17th Edition Exploring Slovak labour market trends and human resources in the wider EU context 5€ CAREER & EMPLOYMENT GUIDE 2016 GENERAL PARTNER Index of companies and institutions GENERAL PARTNER contents LISTED IN THE CAREER & EMPLOYMENT GUIDE 2016 Career and Employment Guide A Academy of Arts in Banská Bystrica (AU)..................35 Academy of Performing Arts (VŠMU).......................35 Accord Group Ceska..................................................56 F E Eduka ........................................................................39 English International School of Bratislava..................38 EuroPair .....................................................................53 CONTENTS Excellent Training ......................................................39 N, O nebotra consulting .....................................................52 Nezisková organizácia Aptech Europe ........................39 NITSCHNEIDER & PARTNERS ..........................27 Noerr .........................................................................27 Open Management Int. (OMI) .................................37 orecasts paint Slovakia’s economic future in bright colours. The Labour market .................................................................................................4-15 G prime minister and the labour minister boost this F,optimism with P, q General overview of52the labour market in Slovakia............................................... 4 For Business the prospect that as early as this year the unemployment rate Excellence might - FBE .............................39, Pan-European University ...........................................35 Futej & Partners ........................................................27 Wages & labour costs............................................................................................. 9 drop below the 10-percent threshold. Pavol Jozef Šafárik University in Košice (UPJŠ) .........35 G. Lehnert .................................................................27 Stemming brain drain...........................................................................................12 ADECCO Slovakia....................................................54 The labour market has already started reviving after GALILEO the economic Pedersen & Partners ...................................................57 SCHOOL - Kindergarten, Agentúra PRO-STAFF crisis, but that does not..............................................53 mean there are no challenges that employers, Person ..................................................................39, 57 Primary School, High School ....................................38 AGO Europe Who’s Who.....................................................................................................16-22 Personel Efekt ............................................................54 employees, and.............................................................54 the state need to cope with. Most of all, gd the- Team labour market ...................................................................52 ALEKO agency ..........................................................53 Professionals at HR departments ........................................................................16 PETERKA & PARTNERS .......................................27 is again confronted by the paradox of high unemployment and Recruitment the lack of Slovakia ...................................54 Grafton Alexander Dubček University of Trenčín ...................35 Phoenix Quality Services ...........................................54 Job portals.............................................................................................................22 a skilled labour force. Police Academy in Bratislava (Akadémia PZ) ............35 Career Guide 2016 maps the untapped resources inHthe workforce PRK Partners .............................................................27 Hamala Kluch Víglaský .............................................27 Legislation......................................................................................................23-29 that could help respond to that paradox: with targeted education, promotHIC Slovakia .............................................................39 ing mobility and immigration among them. Laws on agency employment change..................................................................23 HR5 Management Whatever government that is formed after the March elections .......................................................52 Foreigners at work................................................................................................24 would be well advised to consider these factors if they want to make the Benefits for employees and employers hiring people in poor regions................25 Amrop - Leaders For economic What´s Next.............................56 www.hrconsulting.sk most of the expected growth in the coming years. FAQ: Working in Slovakia.....................................................................................26 A-OMEGA................................................................52 Proact People Slovensko .............................................53 e-mail: hrc@hrconsulting.sk Law firms in Slovakia............................................................................................27 Arios - human resources .............................................54 Profesia ......................................................................22 tel: + 421 2 62 52 92 31 Michaela Terenzani, Editor-in-chief Arthur Hunt ..............................................................56 Project Outdoor Slovakia ...........................................39 + 421 2 62 80 10 77 AuJob.........................................................................52 HRC Slovakia ............................................................54 Education & training.....................................................................................30-39 PRONETmedia .........................................................22 Hrman .......................................................................52 International of.Bratislava .......................38 Interview: State should listenQSI to pupils and theirSchool parents. ..................................30 B HR-PEOPLE.............................................................54 HRC Slovakia, s.r.o. BRATISLAVA 10 problems of Slovak schools.............................................................................31 BALANCED .............................................................39 Human Dynamic Central & Eastern Europe ............52 KOŠICE Na Hrebienku 32 Dual education on track.......................................................................................32 BALANCED HR ......................................................54 Human Progress Centre .............................................39 R, S, Š TRNAVA 811 02 Bratislava Universities also have to cooperate with companies...........................................33 Bartošík Šváby............................................................27 R. I. Consultancy Services (Slovakia) .........................54 Bc.Milan Staněk ........................................................22 Universities...........................................................................................................35 I RECAGENT .............................................................54 PERSONNEL LEASING ● RECRUITMENT & SELECTION Job fairs in Slovakia...............................................................................................36 INDEX NOSLUŠ .....................................................53 Rödl & Partner Advokáti ...........................................27 SAM Headhunting Slovakia ......................................57 MBA providers......................................................................................................37 School of Management / City University Private schools......................................................................................................38 of Seattle ..............................................................35, 37 Training companies...............................................................................................39 SKLegal .....................................................................27 Blechova Management Consulting ............................56 Slovak University of Agriculture in Nitra ...................35 ISG ............................................................................56 bnt attorneys-at-law ...................................................27 Trends..............................................................................................................40-48 Slovak University of Technology BPP Professional Education .......................................39 Survey: HR requires creativeinapproach. ...............................................................36 Bratislava (STU) ....................................................35 J, k Bratislava Business School Slovakian Manager Academy .....................................37 Slovaks reluctant to commute..............................................................................42 at the University of Economics in Bratislava ..............37 Start People.................................................................53 Labour market remains rather inflexible. ............................................................44 Brilliant Stars Intl. Kindergarten ................................38 SYNERGIE Slovakia .................................................54 The British International School Bratislava ................38 Family business.....................................................................................................46 Štúdio zážitku ............................................................39 Jenewein Group Strategic Brno International Business School ...........................37 Do you master your time?....................................................................................47 Management Consulting ...........................................52 BUSINESS ESSENTIALS ........................................56 Human resources sector highlights .....................................................................48 T JOB ...........................................................................22 C, č Tables & contact details.................................................................................50-58 Who’s Who: Professionals at HR companies.......................................................50 CNA International Publisher: Ján Pallo - Slovakia ....................................56 Human capital consulting firms............................................................................52 KINGFISHER Executive Search .........................52, 57 Comenius University Bratislava (UK)....................35 Editor-in-chief: Michaelain Terenzani Employment agencies...........................................................................................53 TARGET Executive Search Slovakia ..........................57 SLOVENSKO...........................................39, 52 Comenius University in Bratislava, Contributors: Peter Adamovský, Roman Cuprik, Mario Fondati, JiříKNO Halbrštát, Temporary employment agencies........................................................................53 TaylorWessing e/n/w/c advokáti ................................27 KORN/FERRY company ..........................................52 Faculty of Management .............................................37 Jana Liptáková, Radka Minarechová, Michaela Terenzani, Mariana Turanová, Teamconsult SR .........................................................57 Recruitment agencies...........................................................................................54 CONCORDIA Zuzana