Employer branding är ett begrepp som är aktuellt bland företagen just nu och allt fler väljer att satsa på employer branding som marknadsföringsstrategi.Den här studien handlar om employer branding på Sandvik och begreppet employer branding.Syftet med denna fallstudie av en global koncern är att förklara och beskriva begreppet employerbranding, samt hur man arbetar med detta och vilka framtidsvisioner man har på Sandvik.Studien genomfördes med hjälp av kvalitativa intervjuer med ett antal nyckelpersoner på Sandvik som arbetar med employer branding. Resultatet presenteras utifrån de frågeställningar jag valt att besvara:Hur förklaras begreppet employer branding av ett antal nyckelpersoner på Sandvik? Hur ser dessa på arbetet med employer branding på Sandvik idag? Vilka satsningar inom employer branding anser nyckelpersonerna kommer att behöva prioriteras på Sandvik i framtiden? Studien visar att Sandvik har inlett ett omfattande employer branding arbete i samband med en ny strategi som gäller för företaget från och med första januari 2012. Studien visar också att informanterna har en tydlig bild av begreppet employer branding och vilka aktiviteter som kan sammankopplas med begreppet. Informanterna delger också vilka satsningar man ser att Sandvik behöver göra inom området employer branding..

Vår ambition är att bidra till en utveckling av SEBs Employer Branding genom en individanpassad segmentering och med det som utgångspunkt ta fram rekommendationer för vilka marknadsaktiviteter som ska utföras framöver. Det teoretiska syftet med vår uppsats är att tillföra ny generaliserbar kunskap inom Employer Branding genom att tillämpa en psykografisk modell vid analysen av SEB ? ett stort svenskt börsbolag inom finanssektorn..

This paper aims to study, from a legal dogmatic method, the Swedish legislation on fixed-term work related to the EU directive 99/70/EC1. In particular, the directives demand to prevent abuse of frequent temporary employment.An employer may, in agreement with the Swedish legislation combine different types of temporary employment, to prolong the time in the temporary employment. In this proceeding an employer can avoid employing an employee in a permanent position. For example, an employee can be employed in a probationary period of six months, in a general temporary employment for a maximum of 24 months, and thereafter in a temporary position for a maximum of 24 months before the employment turns into a permanent position. This provided that the employments were made by the same employer, and within five years.

The swedish rule concerning the treatment of employee stock-options have changed and the new wording of the rule will be applicable for the first time in 2010. The previous wording of the rule stated that the employee shall be taxed for the stock-option when moving abroad, even if the option is not exercised. The Swedish Skatteverket and Regeringsrätten have found that this rule is in conflict with the free movement of persons within the European Union. The new wording of the rule states that the employee shall be taxed when the option is excercised, no matter where the employee is situated. A state`s right of taxation of a stock-option determines wheter and to what extent the employee stock-otion derives from that state..

People living with disabilities in our society today are more likely to be without a job compared to the rest of the population. The fact that a high number of people are not given the opportunity to work, and thereby being self-sufficient, is a failure for both the individual and the society. My purpose with the study is to increase knowledge and understanding regarding disabilities in the working life, with focus on the disability dyslexia. In the study, I am investigating the employer?s obligations and rights when employing a person with disabilities.

This thesis revolves around co-opetition and boundary spanning activities with IETF (Internet Engineering Task Force) as research case. The main objective is to through qualitative interviews and a passive observation of email conversations explore how the participants of IETF experience and is affected by a double membership where they sometimes are cooperating with their competitors. Theories states that boundary spanning activities can create role conflicts for these participants when different role-senders, IETF and the employer, send incompatible expectations. We also believe that this can have a negative impact on discussions and the standard development process, which is why we are conducting the passive observations mentioned above.The result shows that the environment of co-opetition is a contributing factor to role-conflicts. These conflicts appear when participants are forced to choose between the role as an employee and the role as an IETF participant.

AbstractIn this study, then collaboration agreement impact of the work on 11 and 19 § § MBL are studied. The employer and collective agreements bearing employee union are often involved in collaborative agreements to facilitate cooperation between them. Issues addressed to collaboration areoften questions related to employee participation. The purpose of this study is to investigate two local employers and related collective bearing employee unionsview of the cooperation agreement related to the MBL. The purpose leads to these questions:?How can co-operation agreements affect 11 and 19 § § MBL??What are theadvantages and disadvantages cooperation agreementscan lead to, regardingemployer disclosure and negotiation duty?To try to sort out these issues are interviews conducted to create a greater understanding of the work of the Cooperation Agreement between organizations and how it affects them.Results of the study suggest that collaboration agreement leads to simplifications in the work of the employer's information and bargaining duty.

