Browsing by Subject "henkilöstöpalveluala"
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Henkilöstökoulutus – osallistuminen ja moninaiset merkitykset : kokemuksia henkilöstöpalvelualalta (2023)Aims. It is generally known fact that personnel training is the most extensive form of adult training in Finland, and for many organizations, competent personnel is mandatory and ensures competitiveness. The goal of the study was to find out what kind of meanings personnel training has for people working in the personnel service sector and what factors encourage and discourage them to participate in the training offered by the employer. The research examines the meanings employees attach to personnel training and their effects on the employees’ own, subjective experiences. The key here is how employees value personnel training. The review also includes what kind of factors guide employees to apply for training offered by the employer and, on the other hand, what factors slow down applying for training. Methods. The material used was the interview material, which consists of interviews with nine people working in a company in the personnel service sector. Five of the interviewees were female and 4 were male. The interviews were carried out using a Teams connection in the spring and summer of 2021. The interviews were recorded and transcribed. The interviewees were treated anonymously throughout the research process, as was the company where they work. The analysis method of the data was material-based discourse analysis, and discourse categories containing different meaning systems were constructed from the speech of the interviewees. The starting point here was the speech of the interviewees and the social reality built up in their speech and its examination and analysis. Results and conclusions. The research showed that for all interviewees, personnel training is extremely important and is considered an intrinsic value and self-evident part of the organization. The interviewees see themselves and the organization as active and reciprocal actors and consider themselves responsible for their own competence. Many interviewees built their views on personnel training using the 70/20/10 model. The incentives for applying for training were seen as the development of one’s own competence and the efficiency of operations, as well as collectivity. On the other hand, online mediation, scheduling challenges and content and implementation irrelevance were seen as discouraging factors. On-site training that connects colleagues and develops one’s own core competence is seen as a desirable. On the other hand, online training offered a short notice with irrelevant content is one that you don’t want to participate in. The basis of all this is employee’s strong idea that learning and skill development are seen as positive self-values.
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(2016)Aim of the study: The study discusses work engagement as part of wellbeing at the work place within a specific target organization. The purpose is to investigate the level of work engagement within the target organization operating in the private employment agency service industry as well as to understand the possible connection between the difficulty of work tasks and possibility to influence work as part of experiencing work engagement among the organization's employees in Finland and Sweden. The choice of study is strongly influenced by the interest towards work engagement and the possibility to gain further insight thereof as well as factors affecting work engagement and how they appear within the target organization. The topic can be regarded as current and interesting as the demand for outsourcing services has grown in the previous years. The private employment agency service industry has cemented its position within the labor market and the organizations operating within the industry are today an integral part of Finnish business environment. Methods: The target organization of this study is an international private employment agency. The organization's business is based on selling its services in accordance with their client's needs, covering especially the technology and IT sectors, in addition to marketing and financial administration tasks. This study is based on the answers received from the target organization's Finnish employees. The sample (N) is 59 of the target organization's internal employees of which 32.2 % were male (N=19) and 67.8 % were female (N=40). The data was collected by sending out separate electronic questionnaires by way of utilizing the e-questionnaire software designed for the students at the University of Helsinki. The sums of the variables in this study were created by utilizing an exploratory factor analysis. Work engagement was investigated within the target organization as well as the correlation between the various concepts. In addition, a variance analysis was conducted. Results and conclusions: Compared to the Finnish Institute of Occupational Health's reference values, the sum of work engagement as well as the results of the work engagement's dimensions were high. The values varied between 5.0-5.4 reflecting that the target organization's employees sensed work engagement a few times per week. The women sensed work engagement slightly more than the men. Ability to influence one's own work as well as the difficulty of work tasks was assumed to be associated to sensing work engagement. The independence of work, as the sum of the variable for possibility to influence work among the target organization's employees, correlated statistically significantly with the work engagement dimensions of energy and dedication. The difficulty of work tasks correlated statistically significantly with the sum of work engagement, immersion in work as a dimension of work engagement as well as the ability to influence one's working hours.
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(2020)The purpose of this study was to examine how HR professionals working in private employment sector view and experience their own expertise. Expertise is a phenomena that can be interpreted in many ways and it has been studied a lot from different perspectives. In this study the focus was on professional expertise and on experience of having expertise. My research question was: What kind of perceptions HR professionals have of their own expertise? With this research question I wanted to find out how the HR professionals view their own expertise, what are the main elements of it and what kind things and experiences affect the development of their expertise. This research was a qualitative case study. The research data was collected by interviewing eight HR professionals working for a private employment company WorkPower Oy. I used thematic interviews as a data collecting method. The research data was analysed with a phenomenographic analysis. The phenomenographic analysis focuses on individuals’ perceptions and experiences on certain phenomena. The results of this study show that the expertise of the HR professionals consists of many different elements. Wide enough knowledge, capacity to act, social skills and ability to reflect one’s actions and know-how are key elements of HR professionals’ expertise. Also the ability to find the right words in different situations is vital, since the work in human resources is mainly based on interaction with different people. In addition, this study showed that constant learning and development of one’s skills and knowledge is also important to the expertise of HR professionals. There are several different challenges to the development of expertise, such as a busy working schedule, constant changes in one’s daily work and insufficient support. According to this study, practical experience and work-based learning are crucial for the development of expertise for the HR professionals working in private employment sector.
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(2020)The purpose of this study was to examine how HR professionals working in private employment sector view and experience their own expertise. Expertise is a phenomena that can be interpreted in many ways and it has been studied a lot from different perspectives. In this study the focus was on professional expertise and on experience of having expertise. My research question was: What kind of perceptions HR professionals have of their own expertise? With this research question I wanted to find out how the HR professionals view their own expertise, what are the main elements of it and what kind things and experiences affect the development of their expertise. This research was a qualitative case study. The research data was collected by interviewing eight HR professionals working for a private employment company WorkPower Oy. I used thematic interviews as a data collecting method. The research data was analysed with a phenomenographic analysis. The phenomenographic analysis focuses on individuals’ perceptions and experiences on certain phenomena. The results of this study show that the expertise of the HR professionals consists of many different elements. Wide enough knowledge, capacity to act, social skills and ability to reflect one’s actions and know-how are key elements of HR professionals’ expertise. Also the ability to find the right words in different situations is vital, since the work in human resources is mainly based on interaction with different people. In addition, this study showed that constant learning and development of one’s skills and knowledge is also important to the expertise of HR professionals. There are several different challenges to the development of expertise, such as a busy working schedule, constant changes in one’s daily work and insufficient support. According to this study, practical experience and work-based learning are crucial for the development of expertise for the HR professionals working in private employment sector.
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