Changes in the workplace have led to new ways of organizing and structuring organizations. Organizations? desire to increase competitiveness, efficiency and flexibility has resulted in new conditions in the field of human resources. The new conditions have also created new roles and changing responsibilities for those working within human resources.The purpose of this study was to investigate how the implementation of Ulrich's model for HR transformation can impact on the human resource departments managerial support to first-line managers in the municipality of Uppsala. Today the municipality of Uppsala organizes its human resources based on the Ulrich's model, which divides the work into the units service center, the expert unit and business partners.

The field of work and employment is constantly undergoing changes. In order to help organizations to adjust to new conditions, different models for organizing have been developed. Many of these models are spread worldwide, due to the need for organizations to meet demands of flexibility and efficiency. In this study, a small number of models, which contains solutions of how to organize work in Human Resources, have been selected. The author and scientist Dave Ulrich, who has had a large influence on the development of the work in Human Resources, originally founded these models.The aim of this study was to examine how these models were functioning, in reference to the different departments of Human Resources labor within the township of Uppsala.

The aim of this thesis was to investigate how the use of the IT-personnelsystem influences human resources and the new challenges and future requirements that may occur, while IT-personnelsystem is used more extensively in the HR-function.Previous research referred to in this study, has focused on how the HR-transformation has contributed to the development of an IT-personnelsystem, which has been used with increasing frequency. This use has created a significant change in the HR-function. This thesis focuses on investigating, describing and analyzing how the practice and development of the IT-personnelsystem meets the needs of the HR-transformation.This study uses qualitative research methods to investigate sixteen users? experiences and our understanding and conclusion is based on both semi-structured interviews and webb surveys. Initially deductive, later on our study took a more abductive approach.The result indicated a variety of uses for a specific IT-personnelsystem dependent on the users? function and positions and also how HR-activity was organized within the business.

The aim of this thesis was to investigate how the use of the IT-personnelsystem influences human resources and the new challenges and future requirements that may occur, while IT-personnelsystem is used more extensively in the HR-function.Previous research referred to in this study, has focused on how the HR-transformation has contributed to the development of an IT-personnelsystem, which has been used with increasing frequency. This use has created a significant change in the HR-function. This thesis focuses on investigating, describing and analyzing how the practice and development of the IT-personnelsystem meets the needs of the HR-transformation.This study uses qualitative research methods to investigate sixteen users? experiences and our understanding and conclusion is based on both semi-structured interviews and webb surveys. Initially deductive, later on our study took a more abductive approach.The result indicated a variety of uses for a specific IT-personnelsystem dependent on the users? function and positions and also how HR-activity was organized within the business.

Kan ny utbildade studie - och yrkesvägledares kompetens vara intressant inom den privata sektorn och inte endast vara en tillgång inom den offentliga verksamheten eller inom skolväsendet..

I föreliggande studie har det undersökts vad som påverkat linjechefer att fullfölja sina förändrade arbetsförhållanden. Förändringarna är ett resultat efter att en större omorganisation har genomförts, en så kallad Human Resource Transformation. Studien baserades på Icek Ajzens Theory of planned behavior, vars utgångspunkt är individens intention att utföra ett tänkt beteende. Det antogs, utifrån Ajzen (1991), att de tre faktorerna, attityd, subjektiv norm och upplevd beteendekontroll var av betydelse för intentionen. Sammanlagt svarade 42 linjechefer från Skatteverket på en enkät om attityder, subjektiva normer och upplevd beteendekontroll gentemot de nya arbetsuppgifterna.

Background and Problem: Human Resources are considered one of the most important assets when competing with other companies. There are a lot of studies made in general on the subject while studies considering a specific context are missing. To consider the context when adapting a HR-strategy is interesting as the structure of the organization and the environment affects both the organization and the individuals within it. To study how the controversial context affects an organization is particularly interesting as the context is subject for discussion in the society.Aim: The study's purpose is to investigate how Human Resources are handled in a controversial business and to identify success factors when adapting the strategy to the controversial context.Methodology: The study started out by collecting theories connected to the subject with Fombrun, Devanna & Tichys HR-cycle. Interview questions where made based on the theories and answered by three of the case company's employees, whom all are well familiar with the case company's HR-strategy.Conclusion: We have come to the conclusion that there are no remarkable differences when handling Human Resources in a controversial context then in earlier published theories.