Ett av syftena med studien var att undersöka skillnader i Ingenjörsstuderande respektive Anställdas uppfattning om Lantmäteriets image som arbetsgivare. Det andra syftet med studien var att se om det förelåg skillnader i uppfattning av en Ideal arbetsgivares image och Lantmäteriets image som arbetsgivare. Studien genomfördes med stöd av en enkätundersökning med Ingenjörsstuderande och Anställda vid Lantmäteriakademin som deltagare. Totalt deltog 102 personer i studien; 55 Ingenjörsstuderande och 47 Anställda. Mätinstrumentet var Employer Attractiveness Scale (EmpAt).

In this thesis we present a qualitative study of Employer Branding through a perspective of gender. We examine the awareness of Employer Branding as a tool to break gender patterns in female and male dominated administrations in three Swedish municipalities. Six recruiters people were interviewed, including three pre-school managers and three managers of technical administrations, to see if there are any differences or similarities between the organizations? Employer Branding to break gender patterns. In addition to the interviews, the Web pages of these three municipalities were investigated through a contextual perspective.We found that our interviewees do use Employer Branding, but that they were not necessarily aware of its? meaning.

It exists today a widespread interest for employee satisfaction, much effort are used in companies to achieve job satisfaction within their employees. One theory that has received a great deal of publicity is Hackman & Oldhams Job characteristics model which addresses the question of how companies can provide job satisfaction through organizational change. The foundation of the theory is that five core job characteristics are responsible for creating job satisfaction. The purpose of this paper is to study these characteristics through the employees and their boss and to determine how they believe these characteristics to affect employee satisfaction. The paper focuses on a company located in a branch widely known for low employee satisfaction.

AbstractIn this study, then collaboration agreement impact of the work on 11 and 19 § § MBL are studied. The employer and collective agreements bearing employee union are often involved in collaborative agreements to facilitate cooperation between them. Issues addressed to collaboration areoften questions related to employee participation. The purpose of this study is to investigate two local employers and related collective bearing employee unionsview of the cooperation agreement related to the MBL. The purpose leads to these questions:?How can co-operation agreements affect 11 and 19 § § MBL??What are theadvantages and disadvantages cooperation agreementscan lead to, regardingemployer disclosure and negotiation duty?To try to sort out these issues are interviews conducted to create a greater understanding of the work of the Cooperation Agreement between organizations and how it affects them.Results of the study suggest that collaboration agreement leads to simplifications in the work of the employer's information and bargaining duty.

Under de senaste decennierna har allt fler företag gått över från en hierarkisk organisationsstruktur till att vara mer decentraliserade. Denna förändring kräver en anpassning av styrmedel. Employer Branding används som verktyg för att vara en attraktiv arbetsgivare för både befintlig och potentiell personal och innebär ett slags värdestyrning. Studiens syfte var att undersöka hur Employer Brandingarbetet uppfattas av de anställda. En fallstudie genomfördes där sju anställda på ett företag intervjuades genom halvstrukturerade kvalitativa intervjuer.

The swedish rule concerning the treatment of employee stock-options have changed and the new wording of the rule will be applicable for the first time in 2010. The previous wording of the rule stated that the employee shall be taxed for the stock-option when moving abroad, even if the option is not exercised. The Swedish Skatteverket and Regeringsrätten have found that this rule is in conflict with the free movement of persons within the European Union. The new wording of the rule states that the employee shall be taxed when the option is excercised, no matter where the employee is situated. A state`s right of taxation of a stock-option determines wheter and to what extent the employee stock-otion derives from that state..

Problem: Fo?r att skapa ett starkt employer brand ska arbetsgivaren inneha positiva associationer hos potentiella medarbetare, vilket bidrar till att mindre resurser kra?vs fo?r att finna den efterfra?gade kompetensen. Da? en rekommendation handlar om att yttra sig fo?rma?nligt blir betydelsen av medarbetares rekommendationer viktig fo?r fo?retagets employer brand. Resultaten av att anva?nda sig av medarbetares rekommendationer i rekryteringsprocessen a?r ka?nt inom forskningen.

Employer branding handlar om hur företagen marknadsför sitt varumärke och på så sätt påverkar arbetstagarnas uppfattning om dem. Många företag arbetar aktivt med detta för att nå ut till potentiella arbetstagare och för att bevara de nuvarande anställda. Men hur ser egentligen de potentiella arbetstagarna på en attraktiv arbetsgivare? Vad är det som avgör val av arbetsgivare?Vi vill med denna studie undersöka vilka faktorer som anses vara viktigast vid val av arbetsgivare. Vilka rankas egentligen högst respektive lägst? Och skiljer sig dessa faktorer mellan män och kvinnor?.