The Search Experience

The Search
Experience
Kilpatrick International Executive Search Newsletter
Mai 2012
Cuprins:

HR Manager of the month

Romania’s Y Generation

Candidatii si specificul cultural in recrutare

Candidate of the month

Info utile

Revista Presei
HR Manager of the month
Atos is an international information technol-
retention of human
ogy services company with annual pro forma
resources,
revenue of Euro 8.5 billion and 74.000
ing
employees in 48 countries. Serving a global
with maximum effi-
client base, it delivers hi-tech transactional
ciency and creating
services, consulting and technology services,
an environment for
systems integration and managed services.
the
In Romania, Atos has 340 employees in
which
three
prosper.
cities
(Bucharest,
Timisoara
and
its
achiev-
objectives
employees
they
in
can
Brasov) and is aiming to grow to be a 1000+
employee company in the next 3 years.
Camelia is a tenacious
professional
In her role as HR Manager, she is always
with
committed to being an HR Business Partner
skills. She has the ability to manage several
who understands the business and what is
different tasks at once and has excellent
needed from HR in order to ensure the
organizational
company
can
continuously
meet
good
leadership
abilities.
and
management
Furthermore,
she
the
has an approachable and compassionate
challenges of its dynamic market place and
nature, the ability to build good working
deliver its promise to clients. As industries,
relationships with and between employees,
she worked in financial services, consultancy
the ability to listen with empathy, respect
and now, in IT services.
people’s confidentiality and to act as a
mediator. She is an optimistic person and
Working in a service company, people are
takes pride in creating a working environ-
the ultimate key to success. Bearing this in
ment which is cheerful.
mind, Camelia’s HR objective for 2012 in
Atos is to create & provide an attractive,
Camelia is a self-taught individual, with a
flexible
continuous
and
market -based
total
desire
to
learn,
she’s
got
compensation program tied to performance
patience and good humor to complement her
and aligned with share-holders interests.
professional skills, and strongly believes in
She strongly believes in the importance, as a
the power to positively influence people
company, to be competitive in
recruiting
and
employees
through
retaining
its
high
quality compensation practices.
Equally
important,
she
views
compensation
practices
means
communicating
for
as
a
company goals and standards of
performance and for motivating
and
rewarding
employees
in
relation to their achievements.
In her previous role, Camelia
successfully
created
and
developed a new HR department
with
the
goal
development,
of
ensuring
motivation
and
around her and to bring out the
Business Experience:
best in the people she touches!
9 years in Human
Resources Management
and 10 years in Office
Management
Camelia loves spending all her
Field of Expertise:
HR policies, Recruiting,
Performance Management, Organizational
Development, HR
Consulting, Employee
Relations, Change
Management, Training,
Teamwork, Budget,
Compensation Structure
Design.
spare time with her 14 year old
son and her husband, enjoys her
friends’ company and does sport.
“I would like to express my
cerest
THANK
YOU
to
sinentire
Kilpatrick team for providing me
excellent and timely services, in
both
perspectives:
as
a
candidate and as a client.”
Camelia Ardelean – HR Manager
– Atos IT Solution & Services
2
Romania’s Y Generation
Following the European trend, the results of
the 2011 population census show that the
young
population
of
Romania
has
been
declining, mostly due to a negative birth rate
and work/study migration.
 Performance-related
payment
reflecting
personal market value;
 Go-getters, very ambitious, ready to go the
extra mile for company’s success;
 Work loyalty as long as it brings new
experiences and challenges – „wanderlust”;
This April, the Romanian HR Club organized
 Diversity and multicultural savvy;
a very interesting debate on behavioral
 Eco-awareness and positive impact on the
differences between three generations (Baby
Boomers, Generation X and Generation Y) at
world;
 Networking by nature – team work is top
their work place. The presentation went from
motivation, to connect and to
the characteristics of each generation to the
 Boss to be readily accessible.
socialize;
