessary to enable a sustainable work life where there is balance. There are areas such as leadership, heavy workload, recovery and victimization that has shown weaknesses. Research related to organizational and social work environment clearly states that there is a link between employee health and well-being and the organization's financial results. Due to this, our work environment should be a fully integrated part of the business. We have therefore proposed a number of activities for the organization to work with in order to improve the work environment and thus the health and well-being of employees which will directly affect the organization's success.

  • 60.
    Hansson, Nina
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Mazzarello, Therese
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Coachande ledarskap: En utvärdering av genomförd ledarutveckling inom Borlängekommun2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This is a thesis in Personal- och Arbetslivsprogrammet at Dalarna University with thepurpose of evaluating an education initiative in Borlänge kommun. The educationCoaching Leadership is an initiative for the managers in the organization to exercisegood leadership and the education also serves as an incentive for managers. Eightbusiness managers and one from the HR staff have completed the training. Out of thetotal 9 participants in the training, six of them took part in this evaluation. Based on thethesis aim and questions we wanted to explore participants' attitudes to the education,and what skills and abilities they have acquired on the basis of educational goals andcontent. To obtain results, a semi-structured interview methodology was used, this inorder to get answers to predefined questions while the participants would have theopportunity to give an as broad picture as possible.The result of this evaluation demonstrates that the participants are in favor of trainingand they've got the tools, knowledge and ability to apply coaching in their job role,which was included in the educational goals. For the CL-education to promote theorganization's development potential, the participants mentions that it takes time totrain and that employees must have the knowledge of the organization's educationaldirection.

  • 61.
    Harrysson, Terece
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Petré, Erika
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Att lyfta upp till ytan: En kvalitativ studie om chefers uppfattning av informella nätverk2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
    Abstract [sv]

    Syftet med studien är att ta reda på åtta chefers uppfattningar av informella nätverk och hur de kommer till uttryck i det dagliga arbetet. En kvalitativ metod har använts för att genomföra undersökningen och det empiriska materialet inhämtades med hjälp av semistrukturerade intervjuer. Resultaten visade att uppfattningen av informella nätverk både kan vara mycket positiva och problemfyllda beroende på situation. Kontexten är avgörande för hur chefen uppfattar nätverket. Flertalet av chefernas strategier för att hantera nätverket fångar upp det som sker i det informella nätverket och placerar det i en formell kontext.

  • 62.
    Hedberg, Anna
    et al.
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    Lindblom, Moa
    Kompetens vs personlighet: ” Om man ser sig själv som fördomsfri tror jag att det kan vara farligt, om man inte pratar om sådant som skulle kunna vara diskriminerande så är det också farligt”2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Diskriminering i rekryteringsprocessen har visat sig vara särskilt komplext och är

    många gånger ett dolt problem på grund av att den inleds med en typ av sållning,

    där både uttalade och outtalade normer och värderingar styr processen. En

    arbetsgivare skall verka för lika möjligheter vid rekrytering och skall inte använda

    sig av obefogade och diskriminerande anställningskrav, exempel på obefogade krav

    kan vara medborgarskap, kroppslig längd eller svensk utbildning. Vi som skrivit

    detta examensarbete har ett stort intresse för rekrytering och har i detta

    examensarbete fördjupat oss inom diskriminering i rekryteringsprocessen.

    Syfte:

    Syftet är att undersöka om det finns skillnader att utläsa mellan privata företag och

    offentliga organisationer i arbetet mot diskriminering i rekryteringsprocessen.

    Vidare skall detta arbete bidra till att se hur offentliga organisationer och privata

    företag arbetar för att motverka diskriminering i rekryteringsprocessen, vad de kan

    identifiera för svårigheter med detta samt på vilket sätt arbetet för att motverka

    diskriminering i rekryteringsprocessen kommer till uttryck på de olika

    arbetsplatserna.

  • 63.
    Hedlund, Camilla
    et al.
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    Sahlander, Helena
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    Etableringslotsens roll i Borlänge2012Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
  • 64.
    Hell, Cecilia
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Roos, Klara
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Att främja ett ackomodativt lärande utifrån ettandragogiskt perspektiv: I en offentlig organisation2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    An experience of limited knowledge regarding adult individuals’ road to knowledge was thepremise for this study. Today’s educations are often based on lectures, which above all leadsto assimilative learning, in other words superficial learning where the individual lacks anunderstanding of the knowledge. Pedagogy is a concept that, to a wide extent, is used whenlearning is the goal, no matter who is learning. A curriculum based on pedagogy, however,aims to teach children, and can often be found inappropriate when teaching adults. Andragogyis the concept of adult learning, based on the idea that adults are independent individuals, whothemselves need to take the step towards learning something new. The andragogy modelpresents the conditions required when an adult individual is to retain new knowledge on adeeper lever –achieve full comprehension. This level of learning is called accommodativelearning.The purpose of this examination was to establish, whether the process-managers of theManagement-program at Landstinget Dalarna based their leadership and curriculum onandragogy, in order to appropriate an accommodative learning within Landstinget Dalarna’sManagement-program, or not.This was a deductive case study, in which the qualitative method of observation was used tocollect data. The process-managers of the Management-program were observed and filmedwith a video camera during one of the four parts of an introductory level course.Two areas that have been examined theoretically are leadership and curriculum, as they areassumed to influence learning in adults both collectively and individually. The processmanagerstook, to a wide extent, each adult individual’s needs into consideration, inaccordance with the andragogy model. They promoted –through their leadership andcurriculum– a great environment, according the participants the opportunity to appropriate anaccommodative learning. Their approach to teaching is based on the idea that all humanshave, in addition to feelings and relationships, the same basic needs. They use a curriculumwhere the participants are involved, have the opportunity to exchange experiences, and reflecton these experiences, which is what the andragogy model, to achieve an accommodativelearning, advocates.

  • 65.
    Hellman, Jasmine
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lundgren, Jennifer
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lojalitetsprogram inom klädbranschen: En kvantitativ studie om lojalitetsprogram inom klädbranschen ur konsumenternas perspektiv2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Today there is high competition in retail industry, there are many companies on the market competing for the same customers. For companies, it’s about keeping their customers and build strong relationships with them. One way to work with relationship marketing is to use loyalty programs where loyal customers are identified and rewarded. Many companies are using loyalty programs and it is especially common amongst apparel retailing. A common problem is that many loyalty programs are similar and therefore reduces their effectiveness in creating loyal customers. This study focus on what consumers appreciate in a loyalty program in the apparel retailing and how loyalty programs affect consumers.

    The purpose with this study is to identify which benefits in a loyalty program in apparel retailing that consumers’ value and to see if loyalty programs has a positive impact on consumers.