Vilikovská Agency .............................................53 Technical University in Zvolen (TU ZVO) ...............35 Executive search firms..........................................................................................56 Consilium Consulting ...............................................56 L, M Copy editors: Benjamin Cunningham, Raub Murray, Fredrico Hewitt-Cruz University of Košice (TUKE) ....................35 Consilium Development ...........................................39 Awards & events focusing onTechnical HR ........................................................................58 Libellius .....................................................................52 Cover page: Fotolia Layout: Peter Malatinec Cambridge International School ................................38 Career andinEmployment Guide Catholic University Ružomberok ..........................35 TheXecutives..............................................................57 Constantine the Philosopher University Lugera & Maklér .......................................................54 Sales Alžbeta Strakošová Circulation & sales manager: Jozef Hámorský Timan ........................................................................39 in executive: Nitra (UKF) ..........................................................35 LUTO Automotive ....................................................54 Index.....................................................................................................................59 Trenkwalder ...............................................................56 Table section manager: Radka Minarechová, Alžbeta Strakošová CPL Jobs....................................................................54 MANPOWER SLOVENSKO ..................................53 TRIGON Consulting..........................................52, 56 Printed in: Alfa print, s.r.o. ČECHOVÁ & PARTNERS......................................27 Matej Bel University in Banská Bystrica (UMB)........35 Maxman Consultants ..........................................39, 52 W, Z the following partners: © 2016 or in part without The Slovak SpectatorU,thanks D The Rock, s.r.o. All rights reserved. Any reproduction in whole McROY Group ..........................................................52 Universal Consulting .................................................53 permission is prohibited by the law. The authors of the articles published in this issue, repDEDÁK & Partners ..................................................27 General Partner: Amrop Slovakia University of Cyril & Methodius resented by the publisher, reserve the right to give their approval for reproducing and public Deloitte Legal ............................................................27 Adecco Slovakia; Blechova Management Consulting; BPP International Limited; CNA in Trnava (UCM).......................................................36 transmission of articles marked © The Slovak Spectator/Career and Employment Guide International – Slovakia; ConcordiaUniversity Agency; Consilium Consulting; Dentons CS of Economics in Bratislava (EUEurope BA) .........36 as well as for the public circulation of reproductions of these articles in compliance with University PrešovRecruitment ...................................................36 LLP; Donau Universitaet Krems; G. 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Advertising University of Veterinary Medicine Dentons Europeherein CS LLP Consulting; nebotra cosulting; Noerr; Proact People Slovensko; QSI International School of material contained is the...........................................27 responsibility of the advertiser and is not written or implied and Pharmacy KošiceConsulting; .............................................36 DEVELOR Slovakia ..................................................39 Bratislava; SAM Headhunting Slovakia; Target SK;inTrigon University of New sponsorship, endorsement or investigation of such commercial enterprises or ventures by University of ŽilinaUniverzita (ŽU)...........................................36 DLA PIPER WEISS-TESSBACH Rechtsanwälte .....27 York in Prague; Univerzita Komenského v Bratislave; veterinárskeho lekárstva a The Slovak Spectator or The Rock, s.r.o., Address: The Rock, s.r.o. Lazaretská 12, 811 08 Work Service Slovakia ................................................53 Dr. Pendl & Dr. Piswanger Management farmácie v Košiciach Bratislava. Consulting ...........................................................39, 56 Zoznam .....................................................................22 Menkyna & Partners Management Consulting .........57 359 GENERAL PARTNER labour market Lack of skilled labour main challenge Photo: SME Changes to education necessary to fix high structural unemployment W ith a gradual decline in the unemployment rate and a steady rise of the number of jobs to choose from Slovakia’s labour market experienced a successful year in 2015. But the new situation on the market has underlined the paradox that employers struggle with: despite its gradual decline, the unemployment rate remains high, while employers complain about the shortage of qualified and skilled labour. Companies now pin their hopes on new legislation that introduced elements of dual education. Analysts see the economic development in countries that are Slovakia’s major trading partners as the key factor for the development on the local labour market. Back to the pre-crisis level Branch managers of Grafton Recruitment agree that the year of 2015 was turbulent, with the IT sector expanding and increased demand for workers for the production sector reaching pre-crisis levels. “The labour market experienced a significant revival,” said Michal Batis, Grafton branch manager in Bratislava. Under the influence of new investments and projects, regions reported higher demand for specialists for technical positions, IT, HR, accounting, administrative workers with a good knowledge of languages, and workers to take care of clients - among other fields. “There is a significant lack of IT specialists, especially developers of concrete programming languages, but also technical specialists and qualified manufacturing workers,” Dana Blechová from Unemployment rate by education in 2Q/2015* Bratislava Trnava Trenčín Nitra Žilina B. Bystrica Prešov Košice Region Region Region Region Region Region Region Region 305,500 (100%) 16,900 (100%) 35,500 (100%) 20,200 (100%) 36,200 (100%) 32,700 (100%) 54,100 (100%) 66,000 (100%) 43,900 (100%) Slovakia Unemployed Elementary and without education 62,400 (20.4%) 1,900 (11.2%) 8,500 (23.9%) 700 (3.5%) Secondary without A grade 102,000 (33.4%) 4,500 (26.6%) 13,000 (36.6%) 9,100 (45.0%) 12,700 (35.1%) 12,000 (36.7%) 18,300 (33.8%) 19,500 (29.5%) 12,900 (29.4%) 6,300 (17.4%) 3,700 (11.3%) 11,700 (21.6%) 20,200 (30.6%) 9,300 (21.2%) High school with A grade 109,900 (36.0%) 6,700 (39.6%) 13,900 (38.4%) 14,300 (43.7%) 20,800 (38.4%) 19,700 (29.8%) 16,100 (36.7%) University 31,300 (10.2%) 11,800 (33.2%) 6,900 (34.2%) 3,600 (21.3%) 2,200 (6.2%) 3,600 (17.8%) 3,500 (9.7%) 2,700 (8.3%) 3,400 (6.3%) 6,600 (10.0%) 5,600 (12.8%) Slovakia Bratislava Region Trnava Region Trenčín Region Nitra Region Žilina Region B. Bystrica Region Prešov Region Košice Region 2,722,300 (100%) 157,800 (5.8%) 769,000 (28.2%) 1,216,800 (44.7%) 578,600 (21.3%) 335,200 (100%) 11,800 (3.5%) 55,100 (16.4%) 144,400 (43.1%) 123,800 (36.9%) 303,200 (100%) 16,600 (5.5%) 97,900 (32.3%) 139,800 (46.1%) 48,900 (16.1%) 290,800 (100%) 8,800 (3.0%) 94,400 (32.5%) 128,800 (44.3%) 58,900 (20.3%) 343,600 (100%) 18,300 (5.3%) 115,000 (33.5%) 152,500 (44.4%) 57,900 (16.9%) 339,600 (100%) 9,900 (2.9%) 106,300 (31.3%) 157,600 (46.4%) 65,700 (19.3%) 339,600 (100%) 31,600 (9.3%) 92,500 (27.2%) 151,400 (44.6%) 64,000 (18.8%) 395,700 (100%) 29,900 (7.6%) 108,700 (27.5%) 177,200 (44.8%) 80,100 (20.2%) 374,500 (100%) 30,900 (8.3%) 99,100 (26.5%) 165,100 (44.1%) 79,400 (21.2%) Economically active population by education in 2Q/2015* Economically active population Elementary and without education Secondary without A grade High school with A grade University * data based on a labour force sample survey (LFS) 4 Source: Statistics Office of the Slovak Republic GENERAL PARTNER labour market Photo: tasr Blechova Management Consulting told The Slovak Spectator, adding that truck drivers and warehouse workers have been missing from the labour market for a longer period of time, too. Companies mostly search for graduates from technical schools, either secondary schools or universities, according to Blechová. “This reflects the need of the labour market where workers for the production sector, IT but also service shared centres (SSCs) are being sought,” said Blechová, adding that in terms of the latter the knowledge of one or even more foreign languages is more important than even general education level. Graduates of universities with an economic focus also have a good chance for employment, said Blechová, while employers choose graduates also according to evaluation rankings and the reputation of schools. “There are schools that are known for their low quality of studies and their graduates often end up at labour offices after graduating,” said Blechová. This is why it is important for students not only to choose the right study field but also a quality university. But a look at statistics from the end of October 2015 indicates that pupils or their parents have hardly taken recommendations of HR experts to heart. Based on data of the Education Ministry, only 39,686 people study in fields focusing on natural sciences and technical sciences and out of a total of 162,568. On the other hand, more than double, 89,305 studied social sciences and related disciplines. In the case of secondary schools, out of 230,761 students, 65,944 studied fields focusing on natural sciences and technical sciences and disciplines, as compared to 138,964 studying social sciences. A poor choice of school is one reason that unemployment remains particularly high in some regions, and some businesses in the country have problems finding a skilled labour force for the positions they need to fill. “This paradox exists in Slovakia perhaps even more than in other countries of our region, due to archaic methods of schooling, untargeted education in sectors that have no application in Slovakia,” Pavol Strapáč, country finance manager at Adecco, told The Slovak Spectator. Slovakia’s labour market stops functioning at the unemployment rate around 9 percent, Luboš Sirota, CEO and general director of McROY Group, pointed out while this is approximately double the rate that is common in more advanced economies. “The reason is the bad structure of Slovakia’s unemployed, in combination with low mobility of the work force,” said Sirota. 71. 6.7% 8.9% 5.3% 5.7 % 17.2 3% 20. .6% 5% 10. 7% % 5.9 4.6% 6.2% 6% % 6.9 56 .1% 9% 4.3% 1.2% 8.5% % 40.2% 6% 6.5% % 18.5 Natural sciences IT (telecommunication not incl.) Engineering Electrotechnical Other technical sciences (Engineering, Electrotechnical & IT not included) Agriculture, forestry and veterinary Health care & Pharmacy .7% 18.6% 10.9% 4.3% 16 Banská Bystrica Region (10,005 students) Košice Region (17,886 students) 7.6% % 9% 3.5% 5.3% 12.4 18 12. 3 Nitra Region (14,864 students) 4.5% 27.9% 7.1% 5.6% 8% 5.9% 8% 10. 8.5% 8.6% 7.7 19% 9.6% 19.9% Prešov Region (7,450 students) 64.3% % 18. 