From Slovenian HR Association we send to all member countries our best wishes for a happy and successful New Year 2012
Vanda Pečjak
President
12/23/2011
10/28/2011
How European Smaller Businesses Prepare for Future Success
Smaller businesses are the key to driving Europe’s economic agenda. To catch their competitive edge, smaller businesses have to understand and leverage their talent strengths. They operate with lean and less sophisticated HR systems and carry specific talent risks, e.g. lack of critical mass for in-depth talent approach, limited role and compensation flexibility. On the other hand they offer entrepreneurship and talent opportunities and a strong people/owner culture base.
EAPM will start a survey to make an inventory of smaller businesses views on talent, share successful practices and offer pragmatic advice on how to create business impact.
The ‘green light’ for this initiative was enthousiastically given by the delegates meeting of EAPM in Istanbul end of September.
Our intent is to gather practical insight and also help you support your members / smaller businesses in enhancing their local marketing efforts and footprint. EAPM is delighted to contribute to the smaller business’ talent agenda and therefore serve the majority of your members and probably offer a specific service for the smaller businesses with your members and a target group of potential new members for your association.
With the active support and help of CAPITALENT we will conduct a web-based survey, starting next month. Some additional interviews with business leaders, best conducted by your organizations are part of the approach. A detailed briefing will be sent to you before the end of October 2011.
We are delighted to start this new initiative and strongly recommend your active collaboration and cooperation in all member countries of EAPM.
We expect the presentation and publication of the report and outcome in springtime 2012.
More info is available on www.eapm.org and you can always contact Dr. Phillipp
Zimmermann (philipp.zimmermann@capitalent.de) or Pieter Haen (pieterhaen@duurstedegroep.com), project leaders.
Pieter Haen
Past president EAPM
10/13/2011
Choose manager – not working tasks!
I do not dream about giant innovations. For me it's about small changes in everyday work.
Creating a culture where everyone wants to improve and develop rather than to manage "as it has always been" is my challenge. I face the challenge with humor and encouragement. Clear objectives with regular reconciliation meetings also create a climate of success. Success breeds success! Today's managers face great demands. A militant leadership style such as giving orders without justification is out. A good leader is good at reading and interpreting different types of human beings. Managers with clear views create a healthier workplace than those that are fuzzy in their leadership. I want my employees and managers to enjoy our journey into the future. One of my key tasks as manager is to ensure that my staff also takes the time to enjoy the small successes.
I don’t do it just because I think its fun, no it is based on knowledge and experience. A company that loses all its equipment and machinery, while retaining its employees' knowledge and skills will be back in production relatively quickly. A company that loses its people, while retaining all equipment and machinery, are unlikely to recover. It is the passion and motivation of employees (human and intellectual capital) which are the foundation for success and what separates good from great.
It is said that every successful enterprise requires three persons - a visionary, a businessman and a bastard. So it’s important with different types of competencies within the company - Diversity is a key success factor that to date in many respects not blossomed in full swing! To remain competitive the company requires human capital, where employee motivation, creativity and commitment are crucial. With different skills means different people with different drive and motivation - Diversity!
The story of the fisherman,
A wealthy industrialist is horrified when he sees the fisherman lazy lying beside his boat, smoking a pipe. He asks: "Why are you not out fishing?"
"Because I caught enough fish today," said the fisherman.
The industrial man looks at him. "But why can not you catch more?"
"What should I do with them?" said the fisherman.
"You can make more money,” answers the industrialist directly” "Then you can fix up your boat and buy a better engine, so you can go into deeper waters and catch more fish."
"And with the money you earn you can buy bigger and better network, and once you've earned enough, you can buy a boat, or maybe two. And if you work very hard it can be an entire fleet! And then you become a rich man.” Just like me. "
"Oh yeah," replies the fisherman slowly.” And what do I do then?"
"Then you can really enjoy life," says the industrialist.
"But I do already," replies the fisherman.
Right?! It is important to find out what people really dream about and not to think that everyone dreams about the same things. It is crucial that everyone find their place in life.
It was a long time since the recruitment business was as hot as it is now. In addition, the whole Western Europe faces the challenge that there are more individuals who will be retiring within a 20-year period than those who enter the labor market.
We see a shortage of future workers. Young generations are not only shopping for goods and services anymore, but also employers, working conditions and benefits. Therefore, make sure key people don’t quit, and that they definitely not get stuck under the wrong manager.
The question and the challenge is whether existing employees' skills are being utilized properly and effectively and how we will become our young people's future employers.
How could we ensure that knowledge and skills remain in a company?
We should live up to the promises - or indirect promises – that we gave when recruiting and also have the courage to make demands. Make sure you have fun and don’t forget to celebrate even small successes. That is when we see people shine of confidence and have their performance needs satisfied. Good gets Great!
Kurt-Ove Åhs
Siemens Sweden Human Resources Director
Chairman of the Swedish HR Association
07/06/2011
SLOVENIA NEWS - JULY 2011
In last quater of 2011 there were several acitivities in Slovenian HR association:
1. successfull registration of our new name SLOVENIAN HUMAN RESOURCE ASSOCIATION with all formal documents
2. in mid of April the launch of new website www.skz.si , still in probation status
3. May , 6 and 7, international meeting of HR managers from Italy, Austria, Slovenia and Macedonia at Bled - ALPE ADRIA 2011. The title was "Demograpfic changes and impact on recruitment. More than 60 participants joined.