    The theories in this study is about the term customer loyalty, the relationship between attitude and behavior, benefits in loyalty programs, the buying decision process and word-of-mouth.

    The study was accomplished through a quantitative method by using web-based surveys. The survey was distributed to selected programs at Dalarna University, and 123 students participated in the survey.

    Conclusions that can be drawn from the study are that the consumers in this study primarily appreciate the economic benefits such as discounts, promotions, bonuses and gifts. Loyalty programs inspire the consumers to purchases, affect their evaluation of the alternative companies where they can make their purchase, and affect their post-purchase behavior. Most consumers are willing to spread positive word-of-mouth by recommending loyalty programs to others.

  • 66.
    Holm-Gottfrid, Anna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Kunskapande - att bli medveten om det som ”sitter i väggarna”: Fallstudie om upplevda möjligheter och hinder för lärande på en kuratorsenhet.2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
  • 67.
    Holmsved, Jennifer
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lärares användning och attityder till problemlösning i förskoleklass2016Independent thesis Advanced level (professional degree), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Syftet med arbetet är att undersöka hur lärare i förskoleklass organiserar sin undervisning där matematisk problemlösning används samt hur lärarens attityder till matematisk problemlösning i förskoleklass kan återspeglas i deras val. Syftet konkretiseras i följande frågeställningar: På vilket/vilka sätt organiserar lärare i förskoleklass sin undervisning där matematisk problemlösning används? samt Vilka är lärarens argument för att elever ska arbeta med matematisk problemlösning i förskoleklass?. Svar på dessa frågor har sökts genom att samla in empiri från fem lärare på tre olika skolor. Både en observation och en intervju har genomförts med samtliga lärare. Resultatet visar att lärarna organiserar sin undervisning där problemlösning används genom att antingen planera för en lektion utifrån ett problem eller genom att problematisera verksamheten som pågår. Gemensamt för samtliga lärare är att diskussionen är en central del i all undervisning och man kan därmed säga att lärarna ser på elevernas lärande utifrån ett sociokulturellt perspektiv. Lärarna motiverar sitt val av undervisning med flera olika argument och gemensamt för samtliga är att de anser att problemlösning bör ha en plats i verksamheten. Föregående återspeglas i den undervisning som presenteras.

  • 68.
    Höjer, Victor
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Köhler, Johan
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    En arbetsplats för alla: Praktiskt mångfaldsarbete inom Trafikverket2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
  • 69.
    Idrén, Anna-Karin
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Mååg, Anna Mååg
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Flexibilitetens frammarsch, en studie om den intermittenta anställningen2015Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
    Abstract [en]

    Flexible working conditions is used extensively in organizations today as a way to

    create flexibility for the employer. Recently we’ve been reading in the newspapers

    that this approach is a growing problem and the EU has warned Sweden twice that

    abuse of these forms of employment must be stopped. The Government has recently

    submitted a proposed rule change to reduce the possibility of stacking one temporary

    contract after another. Borlänge kommun makes themselves more flexible with the

    intermittent employments. This study aims to examine why infrequent employments,

    such as the intermittent employment is used and preferred by Borlänge kommun and

    how it’s perceived by affected employees in the organization. The questions related,

    besides why the intermittent employment is used by the organization and how its

    perceived by those involved, also includes the management of intermittent

    employment and how the organization is handling work contracts. The background

    information on the employment law implications gives the reader an insight into how

    the regulatory framework works surrounding the topic. The theory section highlights

    the main theories about flexibility and its different shapes and perspectives. For the

    study a qualitative approach is used. A case study with semi-structured interviews was

    performed. The respondents were employees involved in the staffing of intermittent

    employees and also members of the staff with an intermittent employment. The

    results show that the employment and contracts is correctly handled by labour law

    regulations. This study shows that Borlänge kommun uses intermittent employments

    extensively, with its 1 320 intermittently employees. If this is abuse, or not, is not

    clear from the result. The authors discuss, however, if that is the case. The

    intermittent employment is used mainly because of the great needs. This is because

    society is changing and the average age is increasing, both by those using the services

    and the employees. All respondents perceive the intermittent employment as most

    flexible for the employees. Respondents working in the staffing department say that

    they are not flexible enough. The intermittent employees’ working today does not

    cover the great need. Borlänge kommun think that the flexibility should benefit them

    more and is currently trying to become more flexible. The employees were generally

    satisfied with their work situation. Some tendencies of insecurity and uncertainty

    could be inferred from the intermittent employees answers. The author’s conclusions

    are that flexibility and the intermittent employment contracts mainly benefit the

    employer and the employees who actively choose this type of work, such as students.

    This kind of employment affects, however, the society and those who need a secure

    lifestyle. The necessary permanent contracts are becoming fewer and replaced by

    precarious and flexible employment conditions.

  • 70.
    Ivarsgård, Erik
    et al.
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    Åkesson, Lina
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    HR:s medverkan i ledningsgrupper: En studie som visar vad HR:s medverkan i ledningsgrupper kan ha för betydelse för en organisation2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Det är svårt att få en organisation och dess individer att enas om vad som går att mäta, vadsom är viktigt att mäta och framförallt hur man ska mäta. Syftet med denna studie var attundersöka om det inom Trafikverket fanns några upplevda effekter av HR-funktionens stödoch medverkan i ledningsgrupperna samt således se om HR behöver finnas representerade iledningsgrupper inom Trafikverket. Frågeställningen utgår från vårt syfte och delas upp i tremindre frågor. För att möjliggöra undersökningen vill författarna besvara följande frågor:1. Vad anser ledningsgrupperna och HR att syftet med en ledningsgrupp inomTrafikverket är?2. Vilken roll och syfte upplever ledningsgrupper att HR har inom Trafikverket och vilkaeffekter upplever de till följd av detta?3. Hur uppfattar HR sin egen roll och sitt eget syfte inom Trafikverket samt vilkaeffekter upplever HR att de har på ledningsgrupperna och organisationen?Författarna fick möjligheten att genomföra en fallstudie på en avdelning inom Trafikverketdär HR finns representerad i vissa ledningsgrupper men inte andra. Yeung och Berman (1997)menar att de begrepp som kopplar ihop HR och verksamhetsstyrning tyvärr inte är särskiltvälutvecklade i dagens organisationer och att de nuvarande HR åtgärderna inte är tillräckligtvälformulerade för att tydligt visa vilka effekter HR har på företagets resultat.Genom intervjuer med olika chefer och en HR-representant har författarna följande slutsatser: En ledningsgrupps sammansättning behöver inte vara statisk. Det finns ingen klart uttalad definition av vad HR står för inom organisationen. Det råder delade meningar om varför HR inte finns representerad i allaledningsgrupper. Syftet med HR är att föra personalens talan i organisationen och värna ompersonalfrågor igenom hela organisationen. Det är upp till varje organisation själv attdefiniera syftet med HR i deras organisation och följa detta.