The aim of this master's thesis is to describe the management of free Internet resources in three Swedish research libraries. With the starting point in the increased quantity and importance of these resources, together with reflections on the change of the concept of collection, the thesis shows how and to what extent these freely accessible Internet resources are being integrated in the day-to-day work with collection development. It also elucidates the problems with the free Internet resources from the research libraries points of view. The study is based upon analyses of collection management literature and qualitative interviews with librarians at the chosen libraries. The thesis shows that the research libraries still have not come very far in their work of integrating the free Internet resources in their collections.

Human Resources (en benämning för personalarbetet) är ett yrke som idag blir allt populärare. Trots detta visar statistik att en majoritet av kvinnor både studerar och arbetar med personalfrågor. Studien har därför som syfte att undersöka varför Human Resources branschen har en ojämn könsfördelning. Detta görs genom en historisk inblick i branschens utveckling i relation till samhällets förändringar, där en analys av texter ger en bild av dagens personalarbete. De teoretiska utgångspunkterna består dels av socialkonstruktivism och dels av begreppen mjuk och hård Human Resources Management.

The business world of today is characterized by the fact that knowledge plays a far greater role than it did before in the companies? production. In many companies, the human resources constitute the main part of the total assets. It can for example be the employees? knowledge, competence or power of initiative.

Ett företags personalarbete (Human Resources, HR) är en viktig nyckel till framgång eftersom en till företaget väl anpassad HR-funktion kan skapa stort värde. I skapandet av en effektiv HR-funktion är det betydelsefullt att undersöka hur HRs kunder (cheferna ute i organisationen) upplever HR. Tidigare studier har bl.a. visat på positiva samband mellan HRs involvering i strategisk planering och kundernas uppfattning av HR-funktionens effektivitet. Denna uppsats undersökte, genom en fallstudie på AstraZeneca, hur personalavdelningens kunder upplevde att personalarbetet fungerar, efter en HR-transformation.

This paper deals with Iraqis in the Swedish labour market. The main goal was to point out on positive aspects of the Swedish labour market integration. Previous studies were mostly problem oriented on immigrants? situation in finding a job, especially when related to immigrant from non-European countries. Instead this study is focused on the more positive aspects.

Bakgrund: Internetrevolutionen håller i det tysta på att växa. De redan etablerade företagen står i öppningen för en ?ny ekonomi?, vilket inbegriper allt från skräddarsydda företagsportaler för den anställde till lösningar för effektivare och bättre kundrelationer. Denna nya ekonomi handlar om att rådande företag integrerar elektronikens fördelar i sin verksamhet, vilket vi valt att kalla e-Transformation. En total omstrukturering helt enkelt.

Is Försäkringskassan, one of Sweden?s largest organizations, an equal place to work in? Dosex, ethnical background or age matter when being treated by colleagues and managers?In this thesis I try to, through interviews with both the Human Resources-departement andsome administrators at Försäkringskassan, find the answers to how the organization?s internalwork regarding equality functions. To help me with the analysis I use both discourse theoryand gender theory. I find a discrepancy between the Human Resources-department?s and theadministrators? view of how the internal equality work is run.

Management research has during the last decades devoted itself to finding new solutions as to how companies in a better and more efficient way can take advantage of the human resources to create added value. This brings up the problem of understanding, making visible and identifying these resources and to be able to influence them. A section of the issue of understanding that has grown stronger lately builds on the role of emotions in transformation of resources. Research into this issue has shown a discrepancy where a common view seldom can be assumed. This leads to the first aim of the essay; to create a theoretical framework for understanding and dealing with the role that emotions play when it comes to creating added value in a company.