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How do trainee-programmes build the bridge to integrate graduates into the working world? - Melanie Fliedner

(*)

Melanie Fliedner:
How do trainee-programmes build the bridge to integrate graduates into the working world? - new book

ISBN: 9783832479916

A multiple case study done in Germany, Italy and Sweden Inhaltsangabe:Abstract: Keywords in contemporary Human Resource Management are teamwork, leadership, motivation, reward-systems etc… More...

A multiple case study done in Germany, Italy and Sweden Inhaltsangabe:Abstract: Keywords in contemporary Human Resource Management are teamwork, leadership, motivation, reward-systems etc. in order to add value to the company and to improve the companies¿ activities according to the organisational structure. For us raised the question how Human Resource is going to add value in earlier stages of an employee¿s development: recruiting and training pay special attention to the period of the entrance of employees into the company. This first period of integration into the working world has to be discovered carefully especially for graduates: the first working time is important for them, in order to bridge the gap between the theoretical and practical knowledge, when they come from university. It also has a huge impact on social issues. We recognised the integration into the working world as a process consisting of three major steps: - recruitment ¿ recruitment and selection attract and find the most qualified and suitable people, which is the first step to organisational effectiveness. - trainee-programme ¿ gaining skills, knowledge and attitudes in order to improve organisational performance. - career-development ¿ planned process of an employee¿s position and the way to go there in a certain period of time in order to increase his/her personal job performance and thus to increase organisational performance. These three steps were guidance for our theoretical framework where we introduced used concepts, methods and tools and explained how they are interrelated and build around trainee-programmes in order to integrate graduates into the working world. Regarding the training of graduates, the importance of social issues in terms of the creation of a comfortable environment was shown. Special emphasise is herebygiven to communication between the different parties involved. Since the empirical data-collection and the resulting processes have been evaluated, a focus is laid on the trainee-programmes, because the graduate is already a participant in the company. The data were collected in three financial institutions in Italy, Germany and Sweden. It was conducted with the use of focused interview, in order to get information regarding the different dimensions of trainee-programmes on the perspective of the company and the trainees. At once the empirical data had been collected. The analysis was carried out by matching the found empirical data with the theoretical framework to point out the different approaches to trainee-programmes and the integration in the three countries. We noticed a general correspondence between the theoretical framework and the empirical data out of the interviews in the companies. The structure of the theory-chapter was guidance for the analysis before we discussed the integration in each country with a resulting comparison. Our findings were added by arguments about the individual countries we introduced in the chapter about international differences. We recognised three different approaches to trainee-programmes referring to the countries. The three approaches are characterised by a combination of different needs, requirements and purposes of the trainee-programmes in the countries with different effort and initiation by the companies. The Italian trainee-programme is characterised by a successive integration based on the companies¿ values, culture and way of doing business. The German trainee-programme integrates the trainees by providing different kinds of network what makes them feeling involved and presents several possibilities to develop inside the company. The Swedish trainee-programme integrates through offered international and thus overall insights. Inhaltsverzeichnis:Table of Contents: 1.INTRODUCTION1 1.1Background1 1.2Problemising3 1.3Objectives5 1.4Limitations6 1.5Theoretical and Practical Relevance of Studies7 2.METHODOLOGY8 2.1Research Journey8 2.2Research Approach9 2.3Pre-understanding9 2.4Research Method - Case Study11 2.5Access13 2.6Data-Collection13 2.6.1Theoretical Data-Collection13 2.6.2Empirical Data-Collection14 2.7Scientific Credibility16 3.THEORY18 3.1Human Resource18 3.2Recruitment and Selection21 3.2.1Job Analysis22 3.2.2Selection Methods22 3.2.3Social dynamic Relationships in Interview-Situations25 3.2.4International Dimensions of Recruitment and Selection26 3.3Trainee-Programme27 3.3.1Importance of Training27 3.3.2A Systematic Approach to Training28 3.3.3Training of Graduates30 3.4Career-Development34 3.4.1Importance of Career-Development34 3.4.2Benefits of the Career-Development Programme36 3.4.3Hall`s Model of Sub-Identity Development36 3.4.4Three different Perspectives of Career-Development37 3.5Connection of Recruitment, Trainee-Programme and Career-Development39 4.INTERNATIONAL DIFFERENCES43 4.1Italy43 4.1.1Educational System43 4.1.2Business Environment44 4.1.1Banca Popolare di Novara45 4.2Germany46 4.2.1Educational System46 4.2.2Business Environment47 4.2.3Bayerische Landesbank (BLB)47 4.3Sweden48 4.3.1Educational System48 4.3.2Business Environment49 4.3.3Asea Brown Boveri Ltd. (ABB)50 5.EMPIRICAL DATA52 5.1Italy - Banca Popolare di Novara (BPN)52 5.2Germany - Bayerische Landesbank (BLB)55 5.3Sweden - Asea Brown Boveri Ltd. (ABB)58 5.4Summary of Interviews61 6.ANALYSIS64 6.1Recruitment64 6.2Trainee-Programme66 6.3Career-Development75 6.4Integration into the Working World in