16% 7.1 Bratislava Region (50,327 students) 12.8% (11,378 students) 9.4% 6.1% 12.4 % % % 6.4 Žilina Region 30.1% Trenčín Region (2,727 students) Trnava Region (8,764 students) 10.6% 7.4% Structure of daily students at universities in Slovak regions (October, 2015) Slovakia is a country where automotive and machine industries are expanding, but the education is not able to produce a sufficient number of engineers. Another sector that struggles with the lack of qualified labour force is IT, say HR experts. “There the main reason is the inappropriate structure of the Slovak university education, which produces too many graduates in sectors like social work or pedagogy, while technicians are missing,” Sirota told The Slovak Spectator. Strapáč also noted that there are too many people unable to find a job in the area of humanities. “The solution would not just be declared, but really close cooperation between the real market and schools,” Strapáč told The Slovak Spectator. Another related problem is the unwillingness of Slovaks to travel for work. “A well-functioning system of connections between schools and companies, and a bigger support Source: Ministry of Education Slovakia’s paradox Economics & business Law Social sciences (economics, business, law not included) Art Military & security Cumulative share of fields, the individual share of which of all daily students in the respective region did not exceed 4% 5 GENERAL PARTNER for commuting for work on the part of employers and the state could help,” Miroslav Garaj, country manager for Grafton Recruitment Slovakia, told The Slovak Spectator. Companies in the most industrially advanced regions of Slovakia (Bratislava, Trnava, Trenčín, Žilina, Košice) are the most affected by this. There is a very high portion of people who lack almost any working skills and are therefore almost unemployable, according to Mario Fondati, partner of Amrop. SSCs are also operating on a highly competitive market for a qualified labour, he noted. “Many companies therefore have to hire people that need a lot of additional training or are trying to attract people from outside of Slovakia,” Fondati said. Expectations are prospective Economic forecasts are optimistic and count on keeping the economic growth that is significantly higher than the average of the euro area countries, Ivana Molnárová, executive director of the biggest job portal in Slovakia, Profesia.sk, told The Slovak Spectator. “It is thus possible to expect that the positive development in the labour market will continue also during 2016,” she said. Molnárová described 2015 as an exception when the number of new work places increased by almost one-third compared with 2014 and the jobless rate reached the lowest levels since 2009. She believes that it will be easier for job seekers to get a job while those who are employed but eager to change their job will have more opportunities to do so. On the other hand, the situation for companies will be more complicated as for them it would Photo: SME labour market become more difficult to fill their vacancies with suitable people as well as to keep their employees. “Competition between companies will sharpen significantly,” said Molnárová, adding that this will happen especially in sectors which already report labour shortages and which require high qualifications. In terms of what positions will be required in 2016, Grafton expects the year to mimic 2015. “We assume that several companies will have a tendency to innovate the production process with the aim of reaching a higher automation of production with stress on lean production and optimised processes,” said Marian Mitošinka, branch manager in Trenčín. “Thus we expect a demand for process engineers, quality controllers or project managers.” Personnel professionals for Grafton in the Bratislava Region expect that the IT sector will be on the upsurge while there will be a persist- ing demand for .NE, iOS and Android developers. SSCs and business process outsourcing keeps growing and firms will look for leaders and language specialists. In production, they assume more positions in R&D while employers in eastern Slovakia are looking for such workers too. Candidates with little chance of getting a job include those with non-technical education without knowledge of at least one world language. Graduates of non-preferred study fields like social work, environmental management, security management, leisure time animators, tourism, public administration or mass media communication will have difficulties. There is a persisting problem with the number of graduates in the legal and psychological fields, according to Grafton. “We often meet with candidates without a chance to find an appropriate job,” said Anna Ričányová, regional manager of Grafton Recruitment in Košice, adding that this is true mostly for graduates of managerial programmes, lawyers, teachers, translators, graduates of political sciences and international relations. “In case of these graduates we build many times on the knowledge of foreign languages and they find jobs, for example in client service.” But Jana Šimková, the manager of the division of finances and banking at Grafton Recruitment, added that it is not enough to study the proper field when employers often require candidates with experience. Employers also welcome language studies, trainings and internships at employers abroad. “A significant benefit is their participation in various programmes, competitions and participation in projects and activities outside school,” said Šimková. Employment in sectors of economy in 2Q/2015 based on the National Classification of Economic Activities (NACE)* Slovakia Economy total A Agriculture, fishing & forestry B Mining and quarrying C Manufacturing D Electricity, gas, steam supply E Water supply and waste F Construction G Wholesale and retail trade; Repair of motor vehicles H Transport and storage I Accommodation, food services J Information & communication K Financial & insurance activities L Real estate activities M Professional, scientific and technical activities N Administrative & support services O Public administration,defence & social security P Education Q Health and social work R Arts, entertainment, recreation S - U Other * data based on a labour force survey (LFS) 6 Bratislava Region 2,416,800 (100.0%) 318,300 (100.0%) 77,400 (3.2%) 6,300 (2.0%) 11,700 (0.5%) 800 (0.3%) 598,600 (24.8%) 45,200 (14.2%) 25,300 (1.0%) 2,000 (0.6%) 25,800 (1.1%) 1,700 (0.5%) 212,000 (8.8%) 17,100 (5.4%) 292,300 (12.1%) 44,000 (13.8%) 159,000 (6.6%) 24,700 (7.8%) 116,800 (4.8%) 11,600 (3.6%) 64,700 (2.7%) 23,500 (7.4%) 38,800 (1.6%) 11,500 (3.6%) 11,700 (0.5%) 3,000 (0.9%) 75,600 (3.1%) 24,700 (7.8%) 64,200 (2.7%) 12,000 (3.8%) 215,100 (8.9%) 29,000 (9.1%) 176,500 (7.3%) 24,100 (7.6%) 181,900 (7.5%) 20,800 (6.5%) 35,700 (1.5%) 11,000 (3.5%) 33,700 (1.4%) 5,200 (1.6%) Trnava Region Trenčín Region Nitra Region Žilina Region B. Bystrica Region Prešov Region Košice Region 267,800 (100.0%) 12,000 (4.5%) 900 (0.3%) 65,900 (24.6%) 7,100 (2.7%) 3,200 (1.2%) 23,300 (8.7%) 39,600 (14.8%) 18,200 (6.8%) 14,500 (5.4%) 4,700 (1.8%) 5,000 (1.9%) 400 (0.1%) 6,300 (2.4%) 6,100 (2.3%) 15,300 (5.7%) 16,000 (6.0%) 18,700 (7.0%) 5,600 (2.1%) 5,100 (1.9%) 270,600 (100.0%) 4,700 (1.7%) 5,500 (2.0%) 109,700 (40.5%) 500 (0.2%) 2,000 (0.7%) 20,800 (7.7%) 26,400 (9.8%) 14,400 (5.3%) 12,500 (4.6%) 3,600 (1.3%) 3,100 (1.1%) 800 (0.3%) 10,100 (3.7%) 4,100 (1.5%) 15,300 (5.7%) 18,300 (6.8%) 14,900 (5.5%) 3,200 (1.2%) 1,000 (0.4%) 307,300 (100.0%) 12,700 (4.1%) 800 (0.3%) 88,100 (28.7%) 6,400 (2.1%) 6,000 (2.0%) 23,900 (7.8%) 38,300 (12.5%) 24,300 (7.9%) 14,900 (4.8%) 3,800 (1.2%) 4,900 (1.6%) 2,000 (0.7%) 5,700 (1.9%) 7,000 (2.3%) 17,600 (5.7%) 19,500 (6.3%) 23,100 (7.5%) 2,900 (0.9%) 5,300 (1.7%) 306,900 (100.0%) 9,400 (3.1%) 1,000 (0.3%) 83,400 (27.2%) 3,500 (1.1%) 2,500 (0.8%) 43,200 (14.1%) 32,400 (10.6%) 17,100 (5.6%) 18,000 (5.9%) 7,500 (2.4%) 4,200 (1.4%) 1,300 (0.4%) 6,400 (2.1%) 3,400 (1.1%) 24,300 (7.9%) 22,800 (7.4%) 21,000 (6.8%) 3,900 (1.3%) 1,600 (0.5%) 285,600 (100.0%) 12,200 (4.3%) 1,000 (0.4%) 64,800 (22.7%) 1,800 (0.6%) 3,700 (1.3%) 16,700 (5.8%) 34,500 (12.1%) 15,100 (5.3%) 10,200 (3.6%) 7,200 (2.5%) 3,400 (1.2%) 800 (0.3%) 7,100 (2.5%) 6,400 (2.2%) 47,000 (16.5%) 24,100 (8.4%) 19,700 (6.9%) 4,400 (1.5%) 5,400 (1.9%) 329,800 (100.0%) 10,600 (3.2%) 800 (0.2%) 71,800 (21.8%) 2,000 (0.6%) 3,100 (0.9%) 41,700 (12.6%) 40,100 (12.2%) 20,200 (6.1%) 21,300 (6.5%) 3,600 (1.1%) 4,100 (1.2%) 2,000 (0.6%) 6,600 (2.0%) 8,000 (2.4%) 27,600 (8.4%) 25,800 (7.8%) 33,600 (10.2%) 2,200 (0.7%) 4,700 (1.4%) 330,600 (100.0%) 9,500 (2.9%) 900 (0.3%) 69,700 (21.1%) 2,100 (0.6%) 3,600 (1.1%) 25,500 (7.7%) 37,000 (11.2%) 25,000 (7.6%) 13,900 (4.2%) 10,800 (3.3%) 2,600 (0.8%) 1,300 (0.4%) 8,700 (2.6%) 17,200 (5.2%) 39,000 (11.8%) 25,900 (7.8%) 30,200 (9.1%) 2,500 (0.8%) 5,400 (1.6%) Source: Statistics Office of the Slovak Republic GENERAL PARTNER labour market Slovaks abroad as a resource Plenty of unused sources The education sector and the unemployed are the most often mentioned untapped resources on the labour market. Drawing Slovaks back from abroad and employment of older people are other possibilities. Companies searching for qualified workers are already actively searching for and addressing candidates among Slovaks living abroad, according to Blechová. “Most of them are satisfied on their with place of work,” said Blechová, adding that those with family contacts back in Slovakia or those who are not so successful abroad may be responsive. Sirota sees luring Slovaks back home from abroad as a very complicated goal because such people do not have any relevant reason to return, other than homesickness. Martin Krekáč, chairman and owner of Jenewein Group and senior partner of Amrop, cites the global index of competitiveness of talents, in which Slovakia ranks in the top third out of more than 100 countries. Krekáč believes Slovakia cannot get by without hiring workers from abroad for certain positions. In this sense immigrants may be a chance for Slovakia, “if they as well as we will manage to set up mentally for this process”. Employment of foreigners is showing to be only a temporary solution because after these people find out what the situation in Slovakia is, they move westward for higher earnings, according to Sirota. “Employing foreigners, because of the lack of a qualified labour, will be inevitable unless an economic crisis occurs again,” Rastislav Machunka of the Federation of Employers’ Associations (AZZZ) told The Slovak Spectator. Blechová also sees a so-far unused potential in hiring older people, as companies often prefer younger candidates who are less loyal and experienced and often more expensive. “I know many qualified older candidates for higher managerial positions who were not able to find a job in Slovakia for more than half a year and nobody even invited them for a job interview and now they have even more interesting jobs in Austria, the Czech Republic or Germany,” said Blechová. Sirota believes that there is a plenty of unused resources on the labour market. “But the problem is that many of those people do not want to work [under real conditions],” he said. About 100,000 unemployed only have primary school education and the labour productivity of many of them would be so low that it would not be advisable for employers to employ them even for minimum wage. Scrapping the minimum wage and introducing a concurrence of salary and social benefits would help these people to find a job, according to Sirota. Sirota also pointed to the low mobility when people from so-called hunger valleys with high unemployment rates do not want to commute or move for work, while on the other hand, they often have nowhere to move. “For example, a seller will get less than €20,000 for a three-room apartment in Rimavská Sobota [in a hunger valley], a sum for which he cannot acquire his or her own housing in western Slovakia,” said Sirota and suggested that more intensive construction of rental housing would help. Dual education and more targeted education of students tailor-made to the needs of employers is a solution that could bring additional resources to the labour market, according to Krekáč, as currently many graduates end up unemployed. Molnárová of Profesia.sk says that academia is not interconnected with practice. “Young people often study fields that will not help them find a [proper] job on the labour market,” said Molnárová. “As a consequence also companies are unable to find employees with a suitable profile, which forces them to search for employees outside Slovakia and motivate them to move in.” Employers also see the education sector and flexibility of labour market as areas for improvement. decreasing Unemployment Slovakia closed 2015 with the registered unemployment rate, the rate of those who were prepared to take a job immediately, at 10.63 percent. In annual terms, the jobless rate fell by 1.66 percentage points. The average registered unemployment rate in 2015 amounted to 11.50 percent, which was 1.29 percentage points less than in 2014, the Central Office of Labour, Social Affairs and Family (ÚPSVaR) announced in mid-January. “If we sustain this pace, we can attack the magical 10-percent threshold as early as the summer,” said Prime Minister Robert Fico. Labour Minister Ján Richter added that for the first time since 1990, the number of jobless in December was not higher than that registered in November while he put the economic development as the key factor for this. More Success. More BPP. More Support More Confidence We shape careers and professions Enhanced teaching Enhanced learning activities Enhanced assessment More Flexibility Enhanced support Enhanced online platform More Value www.bpp.sk SP016022/001 More Personalisation 7 GENERAL PARTNER labour market Structure of daily secondary school students in Slovak regions (September, 2015) 9.02% 28.22% 8% 29.8 % 4.52.4% 3 3.8% 5.76% 8.4 % 7.1% 1% 8.2 5.68% 8.3 3% 12.0 2% % 24.63 8.65% 4% 33.5 % % 4.04 15.7 6.9% 41% Košice Region (33,416 students) % 33.3 5.9% 5.5% 20. 