BOGDAN FLOREA

 | 

TRENKWALDER SRL

  |  31.03.2013

The expectation game

Companies maintain their HR budgets to previous years’ level and there isn’t any different in the strategic positioning of Human Resources within the great multifunctional companies compared to the last years. The single differences usually are that in 2013 Human Resources departments will spend their budgets mostly in the second part of the year in order to see if there is financial instability.


Bogdan Florea

BOGDAN FLOREA

TRENKWALDER SRL

 

All companies try to retain their employees and this is a good and successful policy because performance will always bring profit rather than the decreased costs with the personnel. According to the type of business and the niche positions, companies even have strategies and complex budgets to retain their employees. A good example for retention are the employees from IT area.

 

Identifying new talent is a complex process. From our experience, in the last years companies started using extensive tools within their recruiting process in indentifying the talents such as assessment center and complex programs of evaluation.

 

Temporary employment became a solution chosen by great companies and the market is increasing because this brings more predictable costs and ensures flexibility for increases and decreases of the business volume. On the other hand, the model of temporary employment is not used for niche positions or very specialized.

 

This type of employment represents a profitable alternative for companies because of the dynamic and flexible character and not the last because of the adjustment of the internal costs. All the procedures that temporary employment usually involves will be performed by the personnel consultants from Trenkwalder.

 

The employers use this system because of their need to adjust the number of the employees to the working volume generated by the requests, same as the benefit of a lower operational cost. Moreover, the advantages of this system started to be noticed by more and more middle and small companies.

 

The main advantages of a temporary contract compared to direct employment (even on a determined period of time) is flexibility. The current legislation allows to temporary work agencies to extend the temporary contract without mentioning a certain number of extensions – practically, this thing fits perfectly to the company’s need to have personnel even in the conditions in which they don’t have visibility on the order than for a short time. Moreover, there is no obligation to offer to the internal and external employees the same salary rights. These things generate a decreased risk and controlled costs for employers. It is obvious that, due to the increase of economic incertitude, employers will continue to choose temporary employment, which will keep on growing this area of human resources.

 

There are also financial advantages for temporary placement of personnel, which are because of the economic context. The recession has matured the labour market from Romania and the managers can now successfully use temporary personnel. Practically, each company aims to minimize the risk, so that even if they need, they avoid hiring personnel, especially on an undetermined period of time.

 

Companies are looking for specialized people and for some positions such as experienced specialists in IT or experienced specialists in welding, adjusting or CNC are difficult to fill in. The main thing that could bring more value faster is adjusting the educational system in order to be closer to the market’s request and to strengthen the professional schools that would provide specialized workers.

 

The new Labour Code contributed to the liberalization of the labour market, meaning the flexibility of the work relations, especially those referring to the working time, dismissal, using the contracts on a determined period of time and unlocking the employments in many companies and enterprises, where the former labour legislation is extremely protective towards the employees and especially to the unproductive employees.

 

More than that, the new Labour Code offers more flexibility to employees in order to be more adapted to the market and to the business value they have. This also stimulated more recruiting for temporary employees.

 

The first signs of the market show a stable environment, not a decrease compared to the last year. Taking into account this, we don’t expect a major increase in the rate of the unemployment this year.

 

The importance of trainings and team-buildings


In order for training and teambuilding sessions to be really effective, they have to be part of a larger performance management framework. More precisely, given that there are some specific measures of performance (such as measurable KPIs and well-defined competencies) and that the employees’ activity is assessed in a fairly objective manner against these criteria, there will be some clear needs of development at individual and team level which can be addressed through appropriate training and teambuilding sessions.

 

In this regard, there is an increasing number of companies in Romania that approach the people development programs as part of a longer-term and meaningful process, as opposed to punctual, cosmetic events. The Trenkwalder team of trainers and consultants is assisting some of these companies by deploying various training and coaching programs only after a careful analysis of the growth and development priorities via a consistent needs assessment. As such, prior to presenting our customized solutions for validation and approval to the relevant decision-makers at a client company, we gather a broad amount of data through focus-groups and semi-structured interviews with both the future participants and the mentioned decision-makers, and also from the company’s standards of performance and respectively the employees’ achieved level of performance. Consequently, the development programs implemented by Trenkwalder carry a high relevance for the participants’ expected performance and contribute as such both to their results and the company’s achievement of strategic goals.

 

***

Trenkwalder is one of the largest companies of recruitment, selection and staff placement, with 9 subsidiaries placed in Sibiu, Bucharest, Pitesti, Oradea, Timisoara, Cluj, Iasi, Arad, Brasov and 99 consultants and consolidated incomes of 22 millions of euro in 2011 (Trenkwalder and Trenkwalder Sobis). Trenkwalder is member of the Romanian Association of Temporary Work Agency (ARAMT).

 

Trenkwalder provides HR consulting, training and market research. Part of its portfolio: BCR, Raiffeisen Bank, Continental Automotive Systems,  Ambient, Leoni Wiring Systems, Siemens and many other companies in the automotive production field, the electronic components and banking field and even in other vertically economies.

 

Trenkwalder stands in Romania since 2006 through the local company acquisition, Sobis Consult. The company is led by Bogdan Florea, who owns 15% of shares.

 

About Trenkwalder International AG

Trenkwalder International AG is the majority shareholder of Trenkwalder Romania. The company is the market leader in Austria and leader in personnel recruitment in CEE and SEE. Trenkwalder has more than 300 subsidiaries in 19 European countries with an income of over 1 billion euro in 2011 and intermediates recruitment for almost 700,000 persons. Starting 2011, Trenkwalder is member of German Droege Group International AG.

COMMENT ON THIS ARTICLE:

  • Rezky
    15.03.13 ora 22:51
    LxYnBpFNyy

    Taking the ovreivew, this post hits the spot





Load new captcha.