Human Resource Management (HRM) Consultants are becoming more common. Simultaneously there is a lack of HRM in small and medium enterprises (SME?s). SME?s states neither to afford, nor have the time to perform HRM in their business.This thesis is a Working Scholarly essay based on qualitative method, based on ten semi- structured interviews.

AbstractThe purpose of this study was to investigate the Consultants' approach to the intrinsic and extrinsic motivation in temporary work agencies. We examined the motivation of three temporary work agencies to see if there are any differences in how they motivate their Consultants. The intrinsic motivation comes from the own spontaneous interest while the extrinsic is related to the surrounding circumstances.We created a survey with 42 questions for the Consultants, concerning motivation in order to understand their attitudes to the phenomenon of motivation.The following issues are addressed in our study:- What are consultant?s experiences of motivation in the temporary work agencies and are there any background factors that may impact?- Are there any differences in how Consultants in the three different temporary work agencies are experiencing motivation?As analytical tools, we used concepts and theories of the intrinsic and extrinsic motivation based on Self-Determination theory.The results of this study showed no distinct differences between the intrinsic and extrinsic motivation of all Consultants, but in general the intrinsic motivation was experienced slightly higher rated. The Consultants appeared to be aware of what was expected of them and communication was valued fairly well.

How does IT-Consultants reason in their consulting process regarding the development of a clients IT-based internal recruitment system? The purpose with this paper is to investigate how an IT-consultant is reasoning in a consulting process and investigate whether Consultants are using established models and methods in their work. We have chosen to work with a qualitative examination to attain our purpose. In our work gathering the empirical facts we have been working with a case study, an observation and a simulation exercise. The combination of these has made it possible to carry out the paper and produce the most correct data possible.

The purpose of this thesis is to understand the reasons to why management Consultants choose to leave their positions at large and established management consultant companies. The empirical data are made up of eleven interviews with men and women, both management Consultants that have left their previous positions as well as a consultant who has chosen to stay with her first company and a representative from one of the large companies active within the management consultant industry. We have used the Job Embeddedness Theory combined with theories about identity, legitimacy, institutional norms and gender in order to understand the thoughts and reasoning behind the management Consultants´ resignation. We have found that issues with the work itself and characteristics of the industry prevent the management Consultants from being embedded within the management consultant company. Rather, some of the characteristics of the industry such as ?up or out? and the need to constantly perform work as a ?pushing-out mechanism?.

The purpose of this study is to investigate whether a so-called "expectation gap" exist between the accounting Consultants and their clients. The excistence of an expectation gap has already been confirmed between auditors and their clients. Interviews were conducted with both accounting Consultants and managers to find out what expectations they have for each other. The factors that influence the occurrence of an expectation gap and the size of them are many but the most important factor may be regarded as individuals' different needs and requirements. The gap can be reduced or entirely eliminated by ensuring the quality of an accounting consultant's work, for example, REKO and / or that management have more realistic demands that actually can be met.

Since its ratification in Sweden in 1990, The United Nations Convention on the Rights of the Child (CRC) has become a part of the law of nations and intended to suffuse the public sector. The purpose of this paper is to examine how children?s library Consultants work to implement the CRC in children?s library activities in Sweden. We have tried to discover whether the CRC is basic in the work of children?s library Consultants or if is rather employed to strengthen certain areas or projects.

Since the late 1900s, the consultancy has taken a firm grip on the labor market. The Consultants' work profile has been secured through agreements such as guaranteed wages. The collective has been shattered as well as higher demands are required of the employee. This results in higher work demands, workload, a reduced staffing resource and hopeless wages which can lead to health problems and depressions. Previous research shows that Consultants find it stressful to be associated with two companies and some clients can also point out consultant through different attributes.

How does IT-Consultants reason in their consulting process regarding the development of a clients IT-based internal recruitment system? The purpose with this paper is to investigate how an IT-consultant is reasoning in a consulting process and investigate whether Consultants are using established models and methods in their work. We have chosen to work with a qualitative examination to attain our purpose. In our work gathering the empirical facts we have been working with a case study, an observation and a simulation exercise. The combination of these has made it possible to carry out the paper and produce the most correct data possible. Conclusion: We state that IT-Consultants do not use any theory-based methods, they use process methods created by themselves and their company.

The purpose of this study is to examine how Consultants define conceptions of diversity and discrimination. There has also been an aim to find connections to the term intersectionality within the Consultants? definitions. The link between Consultants and academic research is interesting to examine in order to examine what they base their definitions of different conceptions on. In order to explore these definitions and discussions I have used the qualitative method of interviewing each consultant separately at different occasions.

This paper aims to outline leaders' experiences of managing Consultants from their company's performance management system. The study was conducted by qualitative interviews with senior managers and HR professionals within a management consulting firm. The aim was to describe the company's performance management system, their Consultants and the challenges of leading in this context. The theoretical framework consists of previous research in leadership, performance management and management consulting. Within these research areas the authors identify a knowledge gap in leaders' perspectives on managing top-talents with performance management systems in the management consulting industry.

The purpose of this study is to examine what creates motivation in the workplace of a small company with a high employee satisfaction index. The case study consists of qualitative interviews that help explain what the most important motivational factors are for the experienced IT Consultants in a company that was founded by a circle of friends. The study concludes that the unique and equal pay model implicates an economic risk to the individual consultant but results in liberties, synergies and benefits. These appeal more than either self-employment or work at a larger IT consultancy that several Consultants have backgrounds in. An expansion is ongoing since two years back, which threatened the culture but implicated opportunities for the individual Consultants.

This master thesis concerns itself with the actual work of knowledge workers, Consultants to be specific. We have through interviews and observation tried to get inside of the ?black box? of the Consultants firm Consult in an effort to describe their way of working through a theoretical framework. In this framework we attempt to combine knowledge work theory with that of organizational development, OD. We try to introduce the situation of the individuals we study, the Consultants, through Alvesson (2004) and Løwendahl (2005).

This essay concerns PR-Consultants and their view on their work. The purpose was to find out which type of communication they use in contact with the target. By target, we mean the group of people the employer wants to reach with help of the PR-consultant. For example: Jägarförbundet wants to get help from a PR-consultant to influence someone in the government so that Swedish hunters can shoot more wolves, than the target group is the one in the government. We also wanted to find out if the PR-Consultants are aware of the image the public have of them and if they are trying to change it into a more positive one, by using more ethics, openness and to have more focus on the relations aspect.  PR in the future with new social media (like Internet) was also a subject, where we wanted to know how much they involve social media in their work.  Our main questions were:How do PR-Consultants relate to openness in communication, ethics and social media?Which one of Grunig?s PR-models is most occuring in the PR-Consultants work? We made a qualitative study where we carried out interviews with six PR-Consultants.

Background and discussion of the problem: In the staffing company business a unique situation exists because of the three part relation between the staffing company, the users of the staffing companies? services, and the Consultants employed by the staffing company. To over bridge the conflicting objectives of the staffing company and the consultant incentive systems are designed. Research question: What effects on the Consultants? effort direction do the staffing managers expect of the formal or informal incentive system? Method: The authors have found that a suitable method for the thesis is a survey study.

The Swedish Public Relation industry has gone through a rapid growth in the recent decade. A peculiar, although perhaps not unexpected, development is that former politicians and politically employed individuals to a larger extent have been the subject of recruitment effort from the industry. Simultaneously there has been a public debate concerning the influence on Public Relations and Lobbying over the political agenda. The purpose of this thesis is to widen and deepen the discussion concerning Public Relations Consultants. It centers on the individual Consultants and takes their competence as the point of departure.