way they act at their work place, their
expectations and the way they should each
What these young people naturally expect at
be managed. Mr. Zoltan Buzady, professor at
their workplace is:
the Central European University in Budapest,
had a very interesting presentation.
 Independence;
 Learning and Development;
It has been agreed by all participants that
the Romanian Y Generation (late 80’s 2000’s) has the typical behavior of the global
characteristics of this period (information
source: Central European University Official
 WLB (work life balance) – no sacrifices, no
compromises;
 Multiple
approaches
and
pathways
to
excellence;
 Virtual and electronic relationships.
Study by prof. ZoltanBuzady).
What to sacrifice for a career?
These are the people:
 After entering the job market, 4-5 years
 Born in the internet period and the children
of Google;
 Open
successful career and existence – time for
for
multiple
career
tracks
simultaneously;
 Want
to
be
sacrifices;
 Employers give them big workloads and
consulted,
need
of
independence;
 Flexible work force, use change for own
advantage;
 Loyal to self and close relations, priority to
private life over work life;
 Skill development is constant, proactively
searches;
are invested to build the foundations for a
expect overtimes;
 Characterized by stress and no private life
– but that is „part of the package”;
 When children are born, the price to pay is
too high – new period of holding back;
 Result: implicit, psychological contract of
more immediate returns by employers.
Page 4 >>>
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In conclusion young people in Romania are
A qualitative analyses shows that, regarding
driven and motivated through:
the labor market, most young people, with
no difference between the regions they live
 High expectations of self – they work
faster and better than others;
in, wish to work in order to sustain their
financial independence. They all dream about
 High expectations of employers – they
having a bachelor in a certain field and
want fair and direct managers who are
consider
directly
professional schools limits their employment
engaged
in
the
professional
that
closing
down
special
opportunities. Young people also see their
development;
creative
first job as a source with a decent salary,
challenges and see their colleagues as
meal tickets, phone, office car and after
resources;
hours payment.
 Ongoing learning – they seek out
 Immediate responsibility – they expect an
More details about Romania’s socio-economic
impact since day 1;
 Goal-oriented – they reach for small goals,
deadline and build up ownership of tasks.
and employment environment are available
in
th e
TWI
www.mytalentworks.com
Romani a
Romania
-
country
Sociological studies show that the financial
report, suitable and personalized for the
expectations of young people in Romania are
needs of companies willing to enter the
beyond the economic reality. The major
Romanian market.
difference between
the promises
of the
educational system and what happens within
the labor market are de-motivating factors
for young people and mislead their career.
Laura Cruceru
Practice Specialist & Marketing Officer
Kilpatrick International Executive Search
Bucharest
4
Candidatii si specificul cultural in recrutare
Experienta intr-o companie multinationala
faptul ca nu au absolut nici un fel de
de recrutare vine cu marele avantaj al impli-
problema in a-si comunica pachetul salarial
carii in proiecte internationale. Anul acesta
prezent impreuna cu toate beneficiile sale.
am lucrat in proiecte de recrutare in Romania, Italia, Germania si Olanda fapt ce mi-a
Cand vine vorba de deschiderea fata de
oferit accesul la un mediu international
oportunitatile
extrem de divers si interesant.
undeva la mijloc. Au o oarecare reticenta
fata
de
de
cariera,
recruiteri
mai
romanii
ales
sunt
cand
sunt
Proiectele de recrutare, desi in industrii
abordati in timpul orelor de lucru dar sunt,
diferite, au permis extragerea unor concluzii
in general, interesati de motivul pentru care
extrem de diferite legate de deschiderea
sunt
oamenilor, in general, fata de recruiteri si
candidatii
asemanarile si diferentele dintre candidatii
contactul cu un headhunter si sunt deschisi
din alte tari si noi, romanii.
la discutii, dar discretia reprezinta un factor
sunati.
In
cea
romani
mai
mare
considera
un
parte,
avantaj
foarte important in relatia cu un ei. In ceea
