HR-transformation at the Swedish authority Försäkringskassan

Background: Human resource transformation is a fairly new trend in the business environment and it is an influence originating in the US from scientist Dave Ulrich (Bass, Bernard & Riggio 2008). Questions to investigate: How can such a transformation be prepared, what will it look like, and more importantly, what are the outcomes, changes and consequences after an implemented HR-transformation? The last question is main research question of this thesis with Försäkringskassan as a case organization. The purpose is to investigate what consequences and changes could follow an implemented HR-transformation and it may be of practical value for organizations that are planning to implement an HR-transformation. Research design: Investigations was done through three interviews at Försäkringskassan and through secondary data collection from the investigator Statskontoret. Empirical part: The HR at Försäkringskassan needed to be improved; communication, academic education and unified were some areas of focus for the HR-transformation. Analyzing: The reason why Försäkringskassan transformed their HR could be because thei