  • 71.
    Jakobs, Emil
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Wennström, Frida
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    En utvärdering av en organisationskulturell process An evaluation of an organizational culture process2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
  • 72.
    Jannesson, Erik
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Palm Ekström, Karolina
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Har individuellt lärande betydelse för att effektivisera arbetsintroduktionen?: En kvalitativ studie om vad som utgör en effektiv introduktion enligt kommunanställda chefer.2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Qualitative interviews with managers have been the basis for the thesis to examine if it is possible to make workintroduction more effective through individual learning. In order to facilitate the purpose of workintroduction, make employees feel welcome and for them to quickly reach full productivity. The goal is to see whether it is possible to develop principles on how effective work introduction can be implemented. The theoretical starting points in this study are individual learning, introduction strategies and the organizations' responsibility for the introduction process.

    Interviews has been conducted with six municipal managers on three different municipalities. Through the results from the qualitative interviews and the previous research, two important factors has been identified. These factors are a roughly established checklist that later on will be individually adjusted and the new employee needs a person as a guide, someone to reflect with and have as a coordinator, an so-called

    arbetsintroduktör. We have introduced the term arbetsintroduktör to the workintroduction. The term origins from the respondents descriptions of a person with a specific responsibility to help new employees adjust to the workplace in the best possible way. In order to make the workintroduction work optimally, feedback must be given the new employee on a continuous basis. The feedback should be given by the manager together with the arbetsintroduktör, this way the manager gets the power of the workintroduction. The study shows that the individual learning is important to ensure that the new employee gets the necessary skills for the work. Everyone involved in the workintroduction needs a checklist to be able to orientate themselves in the various stages of introduction. Finally, the person in charge of the workintroduction does not need to be the manager, but it is important that the person introducing has knowledge of the entire organization.

  • 73.
    Jans, Emma
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Nilsson, Elize
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "En personalstyrka som går på knäna": - En kvalitativ studie om betydande faktorer i sjuksköterskeyrket2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In the corridors of Falu Lasarett several rooms are empty and the operating rooms are not fully being used. The answer is not that the inhabitants in the area are more healthy, nor is it the economy that is the main reason. The reason is the shortages of nurses, in 2015 an article was published showing the increasing number of nurses leaving Falu Lasarett because of heavy three shifts.

    At the beginning of this study, the aim was to find out what the attractive factors in the nursing profession was, why people chose to become nurses when the profession seems to be surrounded by negative factors. We soon came to the understanding that the profession could not be described as either attractive or unattractive. The purpose of the study therefore became to identify attractive and unattractive factors in the nursing profession. In order to find participants that matched our criteria we used social media, the spread was great and was therefore stopped after nine nurses chose to participate. The participants were employed at Falu Lasarett and they were interviewed with the "attractive work" method. This method has been a tool in the collection of material both theoretical and empirical, the factors from the method have given us hands-on keywords and have been useful for the participants to discuss about.

    The results showed that the respondents felt that relationships and social contacts contributed to the profession's attractiveness. They considered themselves stimulated by the variety of work in the form of mental work, practical work and the results they performed. The improvement areas identified in the study are hardly surprising; salary, working hours, work rate, status, recognition, business, leadership and also the factor appreciated was considered less attractive as the respondents felt that they were only sought after because of their professional title. The focus has been leadership, a factor that early on was identified as an area of improvement. The problem of leadership seems to come from the fact that the management recruitment takes place internally in the workplace and that the management training programs are insufficient.

    The study aims to identify the areas of improvement no intent has been that the study would result in an action plan. We see the topic too complex for a C-level paper to result in a solution for the problems the nursing profession holds.

  • 74.
    Jansson, Emelie
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Johansson, Sofie
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Komprimerad arbetstid Till vilket pris?: En utvärdering av komprimerad arbetstid2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
  • 75.
    Jernberg, Michaela
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Bäck, Matilda
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lärarprofessionens arbetssituation - gränslös eller hållbar?: En kvalitativ studie om grundskollärares arbetssituation och ledarskapets betydelse för den psykosociala arbetsmiljöupplevelsen.2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Our common interest in the work environment founded the idea of this study, our bachelor degree project, which

    aims at describing the teachers' work situation with a focus on psychosocial work environment and working conditions and the importance of leadership for the individual work environment experience.

    The theoretical frame of reference

    focuses on the psychosocial work environment and addresses areas such as leadership, job-demand-control-support model, work-related stress, communication and teachers' working conditions.

    The method

    is of a qualitative nature, in which six semistructured interviews were conducted with five teachers and one principal, all of whom are employed in elementary school.

    The result

    shows that teachers experience a high level of administrative burden that needs to be reduced in order for the work situation to be considered manageable and contribute to a sustainable working life. The teachers who considered themselves having a reasonable workload have access to support, something that those who find themselves having a too heavy workload are missing. A thematisation of the key areas that could be read from the respondents' answers was established: workload, the need for support and leadership, the view of leadership, and the role of teacher and the educational task. Then the result was analyzed using the theoretical reference frame.

    The conclusions

    we can draw from the study are that there are three variables that are crucial for teachers' experiences regarding their own work environment: time, support and communication. If these variables are present in the business, the staff tend to feel better, but if these variables are completely absent, they tend to have the opposite effect, an unmotivated and unattended staff. Leaders in the school system should thus work continuously and structured with these three variables to counteract the negative trend of sick leave and redundancies among teachers in the Swedish school.

  • 76.
    Johansen, Peter
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Morelius, Micael
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Är tillhörighet viktigt för en poolanställd? : Vad anser arbetsgivaren, facket och medarbetaren?2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In our study it appears that both employers and the union find surprisingly similar on many issues. They have a common understanding of belonging, to the employee in the pool may have a better working environment and that there should be increased opportunities for the mobility of personnel in the organization. Based on this consensus on so many important factors, it may seem strange that the cooperation between these parties do not work better than it does. The employees also agree that the pool's work situation must be improved. They feel like compartment that when an employee is converted, it would have its origin where it worked best but they also stresses the risk of redundancy in the workplace. If redundancy would be a reality requires that workplaces have not locked schedules (work) without the use of business custom schedules (organization). In this work we will find out how the staff group feeling / experiencing their employment. To increase the pre-understanding of this phenomenon we will make use of relevant literature and previous research in the area.