Incepand cu Germania si Olanda, specific
ce priveste asteptarile salariale, acestia au
acestor
care
dezvoltat conceptia conform careia daca
candidatii trateaza consultantii in recrutare.
tari
este
emit o suma aceasta va ramane fixa oricat
In aceste doua tari toti candidatii au refuzat
de mult insista ca sunt deschisi la discutii.
sa discute in timpul orelor de program si
Este aproape o parere generala ca vor fi
pentru fiecare in parte a fost nevoie de
exclusi din procesul de recrutare daca sunt
numeroase telefoane sau e-mail-uri pentru a
peste buget si ca nu va lua nimeni in
putea
In
considerare faptul ca este mai importanta
Germania, mai ales, foarte multi candidati
oportunitatea de cariera sau daca sunt mult
refuza de la bun inceput orice invitatie la o
sub buget nu vor avea nici o surpriza sub
discutie cu privire la o oportunitate de
forma unei oferte mai mari.
ajunge
in
suspiciunea
posesia
unui
cu
CV.
cariera. Insa, marele avantaj al recrutarii in
aceasta tara este faptul ca cei care isi
Este
interesant
de
observat
exprima interesul in a afla mai multe detalii
asemanarile si diferentele dintre candidati
despre oferta noastra se auto-evalueaza
din tari diferite si cum difera perceptia
foarte bine inainte de a oferi un feedback
asupra
legat de dorinta de a continua sau nu
atitudinea
procesul de recrutare.
recrutare probabil cel mai bun candidat
consultantilor
candidatilor
in
care
recrutare.
in
procesele
sunt
Din
de
pentru un headhunter ar fi cel care cunoaste
In Italia, pe de alta parte, situatia este
la fel de multe limbi straine ca un olandez,
complet opusa celei din tarile nordice. Aici,
se auto-evalueaza corect ca un german,
marea majoritate a oamenilor sunt extrem
este extrem de deschis cu privire la intreaga
de deschisi discutiilor despre oportunitati de
sa activitate ca un italian si perceptia relatiei
cariera. Acestia doresc cel putin sa stie ce
cu noi ca un avantaj in dezvoltarea carierei
refuza inainte de a-si exprima dezinteresul
ca un roman.
pentru o pozitie sau alta. Interesant in cazul
italienilor este faptul ca vad prin orice
proces
de
recrutare
o
oportunitate
sa
Andra Campan
relationeze, sa afle detalii despre piata si
Practice Specialist
sunt intotdeauna deschisi sa discute cu
Kilpatrick International Executive Search
persoane noi. Un alt aspect „inedit” este
Bucharest
5
Candidate profile of the month
Personal data:
Name: G.C.
Address: Bucharest, Romania
Motivation:
G. is very motivated by joining a multinational
company with strong values. Her need to find a
new job is given by the moving of the activity of
her current employer in the Czech Republic.
Recommendation:
G. is a dedicated professional, having a steady career and an extensive experience in multiple
areas such as HR, Legal and Business Administration. She holds a cross-functional position,
being responsible of the company’s HR and administration activities, payroll, recruitment,
collective dismissal etc. G. can cover a various pool of positions inside a company and for a
mid-size one even act as an Administrator, having the necessary competencies of overseeing
the performance of an entire company.
Short summary of actual experience:
G. started her career as GM Assistant at a very important company in the real estate
industry, position in which she could use her French knowledge abilities. After one year, she
applied for an HR Director position at a casino. There she took on all the employees’ contracts
and the contracts for expats (over 300 employees). She managed all of payroll and also
handled the recruitment (the casino had a big personnel fluctuation).
Wishing to develop further, G. applied for an HR Analyst position within an important retail
multinational company, where she spent the next 13 years.
Being a good professional, always eager to develop, she was soon promoted as Chief of the
HR & Business Administration Department. At that moment the company had in Romania
multiple working stations with more than 150 employees. The company decided to sell the
stations and only keep the Bucharest office. G. was the one who deal with everything the sale
implied.
In 2002 G was promoted to the HR/Legal/Business Administration senior manager position
and was the legal representative of the company in Romania. Her responsibilities at this point
covered: Recruitment, Staff management, communication and support, Payroll and
