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Viitteet 1-4 / 4
Puheeksiottamisen kehittäminen ja mallit pk-yrityksissä
(2021)
Puheeksiottamisen aiheet ovat organisaatiosta tai toimialasta riippumatta samat. Niihin
liittyy työkyvyn heikkenemistä, huolta työntekijän jaksamisesta tai työyhteisön ristiriitoja.
Ongelmat organisaation koosta riippumatta ...
PK-yrityksen strategian kehittäminen - TFW Joensuu Oy
(2022)
ainutlaatuisena. Strategian onnistumisen yksi merkittävimmistä asioista on, että kehittämiskohteita priorisoidaan. Kohdeyrityksen tulee priorisoida kehittämistyönsä ensisijaisesti kannattavuuden kasvattamiseen ja sen myötä omavaraisuuden lisäämiseen. Pitkät...
Kokonaisvaltaista yritysjohtamista: omistajanvaihdokseen valmistautuminen pk-yrityksessä
(2021)
Tämän opinnäytetyön tavoitteena on tuoda uutta näkemystä pk-yrityksen omistajanvaihdoksen systemaattiseen suunnitteluun sekä toteutukseen johtamisen ja arvonkehityksen näkökulmista. Tarkasteluhetkenä on ajanjakso 3–5 vuotta ennen omistajanvaihdosta...
The aim of this thesis is to bring a new insight into the systematic planning and implementation of small and medium-sized enterprise ownership change. Especially from perspectives of management and value development. The timeframe is 3-5 years before ownership change. The research is limited to changes of ownership in a small or medium-sized enterprise in Finland. The aim is to get an in-depth overlook at the change of ownership process from a value creation perspective. The research questions are: 1) how systematic management can affect a company's shareholder value and its long-term development, and 2) what kind of issues should be considered by SME management so that the company's shareholder value will rise in the future. The thesis consists of three stages: presentation of the chosen research method and secondary resource material, implementation of qualitative research using the Delphi method and finally analysis of results and drawing conclusions. The aim of this functional thesis is to prepare a checklist type workbook to support the SMEs on the planning of changes of ownership. This checklist will be published as an appendix to the thesis as well as a separate workbook together with the thesis summary and results later behalf of the client....
The aim of this thesis is to bring a new insight into the systematic planning and implementation of small and medium-sized enterprise ownership change. Especially from perspectives of management and value development. The timeframe is 3-5 years before ownership change. The research is limited to changes of ownership in a small or medium-sized enterprise in Finland. The aim is to get an in-depth overlook at the change of ownership process from a value creation perspective. The research questions are: 1) how systematic management can affect a company's shareholder value and its long-term development, and 2) what kind of issues should be considered by SME management so that the company's shareholder value will rise in the future. The thesis consists of three stages: presentation of the chosen research method and secondary resource material, implementation of qualitative research using the Delphi method and finally analysis of results and drawing conclusions. The aim of this functional thesis is to prepare a checklist type workbook to support the SMEs on the planning of changes of ownership. This checklist will be published as an appendix to the thesis as well as a separate workbook together with the thesis summary and results later behalf of the client....
Pk-yritysten rekrytointivalmiuksien kehittäminen Pohjois-Karjalassa
(2020)
on pk-yritysten rekrytointivalmiuksien ja työvoiman saatavuuden paraneminen. Opinnäytetyön tavoitteena on tutkia pk-yritysten rekrytointivalmiuksien kehittämiskohteita ja tuottaa suosituksia hankkeen yritysvalmennusten aiheiksi sekä ideoita...
The Chamber of Commerce in North Karelia has identified recruitment challenges among small and medium sized enterprises (SMEs) in the region. The recruitment challenges have been particularly evident in companies which do not have a nominated human resource specialist. A project called “Työnantajat koulutuksen tukena” was launched to respond to this challenge. The aim of the thesis is to figure out development areas on recruitment capabilities among SMEs, produce recommendations for the recruitment topics to be used in the company coaching sessions and to offer ideas for the co-operation within the project network. This thesis was carried out as a case study. Introduction of the local recruitment services was a basis for the interviews. Recruitment specialists were interviewed to learn what services are provided at specific levels. Also, expert’s views on SMEs recruitment challenges and the development areas were found out. Lastly, practical and useful recruitment methods were investigated. Based on the study, the development areas of recruitment capabilities among SMEs are management and employer skills as well as identification and planning of future know-how. Furthermore, the communication and utilization of technologies are essential in recruitment. An honest employer brand may attract the applicants during the modern recruitment process. Moreover, the development of network co-operation, recruitment services and their availability may ease the recruitment challenges experienced among SMEs....
The Chamber of Commerce in North Karelia has identified recruitment challenges among small and medium sized enterprises (SMEs) in the region. The recruitment challenges have been particularly evident in companies which do not have a nominated human resource specialist. A project called “Työnantajat koulutuksen tukena” was launched to respond to this challenge. The aim of the thesis is to figure out development areas on recruitment capabilities among SMEs, produce recommendations for the recruitment topics to be used in the company coaching sessions and to offer ideas for the co-operation within the project network. This thesis was carried out as a case study. Introduction of the local recruitment services was a basis for the interviews. Recruitment specialists were interviewed to learn what services are provided at specific levels. Also, expert’s views on SMEs recruitment challenges and the development areas were found out. Lastly, practical and useful recruitment methods were investigated. Based on the study, the development areas of recruitment capabilities among SMEs are management and employer skills as well as identification and planning of future know-how. Furthermore, the communication and utilization of technologies are essential in recruitment. An honest employer brand may attract the applicants during the modern recruitment process. Moreover, the development of network co-operation, recruitment services and their availability may ease the recruitment challenges experienced among SMEs....



