Shifting strategies

The employers’ strategy towards HR departments is this year different than last year. The HR departments are very involved in cost reduction (especially with comp & ben policies in order not to spend more money that actually market of HR policies requires.


LEONARD RIZOIU

LEONARD RIZOIU

BARNETT MCCALL RECRUITMENT SRL

 

Polyvalence
All possibilities are taken in consideration, polyvalence was a word very often heard in career comities of high potential individuals, developing abilities for the actual employees rather than recruiting new employees. 
 
 
Retention
In big corporation, retention is still a strategy used by hr departments. Employees already trained and having key position in the companies are hard to convinced to change the employer. Small companies are usually more cost-effective and the quality / price report is usually the most important factor taken in consideration.
 
 
Talent finding 
Talents acquisition and more talent retention was on every HR Manager agenda on 2013 and for this year is still a hot issue. Comp & ben politics and incentives strategies develop in the latest years and now we are talking about comp restructuring, comp architecture & drive comp initiatives. In terms of budgeting, we are not speaking anymore about big growth but more about risk taking decisions.
 
 
Temporary staffing
Pros for temporary staffing: flexibility, cost-effective; cons differentiation between internal employees and providers (temporary staffing). Temporary is most effective for companies who has low volume visibility, companies where there are seasonality issues, etc.
 
 
Valuing education 
Professional education: we are using now economy to school system rather than using school to what economy needs. We are not finding specialized blue collar on the market anymore and that makes the companies to hire un-skilled people and to qualified by internal courses, but the cost is reflecting the low level of salary.  Also, companies who have initiative to hire in those periods of time should receive more support from fiscal / legislative system in order to encourage the rate of developing new business and to extend their actual business here in Romania.
 
 
A code for work 
The Labor Code is a dynamic even organic instrument, his changes are because of what the companies needs and the professional association make lobby to Labor Minister. Flexibility should be the more present in our legislative system.
Forecast unemployment rate in Romania is not more than 7.4% which is positive; European forecast for unemployment is around 11,2%. Lowest unemployment countries are Austria, Luxembourg, Netherlands and at the opposite is Greece and Spain.

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