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Opas aloittavan yrityksen myyntistrategian rakentamiseen
(2021)
Tämän opinnäytetyön tarkoituksena oli kehittää pienelle hiljattain perustetulle teollisuuden alan yritykselle myyntistrategia ja löytää ne myynnin monimuotoiset keinot, joilla tarkka kohderyhmä tavoitetaan.
Myyntistrategian ...
Asiakaspalvelun kehittäminen aulapalvelijan arjessa
(2021)
Tämän päiväkirjaopinnäytetyön tarkoituksena oli havainnoida ja tunnistaa aulapalvelun asiakaspalvelun laatuun vaikuttavia elementtejä sekä kehittää ulkoista ja sisäistä asiakaspalvelua aulapalvelijana palveluaulassa, joka toimii kansainvälisen IT...
Itsensä johtaminen kasvavassa startup-yrityksessä
(2021)
Tämän päiväkirjamuotoisen opinnäytetyön tavoitteena oli kehittää asiantuntijuutta ja itsensä johtamista kasvavassa startup-yrityksessä sekä oppia pitämään huolta omasta työhyvinvoinnista.
Koko ajan vaativammassa ...
Päiväkirjamuotoinen opinnäytetyö HR Koordinaattorin työstä
(2020)
Tässä opinnäytetyössä kuvataan ja reflektoidaan päiväkirjatyyppisesti kirjoittajan työskentelyä henkilöstöhallinnon tehtävissä suureen kansainväliseen konserniin kuuluvassa yrityksessä X ravintola- ja matkailualalla. Tavoitteena oli hankkia...
Perehdytyksen laadun merkitys työhyvinvoinnille ja työhön sitoutumiseen: Yritys X
(2020)
tutkimusta. Tutkimuksessa toteutettiin haastattelu yrityksen HR-asiantuntijalle, kyselytutkimus julkisesti verkossa sekä kysely yrityksen entisille sekä nykyisille työntekijöille. Näiden kaikkien tutkimusten pääasiallinen aihe oli perehdytys, sen laatu ja...
Harikabet Oy: henkilöstön työhyvinvoinnin kartoitus
(2020)
Tämä opinnäytetyö on toteutettu kampaamoketjulle Harikabet Oy:lle. Opinnäytetyön tavoitteena on selvittää mitkä tekijät lisäävät työhyvinvointia. Tutkimuksen tarkoituksena on antaa toimintaehdotuksia yritykselle, miten he voivat lisätä motivaatiota...
Palveluneuvojien työhyvinvoinnin tukeminen digitaalisten pankkipalveluiden lisääntyessä
(2020)
on käytetty tietoperustana kirjallisuutta, joka käsittelee työhyvinvointia sekä pankkitoimintaa. Tietoperustaa käsiteltiin kotimaisten kirjallisten ja sähköisten lähteiden pohjalta. Tutkimus on kvalitatiivinen ja tutkimusaineisto on kerätty...
Tiimiytyminen digitaalisessa ympäristössä
(2020)
digitaalisessa ympäristössä. Opinnäytetyön tuloksena ovat kehitysehdotukset yrityksen tiimiytysmisprosessin parantamiseen digitaalisessa ympäristössä. Teoriaosuus koostuu kahdesta pääaiheesta: tiimiytymisestä normaalioloissa ja digitaalisessa ympäristössä...
Työntekijöiden motivointi pysymään pidempään töissä
(2020)
ELIXIAlla järjestettävien koulutuksien tärkeyden ja antaako se motivaatiota jatkaa samassa työpaikassa useamman vuoden työntekijää. Opinnäytetyön runko muodostuu ELIXIAlla järjestettävässä Future Leader Program -koulutuksesta, joka järjestetään ensimmäistä...
The purpose of this thesis was to find out how ELIXIA is organized to motivates the current employees in their work. At the same time, the purpose was to find out that what different training courses provide for the employees and what ELIXIA is expects from their employees. The thesis was based on the Future Leader Program training organized by ELIXIA, which was also organized for the first time in Finland. The training enables the participants to work at ELIZIA assuming various responsibilities and managerial roles. The aim of this thesis was to get as many development objects and solutions as possible from the Future Leader Program training and other trainings for ELIXIA employees. The information obtained was intended to provide ELIXIA with useful data for the development of the company’s training and work environments. The aim was also to find out whether the employees find the trainings interesting and whether they motivate them to develop further in the workplace and internally in different tasks. The thesis framework was based on the thesis author’s own experience with ELIXIA and the information obtained through interviews with other employees and managers was used. The data also consisted if relevant literature and the information obtained will be reflected in the way the company operates. The results of the study showed that the employees are very interested in career-related trainings and that they are highly valued when the employer gives them the opportunity to develop their own skills. Career-related trainings are also very interesting, and the employees want a lot of support through their training in their job description. The questionnaire also found answers to what motivates the employees and what the employees think about career-related trainings at workplace....