Italy, Germany and Sweden77 6.5Comparison80 7.CONCLUSIONS82 7.1Findings regarding Integration into the Working World82 7.2Reflections84 7.3Suggestions for further Research85 REFERENCES IAPPENDIX How do trainee-programmes build the bridge to integrate graduates into the working world?: Inhaltsangabe:Abstract: Keywords in contemporary Human Resource Management are teamwork, leadership, motivation, reward-systems etc. in order to add value to the company and to improve the companies¿ activities according to the organisational structure. For us raised the question how Human Resource is going to add value in earlier stages of an employee¿s development: recruiting and training pay special attention to the period of the entrance of employees into the company. This first period of integration into the working world has to be discovered carefully especially for graduates: the first working time is important for them, in order to bridge the gap between the theoretical and practical knowledge, when they come from university. It also has a huge impact on social issues. We recognised the integration into the working world as a process consisting of three major steps: - recruitment ¿ recruitment and selection attract and find the most qualified and suitable people, which is the first step to organisational effectiveness. - trainee-programme ¿ gaining skills, knowledge and attitudes in order to improve organisational performance. - career-development ¿ planned process of an employee¿s position and the way to go there in a certain period of time in order to increase his/her personal job performance and thus to increase organisational performance. These three steps were guidance for our theoretical framework where we introduced used concepts, methods and tools and explained how they are interrelated and build around trainee-programmes in order to integrate graduates into the working world. Regarding the training of graduates, the importance of social issues in terms of the creation of a comfortable environment was shown. Special emphasise is herebygiven to communication between the different parties involved. Since the empirical data-collection and the resulting processes have been evaluated, a focus is laid on the trainee-programmes, because the graduate is already a participant in the company. The data were collected in three financial institutions in Italy, Germany and Sweden. It was conducted with the use of focused interview, in order to get information regarding the different dimensions of trainee-programmes on the perspective of the company and the trainees. At once the empirical data had been collected. The analysis was carried out by matching the found empirical data with the theoretical framework to point out the different approaches to trainee-programmes and the integration in the three countries. We noticed a general correspondence between the theoretical framework and the empirical data out of the interviews in the companies. The structure of the theory-chapter was guidance for the analysis before we discussed the integration in each country with a resulting comparison. Our findings were added by arguments about the individual countries we introduced in the chapter about international differences. We recognised three different approaches to trainee-programmes referring to the countries. The three approaches are characterised by a combination of different needs, requirements and purposes of the trainee-programmes in the countries with different effort and initiation by the companies. The Italian trainee-programme is characterised by a successive integration based on the companies¿ values, culture and way of doing business. The German trainee-programme integrates the trainees by providing different kinds of network what makes them feeling involved and presents several possibilities to develop inside the company. The Swedish trainee-programme integrates through offered international and thus overall insights. Inhaltsverzeichnis:Table of Contents: 1.INTRODUCTION1 1.1Background1 1.2Problemising3 1.3Objectives5 1.4Limitations6 1.5Theoretical and Practical Relevance of Studies7 2.METHODOLOGY8 2.1Research Journey8 2.2Research Approach9 2.3Pre-understanding9 2.4Research Method - Case Study11 2.5Access13 2.6Data-Collection13 2.6.1Theoretical Data-Collection13 2.6.2Empirical Data-Collection14 2.7Scientific Credibility16 3.THEORY18 3.1Human Resource18 3.2Recruitment and Selection21 3.2.1Job Analysis22 3.2.2Selection Methods22 3.2.3Social dynamic Relationships in Interview-Situations25 3.2.4International Dimensions of Recruitment and Selection26 3.3Trainee-Programme27 3.3.1Importance of Training27 3.3.2A Systematic Approach to Training28 3.3.3Training of Graduates30 3.4Career-Development34 3.4.1Importance of Career-Development34 3.4.2Benefits of the Career-Development Programme36 3.4.3Hall`s Model of Sub-Identity Development36 3.4.4Three different Perspectives of Career-Development37 3.5Connection of Recruitment, Trainee-Programme and Career-Development39 4.INTERNATIONAL DIFFERENCES43 4.1Italy43 4.1.1Educational System43 4.1.2Business Environment44 4.1.1Banca Popolare di Novara45 4.2Germany46 4.2.1Educational System46 4.2.2Business Environment47 4.2.3Bayerische Landesbank (BLB)47 4.3Sweden48 4.3.1Educational System48 4.3.2Business Environment49 4.3.3Asea Brown Boveri Ltd. (ABB)50 5.EMPIRICAL DATA52 5.1Italy - Banca Popolare di Novara (BPN)52 5.2Germany - Bayerische Landesbank (BLB)55 5.3Sweden - Asea Brown Boveri Ltd. (ABB)58 5.4Summary of Interviews61 6.ANALYSIS64 6.1Recruitment64 6.2Trainee-Programme66 6.3Career-Development75 6.4Integration into the Working World in Italy, Germany and Sweden77 6.5Comparison80 7.CONCLUSIONS82 7.1Findings regarding Integration into the Working World82 7.2Reflections84 7.3Suggestions for further Research85 REFERENCES IAPPENDIX BUSINESS & ECONOMICS / Human Resources & Personnel Management, Diplomica Verlag<

