A large number of employers in Serbia are already importing labour to fill lower positions. At the same time, automation processes are being implemented that don’t necessarily imply a reduction in the workforce, but rather also the re-educating of the existing workforce for new jobs.
The search for a high-quality workforce has always been topical. The aim of every employer is to find the best candidates on the market, to motivate and retain them. Over the past 20 years, however, a real struggle for talent has been playing out on the global market, and for several reasons. The liberalisation of the world market has led to greater movements of people seeking attractive jobs.
Digitalisation has led to the disappearance of some jobs, but also to the emergence of new positions that didn’t even exist until recently. Furthermore, we have seen an acceleration of business processes and faster cycles of change, which in turn leads to more frequent transformations within organisations. From the perspective of human resources, the departure of people to attractive markets has made it more difficult to find people for a large number of positions, while digitalisation has led to people with completely new knowhow and skills being sought. With competition greater than ever before, people’s costs are also rising year-onyear. Serbia, like all other countries, is not excluded from this global process.
When it comes to the further direction, companies must primarily invest more in their own workforce and follow trends that make them an attractive employer. At MK Group, we strive to secure not only adequate earnings, but also education, training and other benefits for employees, as well as to work continuously to build an organisational culture that supports innovation and growth.
The best way for any employer to handle these challenges is to invest in people, in the broadest sense, and in a culture that supports growth and development
Modern business operations require companies to encourage people to develop, but also to provide them with opportunities to learn continuously and gain new experiences. I will mention that MK Group has, among other things, just implemented its one-year Digital Academy project, and we will continue with this practise in the years ahead. This project has been conceived with the aim of developing talent and improving the knowhow and experience of employees. During the nine months that the Digital Academy lasted, seven of the most talented experts from the MK Group system had an opportunity, through nine modules, to acquaint themselves with the most modern technology in agriculture, to operate drones, but also to improve their agronomic knowledge and managerial skills through training in project management, business processes and financial management.
Viewed on the whole, large migrations of populations are inevitable, which is why a large number of employers in Serbia are already importing labour for lower positions. Although we are just at the beginning, there is every chance that this process will continue and accelerate. In parallel with that, automation processes are being implemented that don’t necessarily imply a reduction in the workforce, but rather also the re-educating of the existing workforce for new jobs. That’s actually why it’s important to have understanding and to build your own personnel and talented workers.