    The problem today is that no one seems really pleased with how the pool looks like today. Municipal want a "membership" of the pool employee, while the employer believes that the pool's affiliation is staffing the unit. We will among other things examine how the employees themselves see their work situation

  • 77.
    Johansson, Lisa
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Eriksson, Hanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Attrahera och behålla personal: En studie om attraktivitet på Högskolan Dalarna2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Several researchers write about the importance of being an attractive employer, which today is more important than ever, especially when the competition for staff increases. By creating an attractive employer brand, the chances of attracting and retaining competent staff increase (Ehrenborg & Höglund, 2016). Previous research shows that several factors are important to consider in the work towards creating a strong employer brand, factors such as motivation and internal marketing (Grönroos, 1996; Lievens, 2007). In the following study, the University of Dalarna's attractiveness as an employer is examined from an employee perspective, with the aim of finding attractive offers for retaining and attracting employees. The study is a method combination based mainly on a qualitative method with quantitative elements and has been conducted in the form of interviews and a questionnaire survey with adjuncts at Dalarna University. The study reveals attractive attributes such as flexible working hours, opportunity for development and safe relationships, as well as less attractive attributes such as payroll and trustworthy leadership. In addition, the study discusses selected theory and empirical evidence that ultimately emerges in several proposals for how the Dalarna University can continue their work with the employer brand in the sense of being an attractive employer.

  • 78.
    Johansson, Michaela
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lindblå, Johanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    När chefen kränker eller mobbar: Att förstå och lösa relationer med faktaundersökningsmetoden2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The study aims at examining how social relations at work are affected when it is the responsible manager who perform bullying or abusive treatment. The study also aims at examining how the investigation method handles these problems. This is a Norwegian investigation method that Falu kommun uses. Semi-structured interviews were conducted within Falu kommun with six participants, five of whom are managers and one of them is the supervisor of the method. The managers are higher than the first line managers and possess managerial experience. The method's supervisor leads the work with the investigation method in Falu kommun.

    In the analysis and result of the study four themes was identified. These themes are;

    Offensive manipulation and bullying, destructive leadership, the investigation method and the location of the HR function. From each one of these topics, the essential opinions from the interviews were brought up and the discussion based on these themes led to seven conclusions. These included, among other things, the consequences of bullying, abusive discrimination and destructive leadership, how to counteract and work against it, and the strengths and weaknesses of the investigation method. We also found that the imbalance of power between manager and employee is a great part of the problem as the imbalance cause a sense of helplessness for the employee. This is also the main difference in being exposed by a manager compared to a co-worker, something that appears to be a key finding is the survey.

  • 79.
    Junker, Jakob
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Junker, Jonatan
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Friskvårdsatsningar-fysiska hälsan: En kvantitativ och en kvalitativ undersökning i landstinget Gävleborg.2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
    Abstract [sv]

    Bakgrund: Friskvården inom organisationer har under de senaste åren blivit en högst aktuell fråga och allt fler organisationer runt om i landet väljer att satsa på friskvård. Landstinget Gävleborg har under de senaste åren gjort stora satsningar på friskvård genom att bland annat delta i olika motionsevenemang som StafettVasan. Syfte: Att undersöka hur personalen som representerat landstinget Gävleborg i StafettVasan upplever sin subjektiva hälsa och välbefinnande samt att ta reda på om StafettVasan som hälsofrämjande åtgärd varit en bra investering för landstinget Gävleborg. Resultat: Resultatet visade att landstinget Gävleborg friskvårdssatsningar har haft en stor påverkan för personalen i positiv riktning. Nästan alla har på ett eller annat sätt upplevt att deras deltagande har medfört många bra effekter som bättre gemenskap och motivation till träning vilket även visat resultat på arbetsplatsen. Slutsatser: Landstinget Gävleborg friskvårdssatsningar lönar sig för personalens subjektiva hälsa och deras välbefinnande.

  • 80.
    Kareliusson, Susanne
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Krantz, Lisa
    Psykosocial arbetsmiljö och sjukfrånvaro: En studie om arbetsmiljöfaktorer som påverkar sjukfrånvaron i en global organisation2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
  • 81.
    Karlsson, Elin
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Ottosson, Hanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Personalpolicy – En kreativ process!2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Purpose:

    The purpose of this study is to explore the impact of the documents on

    personnel policy and personnel manuals in a medium-sized company in Sweden. It

    is also of interest to see how these documents are designed and how they are

    implemented in the organization.

    Method:

    The research approach is a qualitative method triangulation. A case study

    with semistructured interviews and a text study of policy documents and personnel

    manuals from the organization in question. An abductive approach has been applied

    as we have drawn conclusions from our results to apply to the group, but also based

    on literature theory in order to apply these to the study object. A hermeneutic

    perspective has been applied during the completed text analysis, to see the material

    both in parts and as a whole.

    Empirics:

    The data collection was carried out by means of five interviews, in which

    respondents represented five separate operations within the concern. Respondents

    have different roles within the organization, and all of them have a personnel

    responsibility.

    Conclusion:

    Only a well-worked document does not contribute to efficiency.

    Factors such as leadership and organizational culture also need to be included in the

    equation for the policy to contribute value to the organization.

  • 82.
    Karlsson, Josefina
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Nilsson, Jessica
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Attraktivt arbete i offentlig sektor bland enhetschefer inom vård och omsorg2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    HR function's role in an organization is to safeguard the human resource and ensure that good working conditions are achieved. This is to attract, recruit, retain and develop skills (Kira 2003). In recent years, working conditions and working conditions attracted the attention of local authorities in Sweden, among other heads of units in the elderly. Working conditions and above all the high staff turnover among these, has led to a problem that was one of the valets important issues in 2014. The aim of this study is to describe the working conditions of unit managers in smaller municipalities in Sweden, the social sector and highlight how these could be improved. We have used Orsa kommun in this study. The results of the survey showed that the employment situation of heads of unit is overpowering when the work structure it poor and the level of stress is high. Unit managers themselves would benefit from an assistant and a job description to reduce the load and the structure of the work. Our conclusion is that municipalities in Sweden should work to create better working conditions for home directors and work to ease the workload. Our proposal to Orsa kommun is to take the help of our action plan and to employ assistants to heads of unit as well as create job descriptions. Further research on the subject could enlighten the importance of mentoring in the public sector within the municipalities in Sweden and the organizational structure to create more attractive work conditions.

  • 83.
    Klang, Victoria
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Aufrecht, Josefine
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Engagemang – konsten att skapa attraktivitet iarbetslivet: En kvalitativ studie om hur en kommun kan arbeta för attminska personalomsättning bland socialsekreterare2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this essay has been to find out how a commune can work with commitment as

    a part of the attractive work in order to reduce staff turnover among social workers.