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How do trainee-programmes build the bridge to integrate graduates into the working world? - A multiple case study done in Germany, Italy and Sweden - Melanie Fliedner

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Melanie Fliedner:
How do trainee-programmes build the bridge to integrate graduates into the working world? - A multiple case study done in Germany, Italy and Sweden - new book

ISBN: 3832479910

Pappbilderbuch, [EAN: 9783832479916], Diplomica, Diplomica, Book, [PU: Diplomica], Diplomica, 54071011, Genres, 60447011, Architektur, Technik & Ingenieurswesen, 66034011, Belletristik, 5… More...

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How do trainee-programmes build the bridge to integrate graduates into the working world? - A multiple case study done in Germany, Italy and Sweden - Melanie Fliedner

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How do trainee-programmes build the bridge to integrate graduates into the working world? - First edition

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A multiple case study done in Germany, Italy and Sweden, [ED: 1], Auflage, eBook Download (PDF), eBooks, [PU: diplom.de]

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How do trainee-programmes build the bridge to integrate graduates into the working world? - Melanie Fliedner

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Melanie Fliedner:

How do trainee-programmes build the bridge to integrate graduates into the working world? - new book

ISBN: 9783832479916

A multiple case study done in Germany, Italy and Sweden Inhaltsangabe:Abstract: Keywords in contemporary Human Resource Management are teamwork, leadership, motivation, reward-systems etc… More...