The purpose of this thesis was to find out how ELIXIA is organized to motivates the current employees in their work. At the same time, the purpose was to find out that what different training courses provide for the employees and what ELIXIA is expects from their employees. The thesis was based on the Future Leader Program training organized by ELIXIA, which was also organized for the first time in Finland. The training enables the participants to work at ELIZIA assuming various responsibilities and managerial roles. The aim of this thesis was to get as many development objects and solutions as possible from the Future Leader Program training and other trainings for ELIXIA employees. The information obtained was intended to provide ELIXIA with useful data for the development of the company’s training and work environments. The aim was also to find out whether the employees find the trainings interesting and whether they motivate them to develop further in the workplace and internally in different tasks. The thesis framework was based on the thesis author’s own experience with ELIXIA and the information obtained through interviews with other employees and managers was used. The data also consisted if relevant literature and the information obtained will be reflected in the way the company operates. The results of the study showed that the employees are very interested in career-related trainings and that they are highly valued when the employer gives them the opportunity to develop their own skills. Career-related trainings are also very interesting, and the employees want a lot of support through their training in their job description. The questionnaire also found answers to what motivates the employees and what the employees think about career-related trainings at workplace....
Työnohjauksen merkitys työhyvinvoinnille
(2020)
-palkkio-malli ja voimavarakeskeinen työhyvinvoinnin malli sekä työhyvinvoinnin lähikäsitteet. Tietoperustana oli myös työnohjaus, sen taustateorioita ja viitekehyksiä sekä sen lähityömuodot. Tämän opinnäytetyö oli laadullinen. Aineisto kerättiin...
The purpose of this thesis was to explore and describe social and health care professionals’ visions of clinical supervision, their needs of supervision and the association between clinical supervision and work-related well-being. The aim was to produce information of clinical supervision significance for job-related well-being and create improvement suggestions to increase work-related well-being by means of the results. The theoretical framework consisted of overall work-related well-being, effort-reward model, empowering model of work-related well-being and related concepts to work-related well-being. The theoretical framework included also clinical supervision, theories and frameworks related to supervision and related working models. This thesis was a qualitative study. The data was collected by individual inter views during spring 2020. 15 participants working in social and health care were interviewed. They all had experience on clinical supervision. The data was analyzed with inductive content analysis. According to results clinical supervision is diverse. This concerns supervision procedures as well as theoretical bases behind it. The participants experiences were in many cases that clinical supervision supported both professional development and work-related well-being. A good experience of clinical supervision increased work-related well-being and a poor one might decrease it. A desirable clinical supervision experience arose from the supervisor being qualified, continuity of supervision and the group of attendees being small enough. Poor experiences arose from the supervisor showing lack of skills or being passive, unsuitable methods like handicraft, too large a group, too diverse background of the attendees, supervisor replacement and too low frequency of supervision. The conclusion is that clinical supervision can be defined as a method of support and development. Clinical supervision can increase the employee’s professional skills, support one’s self-reflection, working ability and the group dynamics of the work community. Furthermore, a good-quality experience of clinical supervision has increased work-related well-being. A good clinical supervision experience has led to an experience of clinical supervision being necessary and essential. The attendee has experienced being able to shape work and working community related matters in a productive manner in safe environment. The development suggestion is that a well-functioning clinical supervision needs to be based on a good plan of action concerning how supervision is carried out, who the supervisor is and to whom supervision is meant to in each group. To meet these needs the clinical supervisor should have professional supervision training. Only clinical supervisors with appropriate training should be employed by organizations. The managers in organizations should understand the significance to work-related well-being to enable a well-functioning structure and quality of supervision. A further an improvement suggestion is small enough groups of attendees, supervision frequency, the supervisor being the same person long enough and adding structure to supervision. Keywords: clinical supervision, work-related well-being, social and health care...
The purpose of this thesis was to explore and describe social and health care professionals’ visions of clinical supervision, their needs of supervision and the association between clinical supervision and work-related well-being. The aim was to produce information of clinical supervision significance for job-related well-being and create improvement suggestions to increase work-related well-being by means of the results. The theoretical framework consisted of overall work-related well-being, effort-reward model, empowering model of work-related well-being and related concepts to work-related well-being. The theoretical framework included also clinical supervision, theories and frameworks related to supervision and related working models. This thesis was a qualitative study. The data was collected by individual inter views during spring 2020. 15 participants working in social and health care were interviewed. They all had experience on clinical supervision. The data was analyzed with inductive content analysis. According to results clinical supervision is diverse. This concerns supervision procedures as well as theoretical bases behind it. The participants experiences were in many cases that clinical supervision supported both professional development and work-related well-being. A good experience of clinical supervision increased work-related well-being and a poor one might decrease it. A desirable clinical supervision experience arose from the supervisor being qualified, continuity of supervision and the group of attendees being small enough. Poor experiences arose from the supervisor showing lack of skills or being passive, unsuitable methods like handicraft, too large a group, too diverse background of the attendees, supervisor replacement and too low frequency of supervision. The conclusion is that clinical supervision can be defined as a method of support and development. Clinical supervision can increase the employee’s professional skills, support one’s self-reflection, working ability and the group dynamics of the work community. Furthermore, a good-quality experience of clinical supervision has increased work-related well-being. A good clinical supervision experience has led to an experience of clinical supervision being necessary and essential. The attendee has experienced being able to shape work and working community related matters in a productive manner in safe environment. The development suggestion is that a well-functioning clinical supervision needs to be based on a good plan of action concerning how supervision is carried out, who the supervisor is and to whom supervision is meant to in each group. To meet these needs the clinical supervisor should have professional supervision training. Only clinical supervisors with appropriate training should be employed by organizations. The managers in organizations should understand the significance to work-related well-being to enable a well-functioning structure and quality of supervision. A further an improvement suggestion is small enough groups of attendees, supervision frequency, the supervisor being the same person long enough and adding structure to supervision. Keywords: clinical supervision, work-related well-being, social and health care...