4. May, 16, - the selection of national winner for European HR award 2011. National winner is mag. Vesna Vodopivec.
5. June, 16 and 17, the big national Slovenian HR conference with the title: "Let,s make the business turning point together". More than 120 participants . The conference was dedicated to 30 years anniversary of SHRA.
6. June 16, celebrating dinner with all participants of the conference and presentation of SHRA awards for excellent work in HR clubs or association: silver plaque to Judita Ledić and Ana Špat, written recognition to Janez Horvat. Witten recognition was given also to authors of EU HR award esseys: mag. Vesna Vodopivec and Katja Novak.
7. June 16- assembly of SHRA. From July 1, for the mandate of 2 years, the association has new executive board:
- president Vanda Pečjak
- members: mag. Vera Aljančič Falež, dr. Andrej Kohont, mag. Mojca Novak, Barbara Luckmann Jagodič.
Best regards
Vanda,president
01/25/2011
01/14/2011
12/09/2010
NEWS FROM SLOVENIA - DECEMBER
HR Association successfully completed traditional 2 days annual event STUDY DAYS with title:
QUO VADIS HR? ARE PEOPLE REALLY THE MOST OFF PRECIOUS VALUE? On the event there were 110 participants.
The basic conslusions of the conferrrence are:
> HR quadriga: knowledge, innovation, productivity and values are key stones for economy and sociaty developement
> HRM is the key function to ensure future developement with special attention to talents, leaders and associates developement and engagement
> It is necessary to change values in the society with positive approach for success not to search for mistakes
> Vision is needed on all levels, leaders must be the role models
> HR function must be excellent in execution, must follow and supprot business needs
> Companies have to develope their organisation and improve all sites of productivity
> To engage all associates we need constructive social dialogue, we need to show day by day good companies, good managers and good HR practice. Good examples must be known in the public more, not only cases with violation
> Ethical and moral standards are important to get and to keep trust of people. Managers and leaders must show the best practice.
We had our regular assembly , where we accepted several changes in our organisation : new name: Slovenian HR Association, new logo, different structure of bodies, financial structure. Such changes have to be approved by local authorities before use them in official documents, We elected for second mandate the president of HR Association, Vanda Pečjak will continue for another mandate.
This year HR Association awarded her members for excellent contribution in HR practice and contribution in HR organistion deelopement. . The golden plaque was granted to dr. Boris Dular, HR director of company KRKA, pharmaceuthical. The second award was given to the Project team for HR Association renewal, lead by dr. Robert Kaše and 12 members. CONGRATULATIONS!
AT THE END I WOULD LIKE TO WISH ALL OF YOU HAPPY AND SUCCESSFULL NEW YEAR 2011 .
Vanda Pečjak, president
11/25/2010
Slovenia - news for November
The mayority of activities in slovenian HR association are dealing with organisation of our traditional study days, whic will take place on November 25 nad 26, 2010. The title is : "Quo vadis HR? Are people really the most off our precious value?". With this topic we want to show trends in the economy and in the society with special focus on the role of people in these processes and treatment they receive in their working enviroment. We will host our president dr. Pieter Haen, who will present the global reasearch to our members. So far we have got cca 70 participants, and they are still coming in.
Quite strong delegation of HR experts from Slovenija took part on Alpe Adria meeting in Trieste on November 12. The leading theme of the event was: "Performance management in the multicultural enviroment". Slovenia presented one case from chemical industry and the case from public sector - University of Ljubljana. On this occasion Slovenian HR Association signed with Macedonian HR Association the MEMORANDUM OF UNDERSTANDING . The common goal is to develope HR methods, systems and exchange the best practices between both countries.
Vanda Pečjak, president
11/05/2010
News from the President
Labour market specialists win Nobel Economics Prize.
Three labour market specialists, including one blocked for a top post at the US Federal Reserve, won the 2010 Nobel Economics Prize for research that has had an impact on employment reforms worldwide.
The Nobel jury said that the work of Peter Diamond and Dale Mortensen of the US and British-Cypriot Christopher Pissarides helped resolve puzzles such as why people remained unemployed despite a large number of job openings.
It lauded the three economists for their analysis of markets with search frictions, which helps explain how unemployment, job vacancies and wages are affected by regulation and economic policy.
The three winners have had a big impact on how policy makers view benefits for the unemployed and what best can be done to get them back into jobs. They show that you can improve the system if unemployment benefits are accompanied by sanctions for those who do not actively look for work as well as by policies that ease the transition back to work, such as training and councelling.
The laureates work helps us to understand why an increase in wages gives an increase in employment, contrary to what might be expected.. In other words, more workers are encouraged to look for work by higher wages.
According to traditional theory, markets should work on their own to ensure that job seekers find available jobs. The Diamond-Mortensen-Pissarides model however, shows that markets do not always function that way and helps explain why unemployment persists and proves stubbornly resistant even when economic circumstances improve.
In a way People Management and our profession are recognized again as one of the cornerstones of economy. We can be proud.
Pieter Haen
President EAPM