04% 6% 48.75% 25. 5% 30.9 0 27. 8 6.55% 3.9% Banská Bystrica Region (24,394 students) 9% 13.2 7.69% 3.4% 29.01% 1% 7.9 % 3.3 4.5% 3.5% 3.5% Prešov Region (34,553 students) 5% Nitra Region (26,273 students) 8.3% 6.1% 4.1% 23. 4% Trnava Region (20,969 students) BRATISLAVA Region (27,699 students) 14.8 1% 14.4 17% 18. 1% 18.7 29.95% % 8.43 3.2% 3.8% 3.2% 9% % Trenčín Region (21,532 students) 7.47% Slovakia keeps registering high long-term unemployment and those without a job for more than one year made up 51.7 percent of all the unemployed. Ondrová of Poštová Banka sees the low or unsuitable qualifications of these people as preventing them from finding a job. “Another factor is that we will find long-term unemployed especially in districts with a high jobless rate where it is in general difficult to find a job,” Ondrová wrote in her memo, adding that the longer a person is jobless the more difficult they find it to get a job. “This is because employers are afraid of lack of work habits in the case of these people and thus they avoid hiring them.” Molnárová of Profesia.sk traces long-term unemployment back to the1990s when, “as a consequence of the economic transformation a lot of people lost their jobs and afterwards they failed to establish themselves on the labour market under new conditions”. Sirota of McROY Group sees the bad structure of the unemployed behind the high long-term unemployment, who have a low qualification and in case of part of them it actually cannot be found out for what positions they would fit as they have not yet worked at all. “Apart from this such people have practically no work habits and they do not search for job actively,” Sirota told The Slovak Spectator, adding that some subsist on social benefits while earning extra money via short-term contracts and are not interested in full-time work. n By Jana Liptáková, Spectator staff 19% 13% 3.1 1% % 28.94 Long-term unemployment Žilina Region (32,225 students) 32.9 8% 6.7 .8% 3 3.9% long-term unemployed without work experience or qualifications. Source: Ministry of Education tion into retirement. Such unemployment simply cannot be reduced.” Bank analysts expect that unemployment would continue to decrease in 2016 while the registered unemployment rate may decrease below 10 percent. They expect positive effects from the arrival of the fourth carmaker to Slovakia, too. The British carmaker Jaguar Land Rover (JLR) plans to build a brand new plant near Nitra and employ around 2,800 people in the new facility, while thousands of jobs are expected to open with subcontractors. “We assume that the positive trend on the labour market will continue also during 2016,” said Ondrová as cited by the TASR newswire. “This is because the Slovak economy should continue to grow at a solid pace; conditions for the growth of consumption should persist.” According to McRoy Group, the growth of employment should be supported especially by increasing performance of the Slovakia’s economy and the growing demand for Slovak products on Slovakia’s export markets. Thus industrial production, specifically the sectors of automotive and machine engineering, should generate the most new jobs. Traditionally, the strongest growth is expected for the regions of Bratislava, Považie and Košice. “Later we expect also a significant increase of employment in Nitra and its vicinity; the reason will be the announced investment of JLR,” said Sirota. “But this will happen only after 2016 because the construction of the plant and induced arrival of subcontracting companies will take time.” Ľubomír Koršňák, an analyst with the UniCredit Bank Czech Republic and Slovakia, warned that the structure of unemployed may slow the decline in unemployment as there are still many In absolute numbers, the number of jobless ready to take a job immediately stood at 286,825 in December 2015, down by 44,908 people compared to December 2014. The total unemployment rate in December 2015 was 12.40 percent, down by 1.45 percentage points in annual terms. The labour offices registered a total of 334,379 jobseekers, a drop of 39,375 people year-on-year. Bank analysts ascribe the decline in jobless rate to favourable developments in Slovakia’s economy, with growth dynamics in 2015 that were the highest since 2010. Dominika Ondrová, an analyst with Poštová Banka, indicated that spending last EU funds from the 2007-2013 programming period and a milder winter might be behind the faster decline of unemployment. “In spite of the positive development the unemployment rate in Slovakia still ranks among the highest within the whole EU,” Ondrová wrote in her memo, when only seven members of the EU reported a double-digit jobless rate in November 2015. Vladimír Baláž from the Institute for Forecasting of the Slovak Academy of Sciences points out that while the jobless rate in Slovakia, compared with other EU countries, is quite high, most of these unemployed are unemployable. He estimates the natural rate of unemployment in Slovakia at between at 8-8.5 percent. Even when the Slovakia’s economy grew 10.4 percent in 2007, the unemployment rate was 11 percent. “We are close to this bottom [of the natural rate of unemployment],” Baláž told The Slovak Spectator. “Such a rate includes people who have low education or do not have it at all, and these people simply will never work and can only transi- Engineering Electrotechnical Food Production Construction Transport Agriculture, foresty and veterinary Health care & Pharmacy Business, trade and services Grammar schools (gymnázium) Art Cumulative share of fields, the individual share of which of all daily students in the respective region did not exceed 3% GENERAL PARTNER labour market Stemming brain drain Interpreting statistics The exact number of people who left Slovakia and do not plan to come back remains a mystery. It is impossible to count how many Slovaks left the country and what education they achieved, according to Vladimír Baláž, an economist at the Institute for Forecasting of the SAV. “Our economy is harmed not only by those who leave the country with university-level education, meaning brain drain,” Baláž told The Slovak Spectator. “But also when a 30-year-old person with secondary-level education leaves because he or she could produce value, pay taxes here and contribute to the state welfare system.” There are some studies that try to quantify the problem. In 2014, more than 2,800 people left the country, about 17 more than the number who came. Thus for the first time in Slovak history the number of those leaving the country is higher than the number moving in. Moreover, the number of emigrants is the highest since 1993, since the establishment of the 12 Photo: SITA/AP I n search of a good education and job opportunities, Martin Kanka, a 25-year-old Slovak, decided to move 60 km from Bratislava to Vienna. He knew that he wanted to leave Slovakia ever since he graduated from secondary school at the age of 20. “Leaving Slovakia wasn’t that much about hating something in Slovakia; it was more that I felt I will have a better education and more opportunities in Austria,” Kanka told The Slovak Spectator. Slovakia witnesses the situation in which the number of people in productive age who left the country is higher than of those arriving. While most of them leave the country for an obvious reason – salary, the second biggest group is irritated by poorly run state. While the Education Ministry is battling brain drain with grants for Slovaks graduating abroad, observers point out that without improving the economy there is little to be done to reverse the trend. “Besides economic growth and prosperity in Slovakia, I don’t know the measure which could effectively draw people, who have decided to stay abroad, back to Slovakia,” sociologist Miroslav Bahna of the Institute for Sociology - Slovak Academy of Sciences (SAV) told The Slovak Spectator. “There is one solution used before 1989 – to close the borders.” independent Slovak Republic, according to the data of the Demographic Research Centre (VDC). The centre calculated the number from those who cancelled their permanent residence in Slovakia. The VDC data was published by the Financial Policy Institute (IFP). However, the trend that saw Slovaks leave to go abroad was the greatest shortly after Slovakia joined the European Union in 2004, Bahna pointed out. “In fact, instead of describing the current situation, this number says that some people who left the country in past decades are officially cancelling their residence in Slovakia with some delay,” Bahna said. The Business Alliance of Slovakia (PAS) estimates that more than 300,000 Slovaks work abroad either short or long term, while additional about 30,000 Slovaks are studying abroad. Most of them study in the Czech Republic, but many in Germany or Austria as well. The exodus of professionals can increase inequality in society especially in sectors such as health care or technologies, because salaries in those sectors will increase while in others will stagnate, according to Brian Fabo of the Central European Labour Studies Institute (CELSI). “There is a visible trend in our region connected to this development,” Fabo wrote on his blog, “as salaries of doctors are growing fast because they can easily leave for a better life when compared with increase of teachers’ salaries.” Reasons to stay abroad In October 2015, PAS conducted a survey Talents for Slovakia in which it asked respondents why they live abroad and what would motivate them to return. In total it surveyed 132 people working abroad and 81 people studying abroad. “It is alarming that only less than onequarter of Slovaks studying abroad plan to live in Slovakia,” Peter Kremský, PAS executive director, wrote in the press release. “In case of those working it is 9 percent; almost 70 percent of the respondents are preparing to stay abroad indefinitely.” When asked what would inspire students to return home, 46 percent of surveyed people listed higher wages, order and prosperity was the most important for 39 percent of people. Family finished third with 33 percent, according to PAS. GENERAL PARTNER labour market Kanka agrees that improving how the country is run could be convincing, but from following Slovak news and politics he does not see a