Utveckling av karriär inom en organisation : - Att få medarbetare att stanna

Sammanfattning: Background and problem: The background to this study is the organizations increased difficulty to retain employees in the organization when more and more employees today choose to do their career in several organizations. The problem to keep the employees in the organization leads to several problems where the loss of experience reduces efficiency and increased risks and cost associated with recruitment are some problems that arise. The problem therefore faced for this study is: How can opportunities for career development within an organization created to get employees to stay over time? Purpose and method: The purpose for this study is to describe how organizations can create opportunities for the development of career that gets employees to stay within the same organization and make their career in this organization. The method used for this study is a qualitative approach where data is collected through semi-structured interviews in a case study. Empiricism: The empirical result have shown there are four factors that an organization should overhaul to create an opportunity for the development of a career that gets employees to stay in an organization over time. These four factors are: Internal recruitment, external recruitment, internal mobility and privacy/family. Analysis: The analysis has shown that there are both similarities and differences between this study and the results of earlier studies results. Where these similarities and differences have enabled that the purpose and the problem for this study has been answered. Conclusion: The conclusion of this study has shown the importance of combining a traditional career in which the organization has a long-term perspective of the employee with the modern career in which the employee is controlling the career to get employees to stay in the organization over time. This study is unique in its conclusion because previous studies have been more focused on distinguishing these two career methods. Keywords: Career; Development of careers; Recruitment; Internal Recruitment; Retain Employees