    Furthermore, the essay refers to contribute the theoretical knowledge in the field. In order to

    achieve this purpose ten semistructured interviews were conducted, of which eight were with

    socialworkers and two with unit managers of the social workers in the commune studied. The

    result showed that the definition of engagement also includes the feeling of caring and

    wanting to do more than you’re expected to. The result also showed that the social workers

    engagement are affected of work features, the organization, the leadership and the team of

    colleagues. Another result show that theese contents can not be statically prioritized, but

    instead should be put in relation to to the group and the individual's current needs. Based on

    what was identified as the current needs of the social workers, a result was also a number of

    development proposals for how the commune and unit managers for social security workers

    can work to create engagement.

  • 84.
    Klingberg, Monique
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Larsson, Sandra
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sex timmars arbetsdag –ett modigt beslut: För att bli en attraktiv arbetsgivare2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The study examines how the employees job satisfaction has changed after a work reduction.

    This occurred in terms of changing the amount of working hours where the employees went

    from eight-hour work day to six-hour work day while maintaining full-time pay at a small

    private service company. The aim is to investigate how this type of work reduction is related

    to employees job satisfaction and thereby increase the understanding of the two phenomena. It

    appears that employees job satisfaction has changed since the reduction of working hours.

    Regarding the individual factors at the workplace some factors has declined while some

    factors has increased. In the discussion it appears that there is a risk of illness that can affect

    the employees due to lack of support, lack of control and increased demands. The current risk

    of illness can be seen as acceptable, given to the varying workload which means that

    employees during periods get time for recovery. Despite the circumstances prevailing high

    global job satisfaction, which in turn should mean that the theories that have been used,

    contains some shortcomings as regard to variations in workload is not taken. The resultsbased

    analysis revealed three themes which were seen appropriate for employees and their job

    satisfaction. These themes consisted of changes in relationships, changes in work and changes

    in rewards. The theoretical framework for the study includes the expectation theory, twofactor

    theory of the demand- control- support- model as well as the efforts- rewardimbalance-

    model. Data was collected using four semi-structured interviews where the

    respondents consisted of employees in the selected case. The study is designed for qualitative

    method and a phenomenological approach. The study has been designed in the form of a case

    study.

  • 85.
    Laforet, Anna
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Larsson, Anna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Mångfald - Från ord till handling: En kvalitativ studie om HRs strategiska arbete med mångfald2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study is based on an assignment from the Swedish Transport Administration with the intention to examine how a diversity strategy can be more efficient in the organization. The starting point for this study is that it seems to require more research on how HR can strategically work with diversity issues and integrate them with the rest of the organization. The purpose of this study is to identify how Human Resources strategically can work with diversity. An additional purpose is to show how a strategic diversity work can be more effective.Theories that highlight the concept of diversity, the effects of diversity, strategy, Human Resource Management and Strategic Human Resource Management can be seen as a basis for a successful strategic HRM with diversity. Leadership, communication, knowledge and organizational culture highlight the theory as important components to strategic efforts to become more efficient and provide the power in the organization.The study is based on a deductive approach and a qualitative method has been used on the basis of three individual interviews and two focus groups. With the individual interview, the purpose was to highlight the organization's contemporary work with diversity, future perspectives on how strategic diversity efforts can be designed and a vision for results. One focus group consisted of employees from HR from various regional offices in the country and were intended to clarify how HR can work strategically with diversity. The other focus groups consisted of executives from various regional offices in the country and were intended to highlight the role of managers and what they are seeking in a strategic diversity effortThe result of the interviews were analyzed based on the theoretical framework. In this study we have come up with and identified several significant factors for HR that are important in the design of a diversity strategy. It is important to define the concept of diversity, to clarify the issue of responsibility, to show why the organization should work with diversity, and communicate the impact. Furthermore, it is important to link diversity strategy to other HRM-activities and the organization's other strategies and objectives for the strategic work to effect. Knowledge of diversity and to see the work as a process of change, where management is an important role, have proved to be essential factors for the work to get the value of the organization.

  • 86.
    Lagerberg, Patrice
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    HR-funktionens hantering av arbetsplatskonflikter på individnivå2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
  • 87.
    Lappalainen, Mariette
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Sundlöf, Johanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Gränsdragning mellan arbete & fritid: Närvaro i sin frånvaro2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Our purpose in this study is intending to describe the significance of the boundless work gets the manager's role, based on the changes taking place in today's working life and how the boundaries between work and leisure are handled. We chose to carry out our study in the form of interviews, where we interviewed six employees within a public organization in Dalarna, Sweden. The results we obtained were analyzed based on previous research and theories that we have taken part of. The results of our study show that managers are directly or indirectly affected by the changes taking place in the workplace and that it´s also something that affects the way managers manage the boundaries between work and leisure. The study results also show that managers mean that these changes contributes to change their way of acting in the role of manager and that makes different demands on their skills. The results also show that the requirements of the work must be reasonable; in order to create a balance between work and private life, and that primarily it is not the quantitative factors in relation to the work that creates a sense of limitlessness. With quantitative factors we mean those factors traditionally described as more specific work factors such as job design, working time, availability or the number of tasks to perform. Instead illustrates the result of an emotional feeling of stress may arise in relation to the personal experience of a delicate situation at work or when their skills are not sufficient in performance, and that can create a blurred line between work and leisure.

  • 88.
    Liljemid, Sandra
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Roberg, Michelle
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Processmetoden attraktivt arbete skapar förutsättningar för kollektivt lärande: Organisationer främjar - individen bär ansvaret2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Today's organizations face significant challenges in being competitive with the outside world. Human resources are the organizations most important factor at all survive. For the business to be able to manage and utilize employee skills in the right way, it creates conditions and occasions where relationships can occur. This is something that is discussed in both research and literature as well as how organizations should be structured to encourage work on employees.

    This study is a contribution to be used in organizations to work to develop employees' collective learning about each other to strengthen relationics.

    Process method that has been used to create collective learning among employees is attractive work. Participants have been carrying out the method and observations have been made on how the participants have acted during the process.

    The result shows that to achieve a collective learning requires participants to show the commitment and willingness to learn about each other. Through dialogue creates the conditions to understand each other. That's when the understanding is on another as relations strengthened, and thus created relationic.

  • 89.
    Linderfyhr, Jessica
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Malm, Mikaela
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    She’s the Boss – HR och kvinnligt chefskap: Hur Human Resources kan arbeta för att främja kvinnorschefskarriärer2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    According to surveys conducted by the organization

    Ledarna, there is a recurrent problem of

    recruiting young women to senior positions. The purpose of this essay is to investigate what

    may affect women's desire to seek a managerial position and to design a HR strategy that

    promotes and motivates women to seek executive positions.