plan to move the country forward. “Government basically just reacts to current events and pursues populist policies to stay in power,” Kanka said. “To feel the perspective that Slovakia is going to catch up with western Europe would be an important factor for me to return.” People want to live a decent life in a country which is well governed so their enthusiasm, energy and knowledge are rewarded for their own good and for the good of the whole society, according to Mario Fondati, partner of consulting company Amrop. Drawing brains back The Education Ministry wants to lure Slovak experts living abroad to the public sector in Slovakia. The cabinet gave the green light in early July 2015 to a grant scheme supporting their return. The money is destined for Slovak citizens who graduated from a prestigious foreign university and is designed to encourage them to return home. Young experts will get €10,000 while the government wants to allocate as much as €50,000 for senior experts. The sum put aside from the state budget should be enough for some 50 people. Bahna estimated that nearly 50 percent of recent graduates who studied abroad return to Slovakia within two years of getting their diploma (including students from top 150 universities of the Shanghai chart) according to a survey he worked on with sociologist Oľga Gyárfášová. Moreover, the government’s stimuli would draw back just 5 percent of the working respondents, according to the PAS study. The Education Ministry responded that its duty is not to deal with migration of Slovaks and its programme is focused only on academic environment and state administration. “Therefore we are not dealing with comebacks for lower positions or private sector conditions,” the ministry’s press department told The Slovak Spectator. “We are responsible for the education sector and in this sector the return of people with foreign know-how is desirable.” Other approaches What Education Ministry is doing is unsystematic, and when the funding is cut those people will leave again, according to Igor Šulík, managing partner of Amrop. Slovaks working abroad SepTember 2015 Austria Czech Republic Germany United Kingdom Hungary Other countries Together 45,600 39,800 25,800 8,200 6,100 28,200 153,700 Source: Statistics Office of the Slovak Republic “Finances should go towards change and initiatives which can make Slovakia an attractive country that is worthy to work in,” Šulík told The Slovak Spectator. On the other hand, Slovakia can still offer possibilities for professional development, according to Michal Kovács of Leaf, the non-profit organisation focusing on development of young individuals. For Slovaks abroad, Leaf launched a programme creating and curating job and internship opportunities, scholarships and volunteering opportunities to develop young talented Slovaks living abroad, reconnect them with Slovakia and facilitate their homecoming. People can achieve more in a shorter time in Slovakia than they could in more developed countries and they have more possibilities to be creative, according to Kovács. “People have the opportunity to test a new product on fully integrated European market with significantly lower risk; several banks could be an example,” Kovács told The Slovak Spectator. Improving economy When National Union of Employers (RÚZ) and Federation of Employers’ Associations (AZZZ) were asked what can be done to draw people back to Slovakia they both responded by improving of economy and thus working conditions and salaries. “By gradual equalising of wage conditions in Slovakia and European countries there would be a gradual reduction in brain drain,” RÚZ’s Flow of Slovak tertiary-level students Czech Republic Hungary United Kingdom Austria Germany Switzerland France Denmark United States Netherlands Italy Turkey Poland Spain 24,300 2,436 1,379 1,085 846 374 364 353 346 246 209 176 119 100 Source: UNESCO’s Institute of Statistics, February 2016 Martin Hošták told The Slovak Spectator. “The education sector is a big challenge, particularly university-level education, because our economy will feel the migration of our best students more and more intensively.” The state can do something with employment and salaries “but those are long-term processes, you cannot expect miracles”, Baláž added. Learning from the experienced Programmes battling brain drain in foreign countries such as Ireland or Israel could also be inspiring for Slovakia. The Irish periodically meet with the diaspora of clever Irish abroad who give advice to government’s institutions on how to develop the country. They also help to draw foreign investment to Ireland, according to Kovács. Moreover many of them came back after the economic situation in Ireland improved, according to Baláž. “The Irish have an advantage that they speak English, therefore their barriers for migration are weak and many of them went to the United States,” Baláž said. “Currently they are coming back as the situation improved.” Israel, with its aim to become the homeland for all Jews, has more than 10 state-supported organisations connecting Jews with Israel. They organise travel for young Jews to the country of their forefathers, scientific researches with Jewish experts at world-recognised universities and organise community projects in less developed parts of Israel, according to Kovács. Opportunity for Slovakia The lack of educated and skilled people combined with a low birth rate in Slovakia can be an opportunity for Slovak firms to employ the long-term unemployed. Another solution for some of them is to bring foreigners to work in Slovakia: carmakers drive in employees from Romania or Bulgaria, according to Baláž. The number of foreigners in Slovakia is increasing only mildly. There were around 14,000 working foreigners in Slovakia in 2008 and the number grew by just 4,000 people by 2015. Most are Romanians, Czechs, Hungarians and Polish. From countries which are not in the EU, Slovakia is popular with Ukrainians, Koreans and Serbians, according to the Statistics Office. “We should deal with the problem from the other side [not luring them back],” Bahna said. “The people that leave should be replaced by skilled people from countries that would find Slovakia an attractive destination.” n By Roman Cuprik, Spectator staff 13 Leaders for What’s Next Need to As part of our 25th anniversary celebration Amrop Global CEO José Ignacio Leyún accepted the invitation of Amrop Slovakia to celebrate this milestone in Bratislava. We are honoured that this exceptional professional and trusted advisor to many international CEOs and boards congratulated us personally on our anniversary that also marks 25 years of human capital consulting in Slovakia. During his visit J. I. Leyún was the guest of honor at our traditional Meet the New Chiefs event – where Amrop introduces local as well as global leaders to the Slovak business community. We are happy to share with you the main ideas from his interview with a focus on Leaders for What’s Next and what distinguishes them in a world with so many variables. The world today offers many challenges. If you write the word crisis with Chinese characters, there are two signs – danger and opportunity. Do you perceive the word crisis as having this dual possibility? In any crisis, like on a coin, there are two sides. One could be considered a risk, but obviously there is also another side that is an opportunity. These days we face some very tough situations from many points of view. And I would agree with the Chinese approach, meaning that in every crisis there is always a risk but as well an opportunity. We can take the lessons from the risk during crisis and say that those who survived the crisis – at the end of the day – are in a much better position for future challenges. You are giving advice to businessmen and to their businesses. So from the business point of view are you saying those who surrender to danger will perish and those who persist and are innovative will survive? Absolutely. We need to find new solutions for the new situation we are facing; the world is changing constantly and the speed is much higher than before. To handle those situations you need to be flexible, you need to be persistent, you have to be innovative, and you need to take a completely different approach. The old recipes and the old solutions don’t apply anymore and you have to take an innovative mindset to really face and survive those situations. Is there a chance that the financial crisis could return or is it over and the solutions are perfect? These days, because of how society is evolving, nothing is definitive, nothing is guaranteed, and nothing is finished. The markets will evolve, so I think this is just the temporary solution that has been found in this moment in time for fixing the problems that we are facing today. This is something that will be very present in our lives from now on. Everything is changing, and no solution will be definitive. We cannot assume that the problem is completely fixed. Tomorrow we will be facing a completely new situation and new problems, and we will have to be flexible and open-minded enough to really face them. In this regard do you think there are opportunities to find long term solutions for companies you are advising? Some of the problems are really significant problems. They are very good reflection of how the society and the world are evolving these days. And it is also somehow a reflection of the problems that our customers are facing. Companies are constantly under threat, because their markets, customers, products and competitors are changing constantly. Globalisation is affecting all of us in many ways, so what is happening in political terms is also a reflection of what is happening in the corporate world. Our customers, our managers, in changing environments they need to adapt constantly, and they need to face new problems and find new solutions. Globalisation is underway everywhere and is affecting all of us. And the closer we are to our customers the more impact we have, the more in demand we are to really give them support and advise on key issues. So this is the new game. Do you think that this could go another way and that globalisation would slow down or stop at one point because of these problems? No, on the contrary, I expect globalisation will become deeper, bigger and faster. Any company in any sector will be significantly affected more and more each day because of globalisation and access to information, to the internet and to everything. I expect the globalisation to continue to be the key issue for all of us. Now every single business and every single issue can be really taken to the global level, and therefore you cannot think only locally, you have to think globally. Even if local knowledge Be Agile, Innovative and Flexible JOSé I. LEyúN is CEO of the Amrop and a Member of Amrop’s Global Executive Board. A Partner of Amrop Seeliger y Conde in Spain and Head of Amrop’s Global Leadership Assessment Practice, he has a track record of exemplary professional service, as trusted advisor to the Boards for a range of international clients. is important to your market, globalisation will be very high on the agenda for any corporation. How and where do you search for future leaders and directors? Does your search include for instance startups or other businesses? Our obligation whenever a customer retains our services is really to look for the best talent no matter where they are, so I would say that for us whatever company works on is not a restriction. We are always looking for certain characteristics from a personal and professional point of view. Therefore, we do not disregard people, whether they are working in a stateowned company, a privately owned company, family owned company or a startup business. We are really looking for talent in no matter what form or where they are working. One of the advantages that we provide to our customers