administration, HRD and Training, Performance management, HR Legal Compliance/Reporting,
Budgeting, Business - Legal Management and Business Administration.
In 2009 - 2010, G.’s company went through another change, from a limited liability company
status to being a branch office. G. was in charge of the business transfer (regarding
contracts, employees transfer, fiscal changes and implementations).
When the Group decided to have different lines of marketing for their products and had
people responsible for each category, G. was the one who offered them the administrative
support they needed.
G. also implemented global processes. She initiated and was involved in a lot of important
projects for her company: paperless project, cost buster project (which saved the company
substantial amounts of money), The “Kid’s School” project.
*If you would be interested in meeting our candidate please feel free to contact us to set a
meeting.
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Info utile
Accidentul de traseu. Cand poate
considerat accident de munca?
fi
Accidentul de traseu inregistrat ca accident
de munca este in avantajul salariatului
pentru ca face posibila plata concediului
medical pentru incapacitate temporara de
munca in perioada in care salariatul nu poate
munci. Totusi, pentru a fi considerat accident
de munca, accidentul de traseu trebuie sa
indeplineasca mai multe conditii. Mai multe
detalii aici.
Desfiintarea unui post. Ce obligatii are
angajatorul fata de salariat?
unul sau mai multe motive fara legatura cu
persoana acestuia, determina concedierea
reglementata de art. 65 alin. 1 din Codul
muncii. Tocmai pentru ca este exclusa culpa
salariatului ar trebui sa se pastreze pentru
obligatia
de
a-i
unitate. Insa, in 2011, Inalta Curte de
Casatie si Justitie a contrazis aceasta logica.
Mai multe detalii aici.
Concediile
tratament
de
odihna
contabil
neefectuate:
si
fiscal
Legislatia muncii stabileste ca orice salariat
are dreptul, pe langa repausul zilnic si
saptamanal, la un concediu de odihna anual
platit, de minim 20 de zile lucratoare, care
trebuie efectuat integral in fiecare an. Cum
Desfiintarea postului ocupat de salariat, din
angajator
salariatului alte locuri de munca vacante din
propune
se
inregistreaza,
insa,
in
contabilitatea
societatii indemnizatia de concediu datorata
salariatilor care nu au beneficiat de toate
zilele de odihna la care aveau dreptul? Aflam
astazi de la specialistii Accace ce tratament
contabil si fiscal au concediile de odihna
neefectuate. Mai multe detalii aici.
Revista Presei
S-a spart gheaţa tranzacţiilor bancare.
Un fond de investiţii asiatic a cumpărat
Romexterra Bank după ce a fost
„curăţată“
Fondul de investiţii PineBridge, care preluase
pe piaţa locală acum doi ani AIG Fund, a
cumpărat banca locală de talie mică MKB
Romexterra, aflată în proces de rebranding
în Nextebank, într-o tranzacţie evaluată între
20 şi 30 de milioane de euro, conform unor
surse din piaţa bancară. Mai multe detalii
aici.
Alpha Bank said to sell 30% in Eastern
European operations to EBRD
Greek lender Alpha Bank, which is also
present in Romania, is close to agreeing to
sell 30 percent in its east European units to
the European Bank for Reconstruction and
Development (EBRD), according to Real
News, quoted by Bloomberg. More details
here.
Top inedit al salariilor: cat castiga pe
ora angajatii din Romania. Vezi unde se
plateste cel mai bine ora de lucru
Cat conteaza o zi in viata unui om? Dar o
ora? Cum se masoara o ora? Pentru unii, o
ora are o valoare mai mare, pentru altii,
dimpotriva, mai redusa. Mai multe detalii
aici.
Companiile cu peste 1.000 de angajaţi ar
putea fi obligate să raporteze impactul social şi de mediu
Toate companiile europene cu peste 1.000 de
angajaţi ar putea fi obligate, începând de anul
viitor, să raporteze public impactul social şi de
mediu, a declarat, marţi, Dragoş Dehelean, coordonatorul European CSR Lessons - eveniment
ce a adus la Bucureşti companii din 10 ţări. Mai
multe detalii aici.
7
BUCHAREST OFFICE
Kilpatrick Executive Search
Str. Andrei Muresanu 5, ap.3 Bucharest
ROMANIA
TIMISOARA OFFICE
Kilpatrick Executive Search
Str.Alba Iulia, 3 ap. 3 Timisoara
ROMANIA
MILAN OFFICE
Kilpatrick Executive Search
C.so Europa 14, Milan 20122
ITALY
AMSTERDAM OFFICE
Kilpatrick Executive Search
B.V Herengracht 574, Amsterdam 1017 CJ
THE NETHERLANDS
Contact: bucharest@kilpatrick.eu
timisoara@kilpatrick.eu
romania@iesf.com
8