A multiple case study done in Germany, Italy and Sweden Inhaltsangabe:Abstract: Keywords in contemporary Human Resource Management are teamwork, leadership, motivation, reward-systems etc. in order to add value to the company and to improve the companies¿ activities according to the organisational structure. For us raised the question how Human Resource is going to add value in earlier stages of an employee¿s development: recruiting and training pay special attention to the period of the entrance of employees into the company. This first period of integration into the working world has to be discovered carefully especially for graduates: the first working time is important for them, in order to bridge the gap between the theoretical and practical knowledge, when they come from university. It also has a huge impact on social issues. We recognised the integration into the working world as a process consisting of three major steps: - recruitment ¿ recruitment and selection attract and find the most qualified and suitable people, which is the first step to organisational effectiveness. - trainee-programme ¿ gaining skills, knowledge and attitudes in order to improve organisational performance. - career-development ¿ planned process of an employee¿s position and the way to go there in a certain period of time in order to increase his/her personal job performance and thus to increase organisational performance. These three steps were guidance for our theoretical framework where we introduced used concepts, methods and tools and explained how they are interrelated and build around trainee-programmes in order to integrate graduates into the working world. Regarding the training of graduates, the importance of social issues in terms of the creation of a comfortable environment was shown. Special emphasise is herebygiven to communication between the different parties involved. Since the empirical data-collection and the resulting processes have been evaluated, a focus is laid on the trainee-programmes, because the graduate is already a participant in the company. The data were collected in three financial institutions in Italy, Germany and Sweden. It was conducted with the use of focused interview, in order to get information regarding the different dimensions of trainee-programmes on the perspective of the company and the trainees. At once the empirical data had been collected. The analysis was carried out by matching the found empirical data with the theoretical framework to point out the different approaches to trainee-programmes and the integration in the three countries. We noticed a general correspondence between the theoretical framework and the empirical data out of the interviews in the companies. The structure of the theory-chapter was guidance for the analysis before we discussed the integration in each country with a resulting comparison. Our findings were added by arguments about the individual countries we introduced in the chapter about international differences. We recognised three different approaches to trainee-programmes referring to the countries. The three approaches are characterised by a combination of different needs, requirements and purposes of the trainee-programmes in the countries with different effort and initiation by the companies. The Italian trainee-programme is characterised by a successive integration based on the companies¿ values, culture and way of doing business. The German trainee-programme integrates the trainees by providing different kinds of network what makes them feeling involved and presents several possibilities to develop inside the company. The Swedish trainee-programme integrates through offered international and thus overall insights. Inhaltsverzeichnis:Table of Contents: 1.INTRODUCTION1 1.1Background1 1.2Problemising3 1.3Objectives5 1.4Limitations6 1.5Theoretical and Practical Relevance of Studies7 2.METHODOLOGY8 2.1Research Journey8 2.2Research Approach9 2.3Pre-understanding9 2.4Research Method - Case Study11 2.5Access13 2.6Data-Collection13 2.6.1Theoretical Data-Collection13 2.6.2Empirical Data-Collection14 2.7Scientific Credibility16 3.THEORY18 3.1Human Resource18 3.2Recruitment and Selection21 3.2.1Job Analysis22 3.2.2Selection Methods22 3.2.3Social dynamic Relationships in Interview-Situations25 3.2.4International Dimensions of Recruitment and Selection26 3.3Trainee-Programme27 3.3.1Importance of Training27 3.3.2A Systematic Approach to Training28 3.3.3Training of Graduates30 3.4Career-Development34 3.4.1Importance of Career-Development34 3.4.2Benefits of the Career-Development Programme36 3.4.3Hall`s Model of Sub-Identity Development36 3.4.4Three different Perspectives of Career-Development37 3.5Connection of Recruitment, Trainee-Programme and Career-Development39 4.INTERNATIONAL DIFFERENCES43 4.1Italy43 4.1.1Educational System43 4.1.2Business Environment44 4.1.1Banca Popolare di Novara45 4.2Germany46 4.2.1Educational System46 4.2.2Business Environment47 4.2.3Bayerische Landesbank (BLB)47 4.3Sweden48 4.3.1Educational System48 4.3.2Business Environment49 4.3.3Asea Brown Boveri Ltd. (ABB)50 5.EMPIRICAL DATA52 5.1Italy - Banca Popolare di Novara (BPN)52 5.2Germany - Bayerische Landesbank (BLB)55 5.3Sweden - Asea Brown Boveri Ltd. (ABB)58 5.4Summary of Interviews61 6.ANALYSIS64 6.1Recruitment64 6.2Trainee-Programme66 6.3Career-Development75 6.4Integration into the Working World in Italy, Germany and Sweden77 6.5Comparison80 7.CONCLUSIONS82 7.1Findings regarding Integration into the Working World82 7.2Reflections84 7.3Suggestions for further Research85 REFERENCES IAPPENDIX How do trainee-programmes build the bridge to integrate graduates into the working world?: Inhaltsangabe:Abstract: Keywords in contemporary Human Resource Management are teamwork, leadership, motivation, reward-systems etc. in order to add value to the company and to improve the companies¿ activities according to the organisational structure. For us raised the question how Human Resource is going to add value in earlier stages of an employee¿s development: recruiting and training pay special attention to the period of the entrance of employees into the company. This first period of integration into the working world has to be discovered carefully especially for graduates: the first