when we do a search is to really do the best possible mapping and provide them information that demonstrates how deep and wide we have done our work and research. And at the end of the day we come to some conclusions and some names that are the most talented people to fix the problems that the customers face. Are you convinced that invention and good ideas are the things necessary for a good business? Definitely. These days what you can really get easily is money. What we are missing, what sometimes is really missing, is the idea, is the positioning, is entrepreneurial spirit, and the innovation. But if you really have the good idea and the good approach, money will come. What we are grappling with these days is a significant scarcity of talented people – finding the right people for solving problems or bringing new ideas, innovating in the business, doing the things in a different way… We need new approaches; we need different people with new competencies, because now the environment is so different that we cannot do things the way it used to be done before. Today there is a clear move to develop what are called startups. There is a clear move to putting money in new ideas and into new businesses. The best example is what is happening in California in Silicon Valley. There you really see how people are willing to invest into new ideas, new plans, and new projects. And by the way, if those ideas, those projects do not work or fail nothing happens. They just close them and start something new again. The approach to a failure and how to handle those situations is changing as well. Failure is not taken any more as a key issue and just because you failed does not mean you have to fail again. In fact, just the opposite – sometimes, the more you fail, the more you are likely to succeed in the future. So that type of thing is happening in Silicon Valley and it can be taken and is already exported to other countries. One of the lessons of the recent crisis is that we will need to take new initiatives and new approaches; technologies are driving our life these days, so anytime there is an invention, technologically driven, it immediately receives support. This is the trend and it will be clearly a trend for the future development. Prepared by Igor Šulík, Managing Partner, Amrop The interview of J. I. Leyún for TA3 television and for Forbes as well as other information from Mr. Leyún’s visit in Bratislava can be found at www.amrop.sk. Do you think also that investors are thinking this way and are ready to invest to good ideas? Amrop is a leader in Executive Search & Leadership Consulting in more than 50 countries. It is a member of AESC and is its longest active member and remains the only member with a fully-fledged office in Slovakia since 1990. Our unique Context Driven approach to executive search helps our clients find Leaders for What’s Next – top talent, adept at working across borders in markets around the world. The firm approaches consulting projects using its own model of Amrop 3D Practices based on a combination of sector knowledge, functional expertise and the ownership specificities of the client organisation that enables our consultants to effectively address even the most difficult challenges and problems for Boards, C-suite managers and highly skilled experts. Amrop delivers consulting solutions in following business areas: Executive Search Professional Search l Board Advisory l Leadership Services l Executive Coaching l l For more information go to www.amrop.sk. SP016003/002 So you are searching for individuality and personality and not for human resources? Well, one could be an approach and one could be a definition. At the end of the day we are looking for people according to our customers’ needs and their definitions. So from that point of view whether we call it human resources or talent it’s similar. But what is really important these days is that companies are looking for a certain profile of people, because of what is happening in terms of globalisation and the speed of changes. The type of profiles that we are looking for have changed significantly when compared to previous years. Now, companies have to face different problems and therefore they need to find different talent, different resources and handle them GENERAL PARTNER education & training Universities also have to cooperate with companies N Automotive and IT sectors seek experiences Though students at technical schools have mandatory practical training, it lasts only two weeks which companies consider only “babysitting”. ZAP and its members thus decided to offer a three-month training programme to students, said Holeček when explaining why the SPICE project was launched. The project functions similarly to Erasmus. Participating faculties have to create space for students to spend time directly in firms, for which students earn credits. The aim is that students cooperate in specific projects, but can also prepare their diploma thesis based on the practice in the company, Holeček explained. The pilot project was launched during the 2015-2016 school year, and is attended by seven students. Also companies near Košice, which focus on IT, have established cooperation with local schools. The Košice IT Valley association, whose members are active in supporting socio-economic development, education and employment in eastern Slovakia as well as research and development of information and communica- Kaňuchová, communication specialist at TSystems Slovakia, told The Slovak Spectator. Collaboration benefits both sides Photo: SME ot only secondary school students, but also young people at universities need to spend some time directly in companies to obtain some practical experiences, representatives of the business sector agree. To prepare them better for the labour market, there have been established several collaborations between firms and universities, yet obstacles still remain that hinder cooperation. “It is not easy as universities can live also without companies,” Jaroslav Holeček, vicepresident of the Slovak Automotive Industry Association (ZAP) which runs a project called SPICE in cooperation with six faculties, told The Slovak Spectator. “But what motivates us is that we need quality graduates from technical universities.” Most of the existing collaborations have been established in technical and natural science specialisations, said Andrej Hutta, special advisor of European Public Policy Partnership. He considers the current state “only the beginning of the route towards successful application of schools’ capacities for the industry and economy needs”. tion technologies, have several projects running at two universities: the Technical University of Košice (TU KE) and the University of Pavol Jozef Šafárik. “Since the needs of the labour market and the requirements concerning graduates of both secondary schools and universities were not met sufficiently, the companies joined the education process within the cooperation with schools,” Kristína Kertészová, executive director of Košice IT Valley, told The Slovak Spectator. The Faculty of Electrical Engineering and Informatics of the Technical University of Košice (FEI TU KE), for example, was the main organiser of the Live IT Projects, within which 116 students in 29 teams solve specific projects for practice ordered by 14 subjects. “The project of such type and extent has no precedent in Slovakia,” Roman Cimbala, vice dean of FEI TU KE, told The Slovak Spectator. Moreover, T-Systems Slovakia, which cooperates with TU KE, runs specialised lectures, exercises, seminars, and practical training for students. They also help with student projects, theses and also competitions for IT students. “Our aim is to continue in developing the active partnership with the university or several local universities, and thus link the interests of academia and the business sector,” Zuzana Schools and companies addressed by The Slovak Spectator agree that the cooperation is beneficial for both sides. Students get handson experience and the possibility to use their theoretical knowledge when solving concrete problems, use the most up-to-date technologies and know-how of the companies, and become better prepared to accommodate the labour market needs. Some of them may even stay working in the firms. Moreover, also schools themselves benefit from the cooperation as they receive information about industrial production trends in the region so teachers can modify the teaching, said Cimbala. Though the need exists for companies to have qualified and experienced employees, the problem is that companies often complain about insufficient labour force rather then be active and establish cooperation with a specific school, Holeček said. The firms also need to realise that they have to take care of the students and offer them some kind of benefits, like food, contribution to their commute and accommodation, and also some reward for the work he or she does, he stressed. Also schools have to be flexible and create conditions for students to work in firms, Holeček said. Faculties often lack the subjects that would allow students to have practical training, according to Kaňuchová. Another problem is insufficient state support. A change to the teaching process and curriculum is crucial for teaching natural scientific projects which should reflect actual needs, according to Kertészová. Human resources cooperation is also necessary. Since teaching at schools and also teachers are often underestimated, it is necessary to make society-wide change. “Companies in this field substitute the state since they have to solve the problematic situation they face in terms of hiring professionals necessary for the successful operation of their business, but this is not sustainable,” Kertészová added. n By Radka Minarechová, Spectator staff 33 GENERAL PARTNER trends HR requires creative approach Companies compete locally but also with foreign firms 40 Photo: Sme W ith an improving economy, the labour market is reviving, posing new challenges for employers. The lack of qualified labour force on one hand, and the growing requirements on the part of potential employees on the other create unique challenges. The Slovak Spectator spoke about these and other issues that HR experts currently face with Luboš Sirota, president of board and general director of McROY Group; Miroslav Garaj, country manager at Grafton Recruitment Slovakia; Pavol Strapáč, country finance manager at Adecco; Martin Krekáč, chairman and owner Jenewein Group and senior partner of Amrop; Igor Šulík, managing partner of Amrop; and Mario Fondati, partner of Amrop. The Slovak Spectator (TSS): What are the new trends on the labour market over the past year? Have there been any significant changes? Luboš Sirota (LS): Although there’s been no sudden change on the market, the ongoing economic growth and the subsequent increasing demand for employees resulted in the offer of qualified labour force being exhausted. Companies thus face challenges they had faced before the outburst of the economic crisis in 2008: despite a high unemployment rate they have problems to fill all the vacancies with appropriate people. The requirements for candidates have decreased (often the willingness to work is enough), while many companies try to search for workers abroad (mainly Romania and Bulgaria, but also the number of Czechs and Moravians working in Slovakia has increased). Miroslav Garaj (MG): The year 2015 was turbulent due to the global situation and trends, the IT sector expanded and the demand for production workers increased. Due to new investments and new emerging projects, the labour market automatically responded to the current trends and needs of employers, not only in the capital, but also in other regions of Slovakia. In the Trenčín Region, we registered a higher interest in specialists for technical positions with focus on quality, engineering, project