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Exploring the perceptions of the HR personnel and implications in terms of the 2013-2014 Decentralization Strategy

Emtö, Anna LU and Borg, Alice LU (2017) BUSN49 20171
Department of Business Administration
Abstract
This research was requested by one of the divisional HR departments´of Region Skåne. The research explores the HR personnels’ perception of the organizational structure, in comparison with the aims of the geographical decentralization strategy, Healthcare Skåne 2.0, which was implemented in 2013-2014. Furthermore, it evaluates and analyses the grander implications of being a geographically decentralized HR department. According to Joan van Aken et al. (2012) qualitative research methods are preferable when studying an organization, as it acts as a mean to understand and interpret underlying assumptions and experiences within a group of individuals. This is a qualitative research study, thus the empirical data results were collected through... (More)
This research was requested by one of the divisional HR departments´of Region Skåne. The research explores the HR personnels’ perception of the organizational structure, in comparison with the aims of the geographical decentralization strategy, Healthcare Skåne 2.0, which was implemented in 2013-2014. Furthermore, it evaluates and analyses the grander implications of being a geographically decentralized HR department. According to Joan van Aken et al. (2012) qualitative research methods are preferable when studying an organization, as it acts as a mean to understand and interpret underlying assumptions and experiences within a group of individuals. This is a qualitative research study, thus the empirical data results were collected through primary data; interviews, and secondary data; documents. The theoretical frameworks, which our research draws upon, are the concepts of Organizational Structure, Organizational Identity and Identification. The literature on Organizational Structure was the foundation used for our research process and interviews. The frameworks regarding Organizational Identity and Identification were used for the analysis in terms of examining the grander implications of the strategy. In conclusion, our findings indicated that the aims of Healthcare Skåne 2.0 strategy did partly correlate with the perceptions of the HR personnel across professional roles. Secondly, our findings also illustrated a correlation between geographical decentralization in terms of how the HR personnel identified differently within the organization. (Less)
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author
Emtö, Anna LU and Borg, Alice LU
supervisor
organization
course
BUSN49 20171
year
type
H1 - Master's Degree (One Year)
subject
keywords
Human Resources, Organizational Structure, Geographical Decentralization, ‘belongingness’, Organizational Identity, Organizational Identification.
language
English
id
8916958
date added to LUP
2017-08-03 09:16:54
date last changed
2017-08-03 09:16:54
@misc{8916958,
  abstract     = {This research was requested by one of the divisional HR departments´of Region Skåne. The research explores the HR personnels’ perception of the organizational structure, in comparison with the aims of the geographical decentralization strategy, Healthcare Skåne 2.0, which was implemented in 2013-2014. Furthermore, it evaluates and analyses the grander implications of being a geographically decentralized HR department. According to Joan van Aken et al. (2012) qualitative research methods are preferable when studying an organization, as it acts as a mean to understand and interpret underlying assumptions and experiences within a group of individuals. This is a qualitative research study, thus the empirical data results were collected through primary data; interviews, and secondary data; documents. The theoretical frameworks, which our research draws upon, are the concepts of Organizational Structure, Organizational Identity and Identification. The literature on Organizational Structure was the foundation used for our research process and interviews. The frameworks regarding Organizational Identity and Identification were used for the analysis in terms of examining the grander implications of the strategy. In conclusion, our findings indicated that the aims of Healthcare Skåne 2.0 strategy did partly correlate with the perceptions of the HR personnel across professional roles. Secondly, our findings also illustrated a correlation between geographical decentralization in terms of how the HR personnel identified differently within the organization.},
  author       = {Emtö, Anna and Borg, Alice},
  keyword      = {Human Resources,Organizational Structure,Geographical Decentralization,‘belongingness’,Organizational Identity,Organizational Identification.},
  language     = {eng},
  note         = {Student Paper},
  title        = {Exploring the perceptions of the HR personnel and implications in terms of the 2013-2014 Decentralization Strategy},
  year         = {2017},
}