    Young women feel doubtful about manager positions because of the feeling of lack of

    experience and difficulty identifying themselves with the stereotype manage standard. Aspects

    of the management that motivate are the ability to influence, make decisions and gain personal

    development. The fact that a manager has a high workload is something that is referred to as

    negative while the challenge in the manager position attracted the interviewees. Focusing on

    difficulty in balancing work and private/family life can be an overriding explanation that fewer

    women choose a managerial career. In many cases, the manager position offers an opportunity

    for flexible working hours, which benefits the balance between work and private life. A key

    factor in combining management positions with family and children is an equal distribution of

    household work and responsibility for the children. Several of the interviewees have gained

    their position through encouragement, something that was crucial for the manager position. In

    order to motivate young women into management positions, engagement is needed in which

    female executive subjects are discovered and encouraged to career.

    The work is based on a qualitative approach with semi structured interviews as a collection

    method. The results are analyzed based on the theoretical reference frame compiled within the

    focus area. Throughout the structure of the work, the thematic approaches are based on the

    questions: What is it that makes young women doubt about leadership? What can motivate

    young women to want to become a manager? How can work life as a manager be combined

    with privacy/family life? How can recruitment be improved to motivate young women to seek

    executive positions?

  • 90.
    Lindmark, Rebecka
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Vinberg, Joanna
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Mellanchefers upplevelser av psykosocial arbetsmiljö inom distributions- och logistikverksamhet – en pendling mellan hög aktivitet och låg stress?2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The researchers' genuine interest in the psychosocial work environment with the relationship

    to middle managers’ has raised a deeper interest within the field and highlight key elements in

    form of demands, control and social support. Progress towards increased awareness of the

    psychosocial work when illness in today’s working life has increased and the Work

    Environment Authority's new regulations on organizational and social work are in the centre.

    In the same line as an increased awareness has taken place on the psychosocial work

    environment, we want to present a special focus to middle managers whom must be able to

    manage the demands both from the top and the down. The study has mainly been based on

    Robert Karasek and Töres Theorell’s demand/ control model.

    The aim is to examine middle managers’ experience with focus on the psychosocial working

    conditions in a private company in the distribution- and logistics operations. The method

    consisted of a qualitative approach in form of a case study in which semi-structured

    interviews have been the basis of eight respondents from the distribution centre The result

    shows that middle managers have a high degree of influence, the experience of work

    requirements vary, but in connection to the position requirements are reasonable. The social

    support is perceived as good in the workplace and is considered as an important and vital part

    in work.

    The conclusions reached are that the function managers have reasonable demands and they

    are experiencing a good level of control at work, but to have an excessive control at work can

    lead to negative stress. A balance of commuting between active jobs and low-stress jobs are

    considered to be an advantage in maintaining a good psychosocial work environment. This is

    to counteract the negative effects that may occur to be within each component during a long

    time. In the study, it was demonstrated that the company is considered to have a good

    psychosocial work environment and this shows a good example in today’s working life.

  • 91.
    Lindqvist, Martina
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Magnusson, Jennifer
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Bristen på kvinnliga medarbetare inom brandmansyrket-Räddningstjänsten Dala Mitt2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Jämställdhet upplevs bland Räddningstjänsten Dala Mitts medarbetare vara av storbetydelse och det finns en stark önskan om att få in fler kvinnliga medarbetare.Trots detta har Räddningstjänsten Dala Mitt idag inte en enda heltidsbrandmansom är kvinna. Räddningstjänsten i Sverige har både fysiska och psykiska krav förvad som ska uppfyllas för att bli anställd som brandman. Alla dessa olika testersammanställs under rekryteringen och är av stor vikt för att få vidare anställning.Det test som visat sig vara svårast för kvinnor att klara av är rullbands-testet, detinnebär att den sökande ska gå i en hastighet av 5,6 km/h under sex minuter, dettakrävs för godkänt (Räddningstjänsten Dala Mitt, 2014). Syfte: Syftet är att undersökavarför det finns en brist på kvinnliga medarbetare inom RäddningstjänstenDala Mitt. Metod: Vi har valt att använda oss av en kvalitativ metod med semistruktureradeintervjuer. Den huvudsakliga empirin insamlades genom tio intervjuer.Teori: Teorin utgörs av följande områden: rekrytering, jämställdhet, kvinnligaoch manliga yrken, genus, samt diskriminering. Resultat/Analys: Resultatetpekar på att yttre faktorer så som samhällets normer, spelar en stor roll i varför detfinns så pass få kvinnliga brandmän inom Räddningstjänsten Dala Mitt. Intervjupersonernaupplever att anledningen till att det finns så pass få kvinnliga brandmäninom Räddningstjänsten Dala Mitt, beror på hur de marknadsför sig och hur attraktivade är som arbetsgivare. Det framkom även att flertalet av intervjupersonernatror att Räddningstjänsten Dala Mitt har få kvinnliga medarbetare på grund av attde få kvinnor som söker till yrket dras till storstäder, där räddningsstationerna ärstörre och ofta har bättre lön. Slutsats: Det finns en stor önskan om en mer jämställdarbetsplats. Det har även gjorts en del satsningar för att öka antalet kvinnor.Emellertid har dessa satsningar inte ännu lett till några större förändringar.

  • 92.
    Lissollas, Jessica
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Mans, Eva
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Generationsväxling i offentlig sektor: En kvalitativ studie om det kommunala arbetet medpensionsavgångar2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This study aims to examine how a medium-sized municipality can work strategically with problems concerning loss of skills and to be an attractive employer for future retirements. Furthermore, the study aims to, based on the results, prepare a draft HR strategy for the problems the impending retirement brings. To get answers to our research questions, we conducted a case study of the Municipality of Falun, and this made use of semi-structured interviews with four people in managerial positions and a variety communicator, and a focus group of four employees from the HR department. This gave us more perspective on the problem, which we believe strengthen the reliability of the results. In retrospect, we can see that a larger number of interviewees would have been preferable, in order to get more employees thoughts and opinions on the subject. However, this was not possible as managers in the municipality were difficult to contact.The results show that the perception of retirement is different when one of the respondents believe that there is nothing to worry about, while other respondents think it is a great challenge municipality has in front of him. The result also shows that the Municipality of Falun in the current situation is working strategically with a variety of measures to strengthen its employer brand externally such as diplomacy and talent management, as previous research indicates is a necessity for an organization's competitiveness and thus attract and retain employees. Regarding the transfer of skills shows the result that today there is an awareness of the risks of skill losses. However, conducted a limited effort to transfer critical skills, at least in order to manage the risk of loss of skills expected in the forthcoming generation change. Previous research in the field of retirements shows that the loss of key skills is the biggest threat.Our conclusion from this study is that Falun municipality are right on track to deal with the problems that are expected to arise, however, requires the municipality to raise awareness through communication and internal marketing as well as working together a common vision of retirements in all administrations. Furthermore, we believe that it is crucial to review the competencies in the organization and start acting so as not to lose important skills in and with the impending retirements. These are areas addressed in the draft HR strategy we have developed.