management, production, logistics and lean management. In the Bratislava region the demand was mainly for administrative workers with good language skills. In the production sector, mainly experienced engineers in automotive production were in demand. Martin Krekáč (MK): After several years of stagnation last year was a year of growth. Optimism has begun to return into the economy, companies started to invest more and that has positively impacted the labour market. Another big change for the common market in the European Union is linked to over a million new potential workers that will eventually enter the labour market, for which neither Slovakia, nor the EU is ready. Pavol Strapáč (PS): Just like in all spheres of life, also on the labour market new, innovative forms of searching for work as well as searching for people emerge. New technologies are becoming ever more important. In the past people sought work only through the web and specialised websites, nowadays they use also mobile applications like Facebook, Twitter, and LinkedIn. Employees are not interested only in the salary; they also want to know about the work conditions in general, the benefits, offices, air conditioning, and the location of the factory or the offices. TSS: Which alternative forms of work are most widely used in Slovakia and how interested are employees in part-time jobs, home-based work, or shared work positions? LS: Employees, for instance mothers of young children, students, pensioners, show interest in part-time jobs, but the availability of this kind of work is significantly lower than demand and Slovakia in this respect significantly lags behind western European countries. It’s similar with work from home. Home office is becoming one of the most demanded employee benefits (together with additional holidays), but the offer of this type of work still lags, despite its significant increase. As for shared positions, both offer and demand are rather low. The reason is that it is demanding in terms of administration and processes. The most often used alternative form of work remain limited time work agreements (“na dohodu”), which to a large extent take the place of part-time jobs. Also there has been a decrease in the past, due to the stricter legislation and this trend remained also in 2015. MG: The most frequent alternative is parttime work. Employees often show interest in working from home or shared working position, but the character of most jobs on the market doesn’t allow for that. Igor Šulík (IŠ): Part-time jobs and homebased work have been on a rise. More and more younger people are interested in jobs that do not limit them about when they work and where they work as long as they can balance work and life. Having a considerable portion of shared service centres (SSCs) in our country, people working there have to be flexible to work at the time when their counterparts are working in any region of the world and if they can do it from home, the companies have a tendency to allow it. GENERAL PARTNER trends PS: In Slovakia people are still not completely familiar with alternative forms of work, but also in this area trends are positive, people are interested in alternative forms, mainly in working from home or part-time jobs that are interesting mainly for mothers on maternal leave. These forms of employment are used increasingly mainly because there are many opportunities to make money and secure one’s family, not just with one job, but a combination of jobs. These forms of employment then allow people to combine the job they like doing with a job that is necessary for their survival due to the salary. TSS: Slovakia is facing the paradox that the unemployment rate remains rather high in some regions, but some businesses in the country have problems finding skilled labour for the positions they need to fill. Which sectors are most affected by this problem and what are the solutions you see as plausible? LS: Slovakia’s labour market stops functioning at an unemployment rate around 9 percent. It’s approximately double the rate that is common in more advanced economies. The reason is the poor structure of Slovakia’s unemployed (for example about 100,000 of them have completed primary education only), in combination with low mobility of the work force. Companies in the most industrially advanced regions of Slovakia – Bratislava, Trnava, Trenčín, Žilina, Košice – are the most affected by this situation. It’s mainly industrial companies in the area of automotive and machine industry. IT companies too have problems with people in the long run, but there the main reason is the inappropriate structure of the Slovak university education, which produces too many graduates in sectors like social work or pedagogy, while technicians are missing. MG: It is most visible in the production sector, mainly at qualified positions where certain knowledge or skills are required. One of the problems is that generally secondary schools and universities do not prepare their graduates for real work life, but are limited to theory. Another problem is the big unwillingness of Slovaks to travel for work. A well-functioning system of connections between schools and companies, and a bigger support for commuting for work on the part of employers and the state could help. Mario Fondati (MF): There are many people among the unemployed who lack almost any working skills and are therefore almost unemployable. Based on the structure of industry, companies lack qualified labour in many production areas. SSCs are also operating on a highly competitive market for qualified labour. Many companies therefore have to hire people who need a lot of additional training, or try to attract people from abroad. And we should not forget that there is still a lack of IT specialists. PS: This paradox exists in Slovakia perhaps even more than in other countries of our region, due to archaic methods of schooling, untargeted education in sectors that have no application in Slovakia. On the other hand, as a country where the automotive and machine industries are expanding, we are unable to secure education and a sufficient number of engineers. This problem is also seen in IT, where we are also unable to fill the gap, while in humanities we’ve got too many people who cannot find a job. The solution would not just be declared, but really close cooperation between the real market and schools. Something has started last year but that’s too little. TSS: What are the expectations of job applicants and how have they changed during the years of crisis? LS: Expectations are gradually growing. While during the crisis they have dropped significantly, at the moment they’re back to pre-crisis level. The pressure on raising salaries increases, as does unwillingness to work overtime. Benefits like flexible working time, additional holidays and home office are required. Work-life balance gets ever more important mainly for young people. Generation Y that starts dominating the market doesn’t want to live to work, but work to be able to live well. These are the people whose parents often did not have time for them when they were children, and they don’t want to treat their kids equally. That is why working time is often more important for them than money. MG: Expectations change based on age and sector. Younger candidates expect the company to invest time and money into them and push them forward in their career, but they show less loyalty towards the company. People with 10 and more years of experience rather seek a more stable environment and expect that they will have a chance to pass their experiences on. Compared with the crisis time, people put more focus on remuneration. They realise the economy is in good shape and therefore they demand higher pay for their work. IŠ: People active on the labour market are slowly becoming more flexible. Although still not completely common, they are becoming more open to relocate for a good job. They have continuously become aware that the benefit system has shrunk and is not so important for them to make a decision to join a company. It is a common notion that people are willing to work more for even less for the time being. PS: Young people have incredible requirements and compared with the past they are only slightly willing to sacrifice something for their requirements that are often financially overdone. As a result, you have a self-confident person (which is a positive change compared with the past when people had low self-confidence) sitting in front of you at the job interview, but their self-confidence is often not justified because their skills are disproportionally lower. This is a big change compared to the past when we would meet people willing to work for a few euros long and intensively with the aim to work their way up. Today it’s vice versa, expectations are high but the offer, that is the willingness to sacrifice oneself for the work, is low. TSS: What are the main challenges HR managers are facing nowadays? LS: It’s the lack of labour force in combination with talent competition. Companies face not just a lack of workers as such, but the value of those really talented, engaged, and creative people increases too. HR issues need to be approached creatively. Additionally, local companies must compete for people not just among each other, but also with competitors from abroad. MG: The growth of the Slovak economy brings new types of positions in great numbers to our labour market, therefore the biggest problem and challenge is to find good-quality people. It is a great challenge to keep one’s employees as long as possible and be competitive with new attractive employers who are arriving to the market. MF: HR departments are still confronted with the same task – to achieve more results with limited resources. Additionally, often they have to solve the acute lack of experts for some positions, like in industry and IT, since the offer of university graduates is small and does not keep up with demand. At the same time, HR managers in many areas become strategic partners of top management, and are thus required to understand not only human resources but also the nature of the business and its needs. PS: Today the position of an HR manager is perceived in a much more complex manner than in the past. An HR manager is expected to be an equal partner for a CEO and CFO. Effective and good-quality selection of people and a sensibly set up internal processes in personnel management very intensively influence the whole company. Therefore HR managers are invited to influence key decisions. The triangle CEO-CFO-HR is becoming key in the life of many companies. n By Michaela Terenzani, Spectator staff 41 GENERAL PARTNER trends Succession planning is a necessity Passing a family business is a long-term process Echelon of activities and steps The owner of a family business has two principal possibilities for securing a successor. They either have children or a member of a wider family or must identify a successor from outside the family. Both possibilities have advantages as well as disadvantages. In the case of a direct offspring, the advantages are the continuity of the business, linking up to the same values, knowledge of internal relations, bigger motivation to develop the family business and thus also the family’s assets. But it may happen that children are not interested in the family business, have different career plans or simply are not suited for doing business. Some founders of companies admit these things only with difficulties, but a sober evaluation of the real situation can help prevent following conflict or problems. Since transition to another generation is a demanding and long-lasting process, it is necessary to start dealing with it early and in an ideal case also plan it formally. It is worth preparing several alternatives. Entrepreneurs only rarely realise that the process of succession starts already when their children