The Swedish Armed Forces are in the middle of a crisis when 30% of professional officers retire in the next few years. It is difficult to recruit and retain personnel with the required skills and experience for Military Region Groups within the Home Guard Combat Force. The prupose of this study is to deepen the author´s understanding of what attracts professional officers to apply for employment in a military region group, and what is required to retain them. The study is based on a hermeneutic paradigm with an inductive approach and qualitative method. The method included four workshops with personell within and outside military regions and four interviews with representatives from the HR function in the Armed Forces. The result is reported as Grounded Theory. The results revealed four themes: instrinsic motivation, extrinsic motivation, the conditions of the organization and the mission, and working relationships that highlight what attracts and retain professional officers in a military region group. The study describes four conclusions:

1. Professional officers fromn all three generations in the study are attracted to meaningful work tasks. Certain nuances between the generations´motivational factors occur and need to be taken into account in recrutiment,
2. Professional officers from all three generations in the study cite both internal and external motivational factors as reasons for staying. Intrinsic motivation inludes geographical location and family siutation, extrinsic motivation inludes relevant salary development,
3. The Home Guard Combat Force lacks a functioning personell supply system and cannot ensure that the vacancies within each military region are filled to a sufficient extent, 
4. The Home Guard Combat Force needs to work more activelu with internal marketing within the Swedish Armed Forces.