  • 93.
    Loveere, Cecilia
    et al.
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    Hultman, Erika
    Dalarna University, School of Health and Social Studies, Human Resource Management.
    Det är kompetensen som avgör: En studie av rekryterares föreställningar i en mansdominerad bransch2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Studien syftar till att undersöka vilka föreställningar som kommer till uttryck då rekryterare inom stål- och verkstadsindustrin talar om jämställdhet, kompetens samt rekrytering. Syftet är också att kritiskt granska vilka konsekvenser dessa föreställningar kan få för rekryteringsprocessen. En hermeneutiskt ansats har valts, och sex semistrukturerade intervjuer med rekryterare inom stål- och verkstadsindustrin har genomförts. Av studien framgår att rekryterarna anser att jämställdhetsfrågor är viktiga att ta hänsyn till. Det framgår också att företagen, enligt rekryterarna, inte har någon uttalad definition på kompetens. Rekryterarna menar också att magkänsla spelar roll vid valet av kandidat. Studiens resultat visar också att rekryterarna har omedvetna könsstereotypa föreställningar. En konsekvens av detta skulle,enligt författarna, kunna bli att föreställningarna ligger till grund för rekryterarnas magkänsla som också skulle kunna påverka deras definition på kompetens. Detta skulle kunna leda till att bedömningen av en kandidat blir subjektiv, vilket innebär att kompetensen inte enbart är avgörande i en rekryteringsprocess.

  • 94.
    Lundström,, Marie
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Mattsson, Julia
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    På väg mot ett Attraktivt arbete: En kvalitativ studie huruvida arbetsgivaren respektive medarbetarna uppfattar Attraktivt arbete på ett transportföretag.2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The problem formulation that underlies the study is whether the employer takes in consideration the variety views of individuals regarding the attractive work, in order to attract, but above all, to retain staff. The purpose is how the Attractive work is perceived from an employee and employer perspective, as well as the relationship between the two perspectives.

    The theory formation in which the study is based is the model Attractive work, where job satisfaction, work content and working conditions are the core. Furthermore, theories that highlight how the organization should work to be perceived as an attractive employer is concerned, thus creating the conditions for attracting and retaining skills. The study has an inductive approach and a qualitative method has been applied. The data has been obtained through interviews with the help of six employees and with an employer representative within the same organization. The interviews have touched on issues that capture, what, how and why the work is perceived as attractive and how attractiveness can increase.

    The result of the study is presented in an empirical analysis in which the respondents' words and actions have been interpreted. Empirical analysis answers what factors are crucial for all respondents to experience their work as attractive as well as how the attractiveness of the work can increase. Empirical analysis also captures the factors that employers and employees want to improve, and how the employer brand can be strengthened from inside and out.

    The conclusion of this study is that the concept of Attractive work is a complex concept that is individual-based and is therefore interpreted differently from employees to employees. It is therefore important for organizations that want a strong employer brand and are perceived as an attractive employer to identify what employees consider attractive and what challenges they seek in their daily work. Even as in this study, when the employees perceive their work as attractive, there are usually improvement measures to continue to increase the attractiveness of the employees. Therefore, it is important that the company works continuously with its attractiveness as well as its Employer value proposition, employee engagement, to live up to the promises promised to employees. The organization should also make the benefits visible that concern employees and these should be included in the organization Employer value proposition. The study has resulted in a concrete action plan, and further the possibilities for further research based on the results and conclusions of this study.

  • 95.
    Magnusson, Annika
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Ett första steg mot ett Employer Value Proposition för Förskollärare i Borlänge kommun: En studie av en kommuns möjligheter och dilemman vid applicering av Employer branding på förskolläraryrket2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
    Abstract [sv]

    Borlänge kommun upplever liksom många andra kommuner svårigheter att rekrytera förskollärare eftersom glappet mellan tillgång och efterfrågan blir allt större. Borlänge kommun vill börja arbeta med konceptet employer branding för att bli en attraktivare arbetsgivare. Syftet med denna studie är att undersöka konceptet EVPs och metoden IPI-analys tillämplighet på förskolläraryrket i den kommunala sektorn samt att identifiera betydelsefulla EVP-relaterade attribut för att kunna attrahera och behålla förskollärare i Borlänge kommun. I den teoretiska referensramen presenteras tidigare forskning och teoretiska utgångspunkter för att skapa förståelse för employer branding och hur EVP-relaterade attribut kan identifieras. Studien har genomförts genom kvalitativa metoder där de tre perspektiven medarbetare, ledning och studenter undersökts. För att skapa en djupare förståelse för vilka attribut som är viktiga och deras betydelse har tre fokusgrupper och tre intervjuer genomförts. För att inte styra respondenterna utan istället komma åt deras "egna" tankar har öppna frågor använts. Resultatanalysen visar att närheten till det egna boendet är av stor vikt vid val av arbetsgivare. För att medarbetare ska välja att pendla krävs stora skillnader mellan arbetsgivarna vilket varken medarbetare eller studenter tror existerar i dagsläget. Vid identifieringen av EVP-relaterade attribut upptäcktes flera dilemman vilket gjorde det problematiskt att få fram ett tillräckligt attraktivt EVP. Trots problemen med vissa av de EVP-relaterade attributen ses konceptet EVP och metoden IPI-analys kunna bidra med viktiga kunskaper för hur organisationen/HR kan arbeta framöver för att bli en attraktivare arbetsgivare för nuvarande och potentiella medarbetare samt vad som skulle kunna bidra till utvecklandet av ett attraktivare EVP. Studien visar att det inte räcker med att kommunicera vad som är attraktivt idag utan att det behövs verkliga förändringar för att kunna utveckla ett tillräckligt attraktivt EVP som kan locka potentiella medarbetare att pendla. Slutsatserna är att konceptet EVP och metoden IPI-analys i detta fall anses ha viss tillämplighet för förskolläraryrket i den kommunala sektorn samt att då den kommunala kontexten ses ha stor påverkan vid appliceringen av konceptet employer brand/EVP så behövs mer forskning gällande vilka problem som kan uppstå och hur detta kan hanteras.

