– Companies are increasingly focusing on turning towards solutions that contribute to the efficiency of operations, in some cases through the digitisation and even virtualisation of jobs. At the same time, when looking for new staff, employers emphasise the need and significance of hiring talented, technologically literate candidates who will be open to adapt to changes, focused on achieving goals and ready to constantly improve their knowledge and skills. What we have also recognised during our collaboration with companies, regardless of the industry in which they operate, apart from the need for speed and agility in recruitment processes, is a growing need for organisations to introduce simple and easily accessible HR platforms. As partners within the framework of Staff Leasing services, we have enabled our clients to do this through the online Human Resources Management System, available equally to both employees and our clients, with the aim to further improve the link between an organisation and employees. It has been shown that organisations with digital networking tools and advanced digital platforms recognise improvements in the actual engaging of employees.
It has been shown that organisations with digital networking tools and advanced digital platforms recognise improvements in the actual engaging of employees
Elsewhere in the world, but also in some of our companies, the HR domain has advanced significantly (with the Chief Human Resources Officer, CHRO), which implies the inclusion of HR in companies’ long-term strategic planning. What are your experiences in this segment?
– Human resource management, as well as the hiring, development and retention of talented individuals, are recognised as one of the key factors for the successful operating of every company, regardless of its specific area of business. Talent, as an undeniable differentiator and a significant driver of operations, is accompanied by the challenge of “combined generations of employees” which companies face, as well as the necessity to merge previous generations of employees with younger candidates who have advanced technological knowhow. It has been shown that organisations that have tools for digital networking and advanced digital platforms recognise improvements in the actual engaging of employees. Our many years of experience in providing support to companies in the processes of designing and implementing strategic human resources projects show that there are different ways in which organisations can plan their digital transformation process. In order to enable our partners to achieve comparative advantages in times of dynamic market changes, we provide them with a pillar of support in creating solutions in the area of human resources, as well as in plans for investing resources, depending on the needs of the organisation.
Human resource management, as well as the hiring, development and retention of talented individuals, are recognised as one of the key factors for the successful operating of every company
As a consulting firm, you certainly have insight into employee training systems. How much companies invest in employees in order to turn them into precisely the kind of staff they need, and what is more important to companies: formal levels of education or the results an employee achieves?
– In the relationship between the “strength” of formal education and the results an employee achieves, there is no clear winner. Knowledge acquired through formal education is certainly important for all generations of employees, and especially for young people, as their entrance ticket to a very competitive labour market. Simultaneously, the experience gained through work and the ultimate results that are achieved can often be a decisive factor in further career advancement. I also wouldn’t overlook the fact that the imperative today is constant education; the education process today doesn’t end with graduation.
CityScope primarily seeks highly skilled professionals for the needs of its clients. Are there enough of them?
– Companies operating on the Serbian market are increasingly recognising the strategic significance of human capital and the opportunities offered by developing talent within organisations and, accordingly, they are also investing increasingly in their employees and the further development of teams, in order to develop the kind of resources they need. Furthermore, new technologies and the digital transformation of companies provide alternative ways of teaching employees within the organisation, such as e-learning training and learning based on video material, which is more effective not only because of the ease of creating content, but also because of the availability of different contents for employees. E-learning platforms, as a trend that is only just begining on the Serbian market, and which employees can access anytime and anywhere, connecting and collaborating on the basis of shared goals, represent an example of how the digitising of human resources management tools can enable companies to further connect employees and increase their engagement through new ways of working, developing and growing.