Haku
Viitteet 11-20 / 52
Ammattikorkeakoulun hallinto- ja tukipalveluhenkilöstön kokemukset palkitsemisesta
(2023)
tarkoituksena oli selvittää suuren Etelä-Suomen alueella toimivan ammattikorkeakoulun hallinto- ja tukipalveluhenkilöstön kokemuksia palkitsemisesta. Tämän lisäksi tavoitteena oli välittää toimeksiantajalle konkreettisia ehdotuksia palkitsemisen kehittämiseksi...
Henkilöstöetujen merkitys henkilöstöjohtamisessa
(2023)
kehittämisprosessia tarkennettiin HR-Business Partnerin haastattelun avulla yrityksen henkilöstöjohtamiseen ja henkilöstöetuihin syventyvässä osiossa. Tutkimusmenetelmänä oli kvantitatiivinen tutkimus. Lopulliset tutkimuskysymykset muodostuivat tutkimuksen tekijän ja...
Työryhmän sitouttaminen yrityskulttuurin muutoksessa Suur-Seudun Osuuskaupassa. CASE: S-Market Vihti - Meidän juttu
(2021)
sitouttamisen keinoja. Opinnäytetyön tutkimuskysymys oli: ” Millä keinoilla yksittäisen toimipaikan työryhmä sitoutetaan koko yritystä koskevassa yrityskulttuurin muutoksessa?”. Opinnäytetyö toteutettiin kvalitatiisena tutkimuksena ja työssä käytetyt menetelmät...
The objective of this thesis was to explore the engagement of the employees during change in the corporate culture from one unit’s point of view. The thesis was commissioned by Suur-Seudun Osuuskauppa SSO. SSO renewed its mission in 2020 “Together we build a better place to live”, which started a corporative culture change in the whole company. The culture change process “Our way” aims to increase employees’ participation more actively in deve-loping the company. The purpose of this thesis was to find out the ways by which the supervisor engages one’s own team during change of the corporate culture concerning the whole company. Self-Determination Theory, Coaching Leadership and commitment were the knowledge base used to explore ways to engage the team members. The thesis research question was: “In which ways a specific team is engaged in the change of the whole company’s corporate culture?” This thesis is a qualitative research and the used research methods were interviews, qualitative survey, and observation. A key result of the study was an understanding of the means of engagement used by the su-pervisor. The supervisor used Coaching Leadership and a co-creation method to engage one’s own team. The supervisor enabled the team to participate genuinely in the development of the unit’s operations. SSO benefits from the conclusions of the thesis and is able to develop the company's operations. The research results also provided information on the experiences of “Our way” change process....
The objective of this thesis was to explore the engagement of the employees during change in the corporate culture from one unit’s point of view. The thesis was commissioned by Suur-Seudun Osuuskauppa SSO. SSO renewed its mission in 2020 “Together we build a better place to live”, which started a corporative culture change in the whole company. The culture change process “Our way” aims to increase employees’ participation more actively in deve-loping the company. The purpose of this thesis was to find out the ways by which the supervisor engages one’s own team during change of the corporate culture concerning the whole company. Self-Determination Theory, Coaching Leadership and commitment were the knowledge base used to explore ways to engage the team members. The thesis research question was: “In which ways a specific team is engaged in the change of the whole company’s corporate culture?” This thesis is a qualitative research and the used research methods were interviews, qualitative survey, and observation. A key result of the study was an understanding of the means of engagement used by the su-pervisor. The supervisor used Coaching Leadership and a co-creation method to engage one’s own team. The supervisor enabled the team to participate genuinely in the development of the unit’s operations. SSO benefits from the conclusions of the thesis and is able to develop the company's operations. The research results also provided information on the experiences of “Our way” change process....
Yrityksen työyhteisöviestinnän kehittäminen, henkilöstön näkökulma
(2021)
Tämän opinnäytetyön aiheena oli selvittää työyhteisöviestinnän yhteyttä hyvään henkilöstökokemukseen. Kiinnostuksen kohteena oli tunnistaa mitkä viestintäkeinot ja sisällöt tavoittavat henkilöstön parhaiten eri kohderyhmissä ja miksi. Tavoitteena...
The subject of this thesis was to examine the role that workplace communication plays in good employee experience. The focus was on identifying which communication methods and contents best reach different personnel focus groups and why. The objective was to produce concrete proposals for improving communication management at the commissioning company to enhance employee experience. The theoretical framework for the thesis consisted of the company’s operating environment, workplace communication, and employee experience. The research was conducted as qualitative research and the interviews as semi-structured thematic interviews. The method for analyzing the findings was a data-driven analysis. The development task was conducted in spring 2021 and it consisted of interviews of two different focus groups from the same unit, operative staff, and their managers. According to the findings of the study, personnel evaluate the company’s internal communication as good, and there has been perceived improvement especially during last year due to the introduction of Teams, as well as successful communications during the coronavirus pandemic. The factors affecting employee experience most are the ones with most meaning, such as speed, understandability, interaction, and timeliness and the content of operative communication. Based on the conclusions, the authors of the thesis recommend that the company invest especially in operative communications and related methods, which are perceived by the personnel to be of the greatest significance. The improvements for employees can be carried out by improving the reach of messages using different cues such as a digital message board from the intranet in working premises, and outside the working environment, the “Urgent” message function in Teams. Conclusions based on the findings also indicated a clear need for specific requirements based on manager level tasks. These included, for example, an understanding of the company’s communications plan as well as the ability to filter and retain the relevant messages to be forwarded from a large amount of information available. Therefore, it is recommended to invest in improving management employees' communication skills and capabilities in order to strengthen employee experience. From the viewpoint of both focus groups, joint development targets were the harmonization of communications processes and improving understandability. Keywords: Workplace communication, employee experience, interaction, communication methods...
