With the management workforce as empirical basis, this thesis analyzes how the managers mobility towards jobs is affected by the demographic development. Further the analysis shows how these findings affects the firms attraction and retention possibilities. This is done with perspectives from Work-life balance, motivational job content, places’ added value and realistic recruitment. From a hermeneutic science theory the empirical base has been conducted by using both quantitative and qualitative methods. The conclusion of the study is that the management workforces mobility not only is determined by the places added value, which is assumed to affect the firms brand. In regard it is found that several elements marks the managers mobility towards job positions. Why different factors either motivates or demotivates the manager to move for a job or to use more time on transportation. On that behalf realistic recruitment is analyzed to be the organizations assistance to help attract and retain the managers in the province, as well as in the big city. As a perspective the study is lifted in an HR point of view, were the HR function evolve the business through collective actions, which is assumed to develop the organization's capabilities and further improve the company's attractiveness and retention of the managers.
|Educations||MSocSc in Human Resource Management, (Graduate Programme) Final Thesis|
|Number of pages||286|