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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....
Palauteprosessien kehittäminen asiantuntijaorganisaatiossa
(2020)
Opinnäytetyön aihe on sisäisten palauteprosessien kehittäminen asiantuntijaorganisaatiossa ja työ on tehty toimeksiantona OP Ryhmälle, jossa on käynnissä merkittävä työkulttuurin muutos kohti Enterprise Agile -mallin mukaista itseohjautuvaa tapaa...
Esimies itseohjautuvan tiimityön tukena
(2020)
Itseohjautuvuus on nykyään suosittu toimintamalli monessa organisaatiossa. Organisaatiorakenteita madalletaan ja vastuuta siirretään yhä enemmän itseohjautuville tiimeille. Tämän myötä myös perinteiset esimiesten roolit muuttuvat yhä enemmän...
Today in many organizations responsibilities are increasingly being transferred to self-directed teams. As a result, traditional managerial roles are also changing. Supervisors become coaches and facilitators. OP Financial Group, the company commissioning this thesis, is gradually moving to a self-directed operating model at the entire organizational level. The aim of this thesis was to find suggestions for the supervisors of OP´s three autonomous teams on how they could better support their teams in the new self-directed operating model. The thesis was conducted as a case study. The study examined how the team members experienced the new self-directed model in their work, and on which issues the teams needed support from their supervisors. For the data collection, questionnaires were mailed to the members of three teams. The data was analysed through qualitative thematic analysis and the quantitative analysis methods. One of the most important findings was that the new ways of working and structures of self-directed teamwork are implemented quite well in teams from respondents´ point of view. However, the support and presence of supervisors was needed more in everyday life when autonomy was being practiced. The level of motivation and experience of the atmosphere of trust and teamwork also varied within the teams. Based on the research results, development material was prepared for supervisors to support self-directed teams. At the request of the client, this material is company confidential....
Today in many organizations responsibilities are increasingly being transferred to self-directed teams. As a result, traditional managerial roles are also changing. Supervisors become coaches and facilitators. OP Financial Group, the company commissioning this thesis, is gradually moving to a self-directed operating model at the entire organizational level. The aim of this thesis was to find suggestions for the supervisors of OP´s three autonomous teams on how they could better support their teams in the new self-directed operating model. The thesis was conducted as a case study. The study examined how the team members experienced the new self-directed model in their work, and on which issues the teams needed support from their supervisors. For the data collection, questionnaires were mailed to the members of three teams. The data was analysed through qualitative thematic analysis and the quantitative analysis methods. One of the most important findings was that the new ways of working and structures of self-directed teamwork are implemented quite well in teams from respondents´ point of view. However, the support and presence of supervisors was needed more in everyday life when autonomy was being practiced. The level of motivation and experience of the atmosphere of trust and teamwork also varied within the teams. Based on the research results, development material was prepared for supervisors to support self-directed teams. At the request of the client, this material is company confidential....
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....
Mentoroinnin vaikuttavuuden kehittäminen yrityskummitoiminnassa
(2020)
Työn tavoitteena oli tutkia yrityskummitoiminnan vaikuttavuutta ja löytää vaikuttavuutta lisääviä kehityskohteita. Työ tehtiin laadullisena tutkimuksena ja tiedonkeruumenetelmänä käytettiin puhelinhaastatteluja. Työhön haastateltiin...
Saimaan vesiliikenteen kehittämisorganisaation toimintamallin rakentaminen
(2020)
tuleviin tehtäviin kuuluisivat muun muassa yhteistyöfoorumina toimiminen, vesiliikenteen markkinointi ja edunajaminen, vesiliikenteen toimintamallien ja -tapojen kehittäminen sekä hankkeiden hallinnointi. Opinnäytetyön suosituksena on, että...
