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[{"key": "dc.contributor.advisor", "value": "Sajasalo, Pasi", "language": "", "element": "contributor", "qualifier": "advisor", "schema": "dc"}, {"key": "dc.contributor.author", "value": "Sandkvist, Jenni", "language": "", "element": "contributor", "qualifier": "author", "schema": "dc"}, {"key": "dc.contributor.author", "value": "Eklund, Lotta", "language": "", "element": "contributor", "qualifier": "author", "schema": "dc"}, {"key": "dc.date.accessioned", "value": "2018-09-13T10:01:18Z", "language": null, "element": "date", "qualifier": "accessioned", "schema": "dc"}, {"key": "dc.date.available", "value": "2018-09-13T10:01:18Z", "language": null, "element": "date", "qualifier": "available", "schema": "dc"}, {"key": "dc.date.issued", "value": "2018", "language": "", "element": "date", "qualifier": "issued", "schema": "dc"}, {"key": "dc.identifier.uri", "value": "https://jyx.jyu.fi/handle/123456789/59515", "language": null, "element": "identifier", "qualifier": "uri", "schema": "dc"}, {"key": "dc.description.abstract", "value": "Digitalisaatio tulee muokkamaan pysyv\u00e4sti ty\u00f6el\u00e4m\u00e4\u00e4mme. Henkil\u00f6st\u00f6johtamisella voidaan varautua muutoksesta selviytymiseen. Henkil\u00f6st\u00f6johtamisella turvataan organisaatiossa henkil\u00f6st\u00f6n osaaminen, motivaatio sek\u00e4 ty\u00f6hyvinvointi. \nT\u00e4ss\u00e4 tutkimuksessa tutkimusteht\u00e4v\u00e4n\u00e4 on tutkia, miten osaamisen uudistamisella voidaan tukea muutokseen varautumista. Tarkastelemme digitalisaation tuomia muutoksia ty\u00f6el\u00e4m\u00e4ss\u00e4, millaisia osaamistarpeita n\u00e4m\u00e4 muutokset aiheuttavat sek\u00e4 miten kohdeorganisaatiossa pyrkii vastaamaan tulevaisuuden osaamistarpeisiin. Tutkimus toteutettiin laadullisena tutkimuksena. Kohdeorganisaationa toimi suuri suomalainen pankkiorganisaatio. Tutkimuksen analyysiss\u00e4 on k\u00e4ytetty teoriaohjaavaa analyysia eli tutkimusta on ohjannut teoreettinen viitekehys. \nKohdeorganisaatiosta tunnistettiin digitalisaation tuomia muutoksia yleisesti, henkil\u00f6st\u00f6ty\u00f6n tasolla ja lis\u00e4ksi strategisella tasolla. Tunnistimme tulevaisuuden HR-ty\u00f6n muuttuvan liiketoimintakeskeisemp\u00e4\u00e4n sek\u00e4 strategisempaan suuntaan. Tulevaisuuden osaamisvaatimuksista l\u00f6ysimme nelj\u00e4 kriittist\u00e4 metaosaamista: laaja-alainen osaaminen, digiosaaminen, asiakasymm\u00e4rrys ja innovatiivisuus. Kriittisten metaosaamisien tunnistamisen j\u00e4lkeen l\u00f6ysimme keinoja, joilla kohdeorganisaatiossa osaamista pyrit\u00e4\u00e4n uudistamaan. N\u00e4it\u00e4 keinoja ovat koulutus, sis\u00e4inen ty\u00f6kierto sek\u00e4 uuden osaamisen rekrytointi ulkoa. \nTutkimuksen johtop\u00e4\u00e4t\u00f6ksen\u00e4 voidaan todeta, ett\u00e4 muuttuvaan ty\u00f6el\u00e4m\u00e4\u00e4n suhtaudutaan positiivisesti. Digitalisaatio mahdollistaa uusien asioiden oppimista, mutta samalla se edellytt\u00e4\u00e4 henkil\u00f6st\u00f6n halukkuutta oman osaamisen laajentamiseen. Osaamisen uudistaminen ei ole tulevaisuudessa pelk\u00e4st\u00e4\u00e4n ylimm\u00e4n johdon vastuulla, vaan siihen osallistuvat kaikki organisaation ty\u00f6ntekij\u00e4t. Tulevaisuuden henkil\u00f6st\u00f6ammattilaisilta vaaditaan liiketoimintaorientoituneisuutta sek\u00e4 ymm\u00e4rryst\u00e4 strategisuuden t\u00e4rkeydest\u00e4. Rekrytointiosaaminen korostuu, sill\u00e4 halutaan l\u00f6yt\u00e4\u00e4 ja houkutella parhaat tulevaisuuden osaajat organisaatioon. T\u00e4h\u00e4n liittyen my\u00f6s ty\u00f6antajamielikuvan luomisesta tulee iso osa organisaation rekrytointiprosessia.", "language": "fi", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Submitted by Riitta Pitk\u00e4nen (rpitkane@jyu.fi) on 2018-09-13T10:01:18Z\nNo. of bitstreams: 0", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Made available in DSpace on 2018-09-13T10:01:18Z (GMT). No. of bitstreams: 0\n Previous issue date: 2018", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.format.extent", "value": "97", "language": "", "element": "format", "qualifier": "extent", "schema": "dc"}, {"key": "dc.format.mimetype", "value": "application/pdf", "language": null, "element": "format", "qualifier": "mimetype", "schema": "dc"}, {"key": "dc.language.iso", "value": "fin", "language": null, "element": "language", "qualifier": "iso", "schema": "dc"}, {"key": "dc.rights", "value": "In Copyright", "language": "en", "element": "rights", "qualifier": null, "schema": "dc"}, {"key": "dc.subject.other", "value": "strateginen henkil\u00f6st\u00f6johtaminen", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.title", "value": "Muutokseen varautuminen henkil\u00f6st\u00f6n kehitt\u00e4misen ja rekrytoinnin avulla", "language": "", "element": "title", "qualifier": null, "schema": "dc"}, {"key": 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