  • 96.
    Magnusson, Peter
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Lundmark, Malin
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Uppföljning och utvärdering av det balanserade styrkortet: Är balanserat styrkort ett värdeskapande och strategiskt instrument inom den kommunala verksamheten?2016Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
    Abstract [en]

    The need to steer economic development has always been great and as

    management model has the balanced scorecard has been popular since the mid-

    1990s, mainly in the private sector but also in the municipal sector. The

    introduction of the balanced scorecard has been primarily to organizations to see

    more than economic dimensions. The Balanced Scorecard was originally a

    measurement system, and today it works more as a strategic instrument. In our

    study is a case study to evaluate a municipality and how they make use of the

    balanced scorecard as a tool for strategic and value-adding work in municipal

    activities.

    In the local business is it important that the organization adapts the balanced

    scorecard, so it fits on the basis that it is a politically driven organization, with

    mandates, committees and administrations. In our study, we used a qualitative

    method with a deductive approach. In the study, we have gathered information

    through a case study where we interviewed 7 people in leading positions. In our

    analysis and results section, we came to the conclusion that the municipality does

    not use the balanced scorecard correctly. We also found that the balanced

    scorecard as a tool for value creation and strategic planning does not work in a

    favorable way. In our study, we see difficulties with the implementation of the

    balanced scorecard. If the municipality has invested in implementing the balanced

    scorecard at all levels of the business so the municipality would be able to use it on

    one of the activities more adequately. When the municipality is a politically driven

    organization, it is important that vision alive and changing based on the conditions

    that reflect the outside world and the municipality in general. Looking at a vivid

    vision, goals and business ideas, it's balanced scorecard in line with how a

    balanced scorecard should look like. The municipality has a strategic plan in terms

    of staff and employees at large. In the study, we have seen that the strategic plan is

    not followed up in a good way and for the business favorably, the municipality

    chooses the easy way out for evaluation.

    Employee participation to changes and ongoing human resources management

    feels nonexistent. However, as has been the vision of creating empowered and

    motivated employees. In our conclusion, we describe how we in our study look at

    the use of the balanced scorecard in municipal operations. We can also discern that

    a balanced scorecard as a tool for value creation and strategic work is good if it is

    used properly. In the study, we have concluded that the municipality we have

    chosen to study should not use the balanced scorecard when you have not created

    the tools and platforms required for employees, civil servants and politicians to

    evaluate, monitor and create a living scorecard change over time. The study

    reveals major shortcomings in the implementation, evaluation and follow-up

    possibilities, and the consequence of this is that the balanced scorecard is not

    - 4 -

    preferable in municipal operations as a strategic instrument for value creation and

    long-term planning.

  • 97.
    Martinsson Hansen, Antonia
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Rosén, Elin
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Humankapital i statens tjänst: En fallstudie av Länsstyrelsen Dalarna2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The study was based on an assignment from the County of Dalarna to examine the

    psychosocial work environment within the organization, with limitation to work load, work

    rate and goal clarity. The aim of the study was to create an understanding for the relationship

    between public sector as a context, psychosocial work environment and human capital.

    Furthermore, the aim was to design an action plan to the County of Dalarna to improve the

    psychosocial work environment within the organization. The theoretical base consisted of

    theories regarding public sector with focus supervisory and administrative authorities, and

    psychosocial work environment. A fundamental theory for the study was Job Demands-

    Resources Theory. Theories concerning human capital and knowledge intense co-workers

    were also used in the study.

    The study was qualitative, and individual interviews were conducted with six (6) co-workers.

    Two group interviews were also conducted with two (2) trade-union representatives

    respectively three (3) managers. The result and analysis showed that the co-workers

    experienced high work load and a low degree of goal clarity. Furthermore, individual and

    subjective views and experiences had an impact on the outcome. The conclusions were that

    there is a complex relationship between public sector, psychosocial work environment and

    human capital, and that there are different relationships on different levels within the

    psychosocial work environment.

    Taking account of the organization's resources and

    requirements has proven to be of importance for the psychosocial work environment and the

    work to improve it. Proposed measures were changed views on skills supply among others.

  • 98.
    Miltenburg, Sabrine
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Arbetsintroduktion - Upplevelser och möjligheter: En undersökning ur tre olika perspektiv2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Studies from America and Britain shows that the introduction processes focus too much on processes,policies and values and less on the new employees experiences when it comes to stress, supportfor establishing contacts with employees and unclear job descriptions (Klubnik 1987 & Andersson,N. R Cunningham-Snell, NA & Haigh, J., 1996).A qualitative case study has been conducted on AniCura Falu Animal Hospital. The study has beenperformed with the help of interviews and e-mail conversations. The purpose of the study is to explorewhether the earlier studies are consistent with the experiences of new employees on AniCuraFalu Animal hospital has about labor induction and its impact regarding stress, opportunities forsupport and work descriptions. Nine respondents with different responsibilities participated. Theresults of the case study confirmed that the empirical data were consistent with the studies. For example,did the new employees themselves responsible for getting to know its people and that theorganization had no strategy to cope with stress. Furthermore there was no feedback regarding theintroduction.The results will in this work be discussed and analyzed, and set against a relevant theoreticalframework around current topics of this study. The final product lands in an improvement proposalthat can form the basis for future introduction processes and future research.

  • 99.
    Murtokangas, Ville
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    En studie om egenföretagande HR och fast anställd HR2014Independent thesis Basic level (degree of Bachelor), 20 credits / 30 HE creditsStudent thesis
  • 100.
    Nilsson, Linnéa
    et al.
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    Malmberg, Sara
    Dalarna University, School of Technology and Business Studies, Human Resource Management.
    "Bolagsverket är mer modernt än jag tänkte mig": Hur kan statliga myndigheter arbeta med Employer Branding för att attrahera Generation Y?2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Introduction: Employer branding is a relatively new concept that has begun to be used as a strategy in Human Resource Management. By developing an Employer Brand, organizations can attract and retain talented workers and thus ensure their survival. However, there is no research on how employer branding can be used in the public sector to attract the newest gen-eration in the labor market; Generation Y.

    Objective: The purpose of this study is to increase understanding for how governmental em-ployers can work with Employer Branding to attract Generation Y.

    Method: The study is based on qualitative method and a phenomenological and deductive re-search approach. Research design was in the form of a case study. Nine semi-structured inter-views were conducted with respondents from Swedish Companies Registration Office, four interviews with people who work with Employer Branding and five who belong to Generation Y.

    Theories: "Employer Branding Predictive Model"

    Conclusions: The study reveals that the governmental employer is attractive to Generation Y but could improve the external communication of its Employer Brand. Without an explicit tar-get group and a pronounced Employee Value Proposition, the external communication is un-clear which reduces the employer's attractiveness to potential employees. The attractiveness arises only when the individuals from Generation Y already are recruited into the organization.

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