Chefsförsörjning
Rekryteringsproblem vid tillsättning av mellanchefer
Human Resource Management (HRM) has an increasingly strategic role in today?s organizations as the supply of managers is an integral part of the strategic work. In order to retain competence and knowledge, firms are usually designed so that the employees can develop their careers within the firm. Company X is a company in the financial sector and is an example of such firm. However, at Company X: Department Y, very few employees apply for the management positions when they are announced. The purpose of this thesis is to investigate factors that affect the employees? interest in applying for these internal managerial positions. We intend to identify factors within the manager supply program and the incentives that exist for employees to apply for a managerial position, which together create the motivational factors that affect the level of motivation among the employees to apply for management positions. We have used a qualitative research methodology and semi-structured interviews which have given us the ability to analyze both the theory and the interview objects? perspective on what motivates employees to apply for management positions. At Company X, there are no guidelines for manager supply programs which encourage employees to apply for managerial positions at Department Y. The design of the manager?s role creates a high workload, and there are ongoing conflicts in these roles, making the managers? situation unsustainable and is therefore not a motivating factor. Few motivational and hygiene factors are met and there is great frustration among managers that affect employees' attitudes towards managerial positions negatively. In addition, there exists uncertainty which makes the connection between effort and outcome unclear. HR must take a more prominent role, develop a manager supply program and review the managers' support.