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Pang för pengarna: Om onboardingprocessen av HR-konsulter
Linnaeus University, School of Business and Economics, Department of Organisation and Entrepreneurship.
Linnaeus University, School of Business and Economics, Department of Organisation and Entrepreneurship.
Linnaeus University, School of Business and Economics, Department of Organisation and Entrepreneurship.
2019 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Bang for the buck : Regarding the onboarding process of HR-consultants (English)
Abstract [sv]

Syfte: Studiens syfte är att beskriva onboardingprocessen av HR-konsulter via deras erfarenheter samt upplevelser och genom det lokalisera de nyckelfaktorer som spelar in för en funktionell process. Genom att identifiera nyckelfaktorerna önskar vi bidra med ett resultat vilket kan skapa effektivitet i onboardingprocessen samt generera kunskap om hur organisationer kan optimera det initiala samarbetet mellan parterna.

 

Metodik: Studien är kvalitativ med en deduktiv ansats. Studiens empiri har insamlats genom intervjuer samt ett kompletterande verktyg där respondenterna fick välja prioriterade kärnvärden. Samtliga respondenter är verksamma HR-konsulter.

Resultat: Onboardingprocessen är ett samspel mellan uppdragsgivare och HR-konsult. Bägge parter spelar en vital roll sett till huruvida det kommer uppnås en effektivitet eller ej. Det kan konstateras att uppdragsgivare har ett ansvar att förse HR-konsulter med diverse nyckelfaktorer vilka möjliggör samt underlättar genomförandet av uppdraget. HR-konsulter har ett ansvar att under onboardingprocessen utifrån sin expertiskunskap dela med sig av diverse erfarenheter och synvinklar. Kommunikationen mellan parterna behöver vara öppen och det krävs att bägge parter är delaktiga i upprättandet av ett givande samspel vilket bidrar till att uppdraget kan styras i den riktning vilket resulterar i en effektiv slutprodukt.

Abstract [en]

Purpose: The purpose of the study is to describe the onboarding process of HR-consultants via their experiences and through that pinpoint the key factors which plays a part to make a functional process. By identifying those key factors, we wish to contribute with a result which can create efficiency in the onboarding process and generate knowledge regarding how organizations can optimize the initial collaboration between the parties.

Methodology:

The study is qualitative with a deductive approach. The empirical data of the study has been gathered through interviews and a complementary tool where the respondents got to choose prioritized core values. All the respondents are active HR-consultants.

Conclusion:

The onboarding process is an interplay between the employer and the HR-consultant. both parties play a crucial part whether effectivity will be achieved or not. It’s clear that the employer holds a responsibility to provide the HR-consultant with key factors who enables the completion of the assignment. HR-consultants holds a responsibility to provide different approaches through their expertise during the onboarding process. The communication between the parties needs to be open and both parties are responsible to establish a rewarding interplay that contributes to a flexible approach which results in an efficient final product.

Place, publisher, year, edition, pages
2019. , p. 71
Keywords [en]
Onboarding, HR-consultant, Introduction, Efficiency, Employer, Communication.
Keywords [sv]
Onboarding, HR-konsult, Introduktion, Effektivisering, Uppdragsgivare, Kommunikation.
National Category
Business Administration
Identifiers
URN: urn:nbn:se:lnu:diva-85945OAI: oai:DiVA.org:lnu-85945DiVA, id: diva2:1331240
Subject / course
Business Administration - Organization Leadership
Educational program
Human Resource Management - Personnel Management and Organisational Development, 180 credits
Supervisors
Examiners
Available from: 2019-06-27 Created: 2019-06-26 Last updated: 2019-06-27Bibliographically approved

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CiteExportLink to record
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