working time is important for them, in order to bridge the gap between the theoretical and practical knowledge, when they come from university. It also has a huge impact on social issues. We recognised the integration into the working world as a process consisting of three major steps: - recruitment ¿ recruitment and selection attract and find the most qualified and suitable people, which is the first step to organisational effectiveness. - trainee-programme ¿ gaining skills, knowledge and attitudes in order to improve organisational performance. - career-development ¿ planned process of an employee¿s position and the way to go there in a certain period of time in order to increase his/her personal job performance and thus to increase organisational performance. These three steps were guidance for our theoretical framework where we introduced used concepts, methods and tools and explained how they are interrelated and build around trainee-programmes in order to integrate graduates into the working world. Regarding the training of graduates, the importance of social issues in terms of the creation of a comfortable environment was shown. Special emphasise is herebygiven to communication between the different parties involved. Since the empirical data-collection and the resulting processes have been evaluated, a focus is laid on the trainee-programmes, because the graduate is already a participant in the company. The data were collected in three financial institutions in Italy, Germany and Sweden. It was conducted with the use of focused interview, in order to get information regarding the different dimensions of trainee-programmes on the perspective of the company and the trainees. At once the empirical data had been collected. The analysis was carried out by matching the found empirical data with the theoretical framework to point out the different approaches to trainee-programmes and the integration in the three countries. We noticed a general correspondence between the theoretical framework and the empirical data out of the interviews in the companies. The structure of the theory-chapter was guidance for the analysis before we discussed the integration in each country with a resulting comparison. Our findings were added by arguments about the individual countries we introduced in the chapter about international differences. We recognised three different approaches to trainee-programmes referring to the countries. The three approaches are characterised by a combination of different needs, requirements and purposes of the trainee-programmes in the countries with different effort and initiation by the companies. The Italian trainee-programme is characterised by a successive integration based on the companies¿ values, culture and way of doing business. The German trainee-programme integrates the trainees by providing different kinds of network what makes them feeling involved and presents several possibilities to develop inside the company. The Swedish trainee-programme integrates through offered international and thus overall insights. Inhaltsverzeichnis:Table of Contents: 1.INTRODUCTION1 1.1Background1 1.2Problemising3 1.3Objectives5 1.4Limitations6 1.5Theoretical and Practical Relevance of Studies7 2.METHODOLOGY8 2.1Research Journey8 2.2Research Approach9 2.3Pre-understanding9 2.4Research Method - Case Study11 2.5Access13 2.6Data-Collection13 2.6.1Theoretical Data-Collection13 2.6.2Empirical Data-Collection14 2.7Scientific Credibility16 3.THEORY18 3.1Human Resource18 3.2Recruitment and Selection21 3.2.1Job Analysis22 3.2.2Selection Methods22 3.2.3Social dynamic Relationships in Interview-Situations25 3.2.4International Dimensions of Recruitment and Selection26 3.3Trainee-Programme27 3.3.1Importance of Training27 3.3.2A Systematic Approach to Training28 3.3.3Training of Graduates30 3.4Career-Development34 3.4.1Importance of Career-Development34 3.4.2Benefits of the Career-Development Programme36 3.4.3Hall`s Model of Sub-Identity Development36 3.4.4Three different Perspectives of Career-Development37 3.5Connection of Recruitment, Trainee-Programme and Career-Development39 4.INTERNATIONAL DIFFERENCES43 4.1Italy43 4.1.1Educational System43 4.1.2Business Environment44 4.1.1Banca Popolare di Novara45 4.2Germany46 4.2.1Educational System46 4.2.2Business Environment47 4.2.3Bayerische Landesbank (BLB)47 4.3Sweden48 4.3.1Educational System48 4.3.2Business Environment49 4.3.3Asea Brown Boveri Ltd. (ABB)50 5.EMPIRICAL DATA52 5.1Italy - Banca Popolare di Novara (BPN)52 5.2Germany - Bayerische Landesbank (BLB)55 5.3Sweden - Asea Brown Boveri Ltd. (ABB)58 5.4Summary of Interviews61 6.ANALYSIS64 6.1Recruitment64 6.2Trainee-Programme66 6.3Career-Development75 6.4Integration into the Working World in Italy, Germany and Sweden77 6.5Comparison80 7.CONCLUSIONS82 7.1Findings regarding Integration into the Working World82 7.2Reflections84 7.3Suggestions for further Research85 REFERENCES IAPPENDIX BUSINESS & ECONOMICS / Human Resources & Personnel Management, Diplomica Verlag<

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How do trainee-programmes build the bridge to integrate graduates into the working world? - First edition

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How do trainee-programmes build the bridge to integrate graduates into the working world? - A multiple case study done in Germany, Italy and Sweden

Author:	Fliedner, Melanie
Title:	How do trainee-programmes build the bridge to integrate graduates into the working world? - A multiple case study done in Germany, Italy and Sweden
ISBN:	3832479910

Details of the book - How do trainee-programmes build the bridge to integrate graduates into the working world? - A multiple case study done in Germany, Italy and Sweden

EAN (ISBN-13): 9783832479916
ISBN (ISBN-10): 3832479910
Publishing year: 2004
Publisher: diplom.de
Language: ger

Book in our database since 2007-02-12T22:50:08+00:00 (London)
Detail page last modified on 2016-03-16T00:14:46+00:00 (London)
ISBN/EAN: 3832479910

ISBN - alternate spelling:
3-8324-7991-0, 978-3-8324-7991-6
Alternate spelling and related search-keywords:
Book author: fliedner
Book title: trainee programme, working world, trainee programm, sweden, world build

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