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Rekrytointistrategia sosiaalialan yritykselle
(2022)
Tämän opinnäytetyön tarkoituksena oli muodostaa ja kehittää sosiaalialan yritykselle rekrytointistrategia ja -suunnitelma. Opinnäytetyössä muodostettiin rekrytointistrategia, -suunnitelma ja -viestintäsuunnitelma, joiden tarkoituksena oli selkeyttää...
ASIAKASLÄHTÖISYYS VALTAKUNNALLISEN VARUSMIESTEN ERITYISTEHTÄVÄHAKUPROSESSIN KEHITYKSESSÄ PUOLUSTUSVOIMISSA
(2021)
Tämän opinnäytetyön tarkoituksena oli selvittää, kuinka Puolustusvoimien valtakunnallista erityistehtävähakuprosessia voidaan kehittää. Opinnäytetyössä kehittämiskohteet tunnistettiin ja niihin etsittiin ratkaisuja asiakaslähtöisestä näkökulmasta...
Täsmävalmennus-palvelukonsepti: Luotsi Joensuun valmennus- ja rekrytointipalvelu
(2022)
Tämä opinnäytetyö kuvaa palvelumuotoilun keinoin toteutettua kehittämisprosessia, jonka lopputuloksena toteutettiin Joensuun työllisyyspalveluiden Luotsi Joensuu- hankkeen Täsmävalmennus-palvelukonseptin suunnittelu ja pilotointi. Palvelumuotoilun...
Rakennusalan pk-yrityksen strateginen rekrytointi
(2024)
Tutkimuksen tarkoituksena oli parantaa rakennussalan yrityksen rekrytointia ja käsitellä kohtaanto-ongelman aiheuttamia haasteita sopivan henkilöstön hankinnassa. Rakennusala, kuten monet muut perinteiset ammatit, kohtaa merkittäviä...
Rekrytoinnin kehittäminen Joensuun kaupunginorkesterissa
(2020)
Suomalaisissa sinfoniaorkestereissa on parhaillaan käynnissä sukupolvenvaihdos. Monet muusikot jäävät eläkkeelle tulevina vuosina ja uusia työntekijöitä rekrytoidaan runsaasti. Myös työympäristön ja työnantajan tarpeiden muutos on havahduttanut...
Generational change is currently taking place in Finnish symphony orchestras. Many musicians will retire in the coming years and a number of new employees will be recruited. Changes in the work environment and in the needs of the employer have also awakened orchestras to consider the development of employee recruitment. The purpose of this thesis is to find out what the recruitment practices in different orchestras are, how successful the recruitments have been and how the recruitment of musicians could be developed to be more humane and modern, as well as more in line with the needs of the employer. In the thesis thematic interviews were conducted among the staff who are responsible for recruitments in practice in a few Finnish orchestras of different sizes. Based on the interviews, there is an obvious need to develop the recruitment of musicians. In the current system, only the applicants´ musical and technical skills in their own instruments are tested, although the task may require much more in the future. The importance of the probation period as part of recruitment has increased in the past years. It was also considered important and urgent to renew the actual recruitment auditions....
Generational change is currently taking place in Finnish symphony orchestras. Many musicians will retire in the coming years and a number of new employees will be recruited. Changes in the work environment and in the needs of the employer have also awakened orchestras to consider the development of employee recruitment. The purpose of this thesis is to find out what the recruitment practices in different orchestras are, how successful the recruitments have been and how the recruitment of musicians could be developed to be more humane and modern, as well as more in line with the needs of the employer. In the thesis thematic interviews were conducted among the staff who are responsible for recruitments in practice in a few Finnish orchestras of different sizes. Based on the interviews, there is an obvious need to develop the recruitment of musicians. In the current system, only the applicants´ musical and technical skills in their own instruments are tested, although the task may require much more in the future. The importance of the probation period as part of recruitment has increased in the past years. It was also considered important and urgent to renew the actual recruitment auditions....
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....
Maahanmuuttajataustaisten henkilöstöjohtaminen kunta-alalla esihenkilöiden näkökulmasta
(2024)
Tämän opinnäytetyön tavoitteena oli selvittää, millaisia kokemuksia kunta-alan esihenkilöillä on maahanmuuttajataustaisista työntekijöistä ja heidän johtamisestaan sekä minkälaisia henkilöstöjohtamisen taitoja he tarvitsevat. Lisäksi työssä...
Hakijakokemuksen kehittäminen Siun soten rekrytoinneissa - Case kesätyörekrytointi
(2023)
Hyvä hakijakokemus on yksi Siun soten rekrytointiyksikön keskeisistä tavoitteista ja rekrytoinnin onnistuminen on Siun soten strategiassa kirjattu yhdeksi kriittisistä menestystekijöistä. Sujuva rekrytointiprosessi ja hyvä hakijakokemus ovat...