The subject of this thesis was to examine the role that workplace communication plays in good employee experience. The focus was on identifying which communication methods and contents best reach different personnel focus groups and why. The objective was to produce concrete proposals for improving communication management at the commissioning company to enhance employee experience. The theoretical framework for the thesis consisted of the company’s operating environment, workplace communication, and employee experience. The research was conducted as qualitative research and the interviews as semi-structured thematic interviews. The method for analyzing the findings was a data-driven analysis. The development task was conducted in spring 2021 and it consisted of interviews of two different focus groups from the same unit, operative staff, and their managers. According to the findings of the study, personnel evaluate the company’s internal communication as good, and there has been perceived improvement especially during last year due to the introduction of Teams, as well as successful communications during the coronavirus pandemic. The factors affecting employee experience most are the ones with most meaning, such as speed, understandability, interaction, and timeliness and the content of operative communication. Based on the conclusions, the authors of the thesis recommend that the company invest especially in operative communications and related methods, which are perceived by the personnel to be of the greatest significance. The improvements for employees can be carried out by improving the reach of messages using different cues such as a digital message board from the intranet in working premises, and outside the working environment, the “Urgent” message function in Teams. Conclusions based on the findings also indicated a clear need for specific requirements based on manager level tasks. These included, for example, an understanding of the company’s communications plan as well as the ability to filter and retain the relevant messages to be forwarded from a large amount of information available. Therefore, it is recommended to invest in improving management employees' communication skills and capabilities in order to strengthen employee experience. From the viewpoint of both focus groups, joint development targets were the harmonization of communications processes and improving understandability. Keywords: Workplace communication, employee experience, interaction, communication methods...
Tiedonhallintalain vaikutus hyvinvointialueorganisaation henkilöturvallisuusselvitysprosessiin
(2023)
Vuoteen 2023 siirtyminen toi mukanaan laaja-alaisia muutoksia. Koko Suomea koskettava soteuudistus hyvinvointialueista astui voimaan 1.1.2023 ja uudet hyvinvointialueet aloittivat toimintansa tuoden laaja-alaiseen uudistukseen välttämättömästi...
Henkilöstön kokemus etätyöstä ja etäjohtamisen tarpeet tulevaisuudessa
(2020)
Tämän tutkimuksellisen opinnäytetyön toimeksiantajana oli Uudellamaalla toimiva pankki, jota kuvataan tekstissä nimellä pankki x. Tutkimus käsittelee pankki x:n henkilöstön kokemusta etätyöstä ja etäjohtamisen tarpeista tulevaisuudessa...
Ravintotalot Oy:n sisäisen viestinnän kehittäminen intranetin avulla
(2023)
Opinnäytetyön kehittämistyön tavoitteena oli parantaa tehokasta tiedonkulkua organisaation sisällä ja tukea uuden henkilökunnan perehdyttämistä organisaation toimipisteissä. Hyvä tiedonkulku lisää henkilökunnan työtyytyväisyyttä ja luo yhtenäisyyden...
Henkilöstön vaihtuvuuden syyt kasvavassa rakennusalan yrityksessä
(2019)
tutkimusaineisto kerättiin teemahaastattelun avulla. Haastattelut suoritettiin yksilöhaastatteluina puhelimitse. Haastatteluun saatiin kymmenen työntekijää, heistä viisi oli irtisanoutuneita ja viisi edelleen työsuhteessa olevia. Tutkimusaineisto analysoitiin...
Motivaation aalloilla : uimahallin työntekijöiden motivaatiotekijät ja työntekijäkokemus
(2024)
Tämän tutkimuksellisen opinnäytetyön tarkoituksena oli tuottaa tutkittua tietoa Nurmijärven Rajamäen uimahallin työntekijöiden työmotivaation eri osatekijöistä ja työntekijäkokemuksesta toimeksiantajalle. Opinnäytetyön tavoitteena oli selvittää...
Työntekijäkokemus ja sitoutuminen palvelumyyntiorganisaation toimialueella
(2023)
Tämän opinnäytetyön tarkoituksena on kyselyn avulla tarjota kohdeorganisaatiolle kehitysehdotuksia työntekijäkokemukseen ja sitoutuvuuteen. Kehitysehdotuksilla pyritään parantamaan organisaation kilpailukykyä työmarkkinoilla ja olemaan työpaikka...








