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Personalvetare som rekryterare och administratörer som rekryterare: En kvalitativ studie om rekryteringsprocessen inom äldreomsorgen vid Göteborgs stad
University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
2020 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
Abstract [sv]

Syftet med den här kvalitativa studien var att se om det går att se en tydlig skillnad mellan utbildade rekryterare jämfört med outbildade, om man kan se någon förändring på de timvikarier som har rekryterats av utbildad personal samt huruvida Göteborgs Stad arbetar enhetligt eller inte. Kan en utbildad rekryterare med sina kunskaper selektera och finna mer effektiv och hängiven personal än outbildade? Datamaterialet har samlats in med hjälp av semistrukturerade intervjuer med sju personer med olika befattningar som arbetar i olika verksamheter inom äldreomsorgen. Analysen har skett via tematisk analys av transkriberat datamaterial och resultatet summerades till två teman: "Ett enat Göteborgs Stad" och "Det egna perspektivet". De två teman är resultatet av en sammanfattning av mindre underteman som bland annat var: brist på kommunikation, subjektivitet och olagliga tillvägagångssätt. Slutsatsen visar att det finns en skillnad i arbetsprestation och kunskaper mellan utbildade och outbildade rekryterare. Slutsatsen visade även att timvikarier som har rekryterats av utbildad personal genomför sitt arbete med ett större ansvar och det visade sig att de inte får lika mycket synpunkter som andra timvikarier. En annan slutsatsär att Göteborgs Stad inte arbetar enhetligt som de marknadsför.

Abstract [en]

The purpose of this qualitative study was to see if there are differences between trained recruiters compared to untrained, and differences in improvement in the hourly substitutes who have been recruited by trained staff and whether the City of Gothenburg works uniformly or not. Can a trained recruiter with his or her knowledge select and find more efficient and dedicated staff than untrained recruiters? The data material was collected with the help of semi-structured interviews with seven people with different positions who worked in various activities within elderly care. The analysis was carried out via a thematic analysis of transcribed data material and the results were summed up in two themes: "A united City of Gothenburg" and "One's own perspective". The two themes were the result of a summary of minor sub-themes which included: lack of communication, subjectivity, and illegal approaches. The conclusion shows that there is a difference in job performance and knowledge between trained and untrained recruiters. The conclusion also showed that hourly substitutes who have been recruited by trained recruiters operate with more responsibility and it also shows that they do not receive as many complaints as other hourly substitutes. Another conclusion is that the City of Gothenburg does not work uniformly as they market.

Place, publisher, year, edition, pages
2020. , p. 22
Keywords [en]
Qualitative method, recruitment, educational relevance, thematic analysis, semi-structured interviews
Keywords [sv]
Kvalitativ metod, rekrytering, utbildningsrelevans, tematisk analys, semistrukturerade intervjuer
National Category
Psychology
Identifiers
URN: urn:nbn:se:hv:diva-15982Local ID: EXM540OAI: oai:DiVA.org:hv-15982DiVA, id: diva2:1477766
Subject / course
Psychology
Educational program
Personalvetarprogrammet
Supervisors
Examiners
Available from: 2020-10-26 Created: 2020-10-20 Last updated: 2020-10-26Bibliographically approved

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CiteExportLink to record
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