Arvopohjaisen myyntiprosessin kehittäminen osaksi osaamisen johtamista yritys X:ssä
(2020)
Opinnäytetyö on osa Yritys X:n henkilöstön osaamisen kehittämistyötä, jossa on tutkittu myynnin tekemisen nykytilaa. Tarkoituksena on tutkia, selvittää ja luoda arvopohjainen myyntiprosessi tukemaan yrityksen laadukasta asiakaspalvelua...
Kirjallisen asiakaspalvelun kehittäminen – case Kelan yhteyskeskus
(2020)
Organisaatioiden asiakaspalvelussa kirjallinen vuorovaikutus on tulevaisuudessa kasvussa. Kirjallisen neuvonnan hyötyjä ovat muun muassa joustavuus, kustannustehokkuus, saavutettavuus sekä riippumattomuus ajasta ja paikasta. Palvelukanavan pitää...
In the customer service of organizations, interaction in writing will play an increasing role in the future. The benefits of written customer service include flexibility, cost-effectiveness, accessibility, and independence from time and place. The service channel must also be efficient so that the customer gets the answer they need as effortlessly and quickly as possible. The best situation is when the customer service situation is successful in the opinion of both the customer and the customer service representative. This important role of the customer service representative in the research has been studied from the perspective of written customer service. The purpose of this thesis was to develop Kela's customer service by researching the possibilities of written customer service as a service channel and to find development ideas for the organization to develop its operations from this perspective. In my thesis, I investigated the interest and ability of Kela's customer contact centre employees to do more written customer service in a changing work environment. The results achieved from the thesis can also help in future recruitment, as they provide a better picture of whether more attention should be paid to the readiness of jobseekers to produce a written text during the recruitment phase. The information bases examined the characteristics of written customer service and the importance of interaction in customer work. In the research section, written customer service was examined by means of a case study, among other things, from the point of view of competence development. The key finding was that the organization has existing potential for doing written customer service and an interest in adding it to telephone service in the future. Written customer service brought variation to the job description, which was perceived as a factor increasing well-being at work....
In the customer service of organizations, interaction in writing will play an increasing role in the future. The benefits of written customer service include flexibility, cost-effectiveness, accessibility, and independence from time and place. The service channel must also be efficient so that the customer gets the answer they need as effortlessly and quickly as possible. The best situation is when the customer service situation is successful in the opinion of both the customer and the customer service representative. This important role of the customer service representative in the research has been studied from the perspective of written customer service. The purpose of this thesis was to develop Kela's customer service by researching the possibilities of written customer service as a service channel and to find development ideas for the organization to develop its operations from this perspective. In my thesis, I investigated the interest and ability of Kela's customer contact centre employees to do more written customer service in a changing work environment. The results achieved from the thesis can also help in future recruitment, as they provide a better picture of whether more attention should be paid to the readiness of jobseekers to produce a written text during the recruitment phase. The information bases examined the characteristics of written customer service and the importance of interaction in customer work. In the research section, written customer service was examined by means of a case study, among other things, from the point of view of competence development. The key finding was that the organization has existing potential for doing written customer service and an interest in adding it to telephone service in the future. Written customer service brought variation to the job description, which was perceived as a factor increasing well-being at work....
”Kyllä me ikäihmisetkin kaivataan kuulijaa” Liikeideasta innovatiiviseksi liiketoimintamalliksi
(2020)
Väestön ikääntyminen on yhteiskunnallinen ilmiö niin meillä Suomessa kuin globaalisti. Ikäihmisten näköisten palvelujen tarve kasvaa ja se luo mahdollisuuksia yrityksille innovoida uudenlaista liiketoimintaa. Toiminnallisen opinnäytetyön tavoitteena...
Tietosuojan toteutuminen Karelia-ammattikorkeakoulussa
(2020)
Opinnäytetyön tavoitteena on selvittää EU:n tietosuoja-asetuksen (EU) 2016/679 mukaisen henkilötietojen käsittelyn tietosuojaosaamisen taso ja tietosuojan toteuttamisen nykytila Karelia-ammattikorkeakoulussa. Lisäksi tarkastellaan tietosuojatyön...