Measures that Small and Medium Enterprises (SMEs) have to carry out to attract new graduates to stay in Dalarna

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Measures that Small and Medium Enterprises (SMEs)
have to carry out to attract new graduates to
stay in Dalarna
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The Region of Dalarna

• Population of Dalarna almost 275,600 and same
  size as Belgium.
• Dalarna has the eldest workforce
• Dalarna has remarkable opportunities for people
  in many varieties . Including nursing staff,
  engineers, economists, sales staff and many more.
  

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Dalarnas Labor market
Stockholm County has lowest percentage of people
entering retirement, 26 March 2010, Statistics
Sweden, http//www.scb.se/Pages/PressRelease____29
0905.aspx, accessed 7 May 2012
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Purpose

• The purpose is to find out, suggest methods that
  SMEs in Region of Dalarna can undertake to
  attract the graduates students.
• How can the SME companies in Dalarna increase
  awareness of their existence.

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Research Questions

• How can SMEs attract newly graduate students?
  What measure do they undertake to achieve this
  attraction?
• How the SMEs can act in order to increase the
  awareness of their existence?

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Research Method Strategy

• Data collected is primary data. Data which is not
  collected before by conducting a survey as our
  research strategy.
• We avoided including a great deal insignificant
  data. Instead concentrated and conducted a survey
  which included a deep insight and detailed
  questions.

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Theory

• Human resource planning (HRP) Model.
• Obtaining the right people especially the
  employees as well as coaches in the right place
  and time .
• HRP attempt to predict future business,
  environmental demands, needs of the organization
  and to provide competent people to carry out the
  business needs and gratify the demands.

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• Supply Analysis
• Workforce analysis and trends
• Employees knowledge, skill, abilities
• Workforce demographics
• current workforce analysis

•  
•  
• Gap Analysis
• Comparison with current workforce skills with
  future needs
• Analysis of how workforce demographic will change
• Identification of areas in which management
  action will be needed to reach workforce
  objectives

• Solution Analysis
• Planning workforce transition
• Employee development and re training
• Changing in staffing patterns
•  

• Demand Analysis
• Workforce knowledge, skills, abilities to meet
  projected needs
• Staffing patterns
• Anticipated programs and workload changes
•  
•  

• Human Resource Planning Model

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Suggested methods form worldwide cases

• Global recruitment strategy in India
• Recruiting from abroad in Europe
• Agencies and informal networks of employment

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Empirical Data collection

• Interview with 3 companies in Daralrna region.
• Companies based on how much their professions has
  interactions with recruiting human resources.
• We focused on the consulting companies

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Limitations

• The main hindrance they are not thinking globally
  their perspectives are more regionally.
• Companies are limiting their chances and options
  when it comes to finding suitable workforce.
  their insistence of an employee who can fluently
  talk the Swedish language.
• This is what is meant that companies in the
  region of Dalarna think Regionally and not
  Globally.

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Conclusion

• Think more globally and give more chance to new
  high energized international students to work
  with them.
• It is a win- win strategy, on the side of the
  students they find job stay in Sweden.
• Companies take advantage to experience work with
  new multinational environments because of
  inevitable penetration of global market to each
  region and state.

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Thank you for Listening Done By Mai Fouda
Oldooz Aroush