are small or of school age. Already at that time parents can anchor them in the values that the family cherishes. Children watch their parents or grandparents when doing business and see that such effort requires persistence, time and energy. During their studies they can help in the family business, obtain their first working 46 Photo: SME E ven though modern technologies are penetrating all parts of life and even taking over jobs once done by people, most factors undermining long-term development and success still depend on human talent. Making and official implementation of decisions can propel a company for decades, and succession planning is a key part of the strategic planning process that is often overlooked. Successful succession follows certain rules and it depends on several circumstances. International surveys find that just 30 percent of family businesses survive into the second generation and only 10-15 percent manage to transfer a business to the third generation. Respondents cite failed succession planning or disinterest of the next generation in the existing business as reasons. experience and see how the individual parts of the business work. Such part-time work can gradually transform into a full-time job, while it is ideal that the offspring works in various departments and advances from lower positions higher up. Some owners of companies make a mistake when they install their children directly into managerial positions without considering whether they have qualities for such positions. In such cases, they expose their children to tremendous pressure from both themselves and other employees. If a successor gains a proper overview of the company and masters also managerial positions, he or she can gradually become a partner of the founder and participate in strategic decisions. This is the phase in which it can be assessed whether he or she, in the company as well as outside of it, has managed to build up an authority and respect and whether he or she is prepared to take over management and responsibility for the company. During this whole process the role of the founder within the founder-successor relation changes, too. The role of the founder can gradually change from the director and the exclusive leader into a partner or he or she can completely withdraw from everyday executive functions. A well-managed succession process should secure the company stability and continuity during the transfer to the next generation. Of course, each case is individual when family background, the field of business and situation on the market matters. Clear and timely communication over the process towards employees, clients and other partners outside company helps. Respectable relations in the family, mutual trust and support from other family members, as well as clear and trouble-free ownership relations have a positive influence. As is the case during any financial or legal issues, in cases of succession it is possible to consult with family, friends or consultancy companies. How are things Slovakia? As many as 82 percent of medium-sized companies in Slovakia are family businesses, and many successful companies have grown up here during 25 years of a market economy. Today, many entrepreneurs or business families that started doing business in the 1990s are facing the decision of what to do next with their own company and are solving the task of transiting into the next generation. In some companies this has been already happening, the process advances continually and successors are participating in management. In some individual cases they have already taken over the business. In spite of this, there is still a large group of entrepreneurs who underrate the process of the succession planning and start dealing with it only at the last minute. More and more of them realise that with timely and proper preparation they can avoid unpleasant or even complicated situations. They are also better prepared to deal with unexpected events, like the sudden death of an owner or declining health, that can occur without an adequately prepared successor. n Mario Fondati is a partner and family business practice leader at Amrop W h o ’ s w h o – P r o f e s s i o n a l s a t HR c o m p a n i e s Baldovič Robert Managing Partner Menkyna & Partners Management Consulting, s.r.o. Palisády 47, 811 06 Bratislava - Staré Mesto Tel.: +421(0)2 5441-2718 E-mail: robert.baldovic@menkyna.com Life philosophy: What really matters before you leave is how well you lived, how well you loved and what you learned. Berčeniová Danka Chief Executive Officer Lugera & Maklér, spol. s.r.o. Jilemnického 3, 911 01 Trenčín Tel.: +421(0)905 825-583 E-mail: danka.berceniova@lugera.com Work credo: A lot of small things make a big thing. Blechová Dana Managing Partner Blechova Management Consulting s.r.o. Drieňová 31, 821 01 Bratislava - Ružinov Tel.: +421(0)917 617-005 E-mail: dana.blechova@blechovaconsulting.sk Brezovský Marian Associate Partner SAM Headhunting Slovakia s.r.o. Vysoká 30, 811 06 Bratislava - Staré Mesto Tel.: +421(0)905 792-108 E-mail: mab@sam-int.com PANTONE: -2 1 Demianová Klaudia Country Manager CNA International - Slovakia s.r.o. Carlton Savoy Building, Mostová 2, 811 02 Bratislava - Staré Mesto Tel.: +421(0)905 486-762 E-mail: kdemianova@cnaint.eu Life philosophy: The only way how to do a great work is to love what you do, have the courage to follow your heart and intuition, they somehow already know what you truly want to became. Duarte Sergio Country Manager ADECCO Slovakia, s.r.o. Digital Park, Einsteinova 23, 851 01 Bratislava Tel.: +421(0)2 536-3022 E-mail: sergio.duarte@adecco.com Life philosophy: Live your core values, don‘t let people destroy them and try to impact life around you. You are not alone in the world. Work credo: Work hard, but not alone, do it with passion, be engaged, be responsible and work for a better life. Eľko Dušan Managing Partner SAM Headhunting Slovakia s.r.o. Vysoká 30, 811 06 Bratislava - Staré Mesto Tel.: +421(0)905 536-001 E-mail: de@sam-int.com Life philosophy: There are always things to improve. Work credo: Everything is just about people. Fondati Mario Partner Amrop Slovakia Štefanovičova 12, 811 04 Bratislava - Staré Mesto Tel.: +421(0)905 658-103 E-mail: mario.fondati@amrop.sk Life philosophy: Everyone creates their own happiness. 14. 2. 2016 20:39:02 Work credo: Only if you try will you find out whether you can do it. Pre web použitie: Chrastina Marek Managing Partner TRIGON Consulting s.r.o. Majerská cesta 32, 974 01 Banská Bystrica Tel.: +421(0)915 973-311 E-mail: chrastina@trigon-consulting.sk Garaj Miroslav Country Manager Grafton Recruitment Slovakia, s.r.o. Obchodná 2, 811 06 Bratislava - Staré Mesto Tel.: +421(0)910 744-007 E-mail: miroslav.garaj@grafton.sk Adecco is the world‘s leading provider of Human Resources solutions SP016026/001 Present in Slovakia since 2002, providing a full range of HR services (Staffing, Permanent Placement, Payroll and Outsourcing) 50 www.adecco.sk W h o ’ s w h o – P r o f e s s i o n a l s a t HR c o m p a n i e s Hnatová Linda Nemčok Peter Koša Vladimír Pliešovský Peter Managing Director Concordia Agency s.r.o. Seberíniho 1, 821 03 Bratislava - Ružinov Tel.: +421(0)905 851-807 E-mail: linda.hnatova@concordiaagency.com Life philosophy: Where is a WILL there is always a WAY. If you want, you are halfway there. Work credo: Character is who you really are while reputation is what other people think you are. Money are not changing character, they just highlight it. Managing Director Consilium Consulting, s.r.o. Štefanovičova 18, 811 04 Bratislava - Staré Mesto Tel.: +421(0)2 5342-1145 E-mail: kosa@consilium.sk Life philosophy: Always treat others the way you want them to treat you. Work credo: Be proactive. Partner CEE MENITY GROUP s. r. o. Karadžičova 8/A, 821 08 Bratislava - Staré Mesto Tel.: +421(0)2 5939-6263 E-mail: bratislava@menity-group.com Managing Partner ISG s.r.o., executive search Štefánikova 19, 811 05 Bratislava - Staré Mesto Tel.: +421(0)2 5249-9218 E-mail: pliesovsky@isg.sk Work credo: The difference between a successful person and others is not a lack of strength, not a lack of knowledge, but rather a lack of will. Krekáč Martin Chairman & Senior Partner Jenewein Group Štefanovičova 12, 811 04 Bratislava - Staré Mesto Tel.: +421(0)2 5443-6001 E-mail: krekac@jeneweingroup.com Life philosophy: Being old does not mean refusing to learn from one‘s grandchildren. Work credo: No time for losers. ´Cause we are the champions of the world. Menkyna Ján Founding Partner Menkyna & Partners Management Consulting, s.r.o. Palisády 47, 811 06 Bratislava - Staré Mesto Tel.: +421(0)2 5441-2718 E-mail: jan.menkyna@menkyna.com Life philosophy: To live in such a way that I am not ashamed of my feelings, thoughts, words or deeds. Work credo: Work hard but enjoy the rest. Miartuš Miroslav Managing Partner nebotra consulting s.r.o. Jakubovo námestie 13, 811 09 Bratislava - Staré Mesto Tel.: +421(0)905 421-905 E-mail: miroslav.miartus@nebotra.com Life philosophy: There is always a way to change things... if Sirota Luboš Chairman of the Board & CEO McROY Group, a. s. Pribinova 4, 811 09 Bratislava - Staré Mesto Tel.: +421(0)2 5720-0200 E-mail: lubos.sirota@mcroygroup.com Life Philosophy: It wasn´t raining when Noah built the ark. (Howard Ruff) Šulík Igor Managing Partner Amrop Slovakia Štefanovičova 12, 811 04 Bratislava - Staré Mesto Tel.: +421(0)905 855-584 E-mail: igor.sulik@amrop.sk Life philosophy: To live my life in truth. Work credo: With belief in character, competence, commitment and teamwork to strive for excellence. Trgala Ján CEO Trenkwalder, a.s. Nám. 1. mája 18, 811 06 Bratislava - Staré Mesto Tel.: +421(0)2 5710-8300 E-mail: m.luttyova@trenkwalder.com you really want it. Work credo: If you made an avoidable mistake, blame yourself... and take that as a lesson. Nacíková Lucia Consultant Amrop Slovakia Štefanovičova 12, 811 04 Bratislava - Staré Mesto Tel.: +421(0)917 814-440 E-mail: lucia.nacikova@amrop.sk Life philosophy: There is no need for temples, no need for complicated philosophies. My brain and my heart are my temples; my philosophy is kindness. Work credo: The three great essentials to achieve anything worthwhile are: Hard work, Stick-to-itiveness, and Common sense. Turanová Mariana Managing Partner Slovakia TARGET Executive Search Ventúrska 14, 811 01 Bratislava - Staré Mesto Tel.: +421(0)2 5441-1617 E-mail: mariana.turanova@targetexecutivesearch.com Work credo: Ready to walk the extra mile! 51 GENERAL PARTNER 3 4 5 6 7 3 3 0 20 2004 Switzerland / SR 20 E, F, H, G, Pl, 0 l l l l l l 1991 Slovakia E, G, 13 20 10 2005 Slovakia E, G, 27 10 2 2011 Slovakia E, R, 3 2 1 l l l l l l l HR processes implementation, personal cost optimisation, management audit, interim HR management 2003 Slovakia E, 12 12 0 l l l l l l l l l l automotive industry, banking/financial sector, production companies, retail, IT & telecom automotive, FMCG, medical and pharma 45 88 103 l l l l l l l strategic management consulting, EU consulting, government relations 2009 Slovakia E, G, 5 2 3 l 1993 USA E, R, 8 6 2 1996 USA E, H, G, R, 5 6 600 2004 Slovakia E, G, 1994 Slovakia E, G, R, Pl, I, l l l financial & professional services, media & technology, energy & infrastructure l l l l leadership assessment solutions, talent management, performance management, coaching 5 7 0 l l l l NA 13 10 - l l l l l l IT/telecom, finance and banking, manufacturing 3 3 27 2005 Slovakia E, F, G, 2 12 3 2004 Slovakia E, F, R, I, 6 6 - l l l l l l l l l l NA l l l l l l l l l l banking/finance, business services, FMCG, technology and telecommunications, software and IT l l l l l l l energy, IT, banking&finance, manufacturing l l 2007 USA E, G, R, l l l l l l l technology & IT, banking & finance, manufacturing, consumer goods l l l l industrial/production companies, administration, procurement, project management l l l NA NA- not available, Ar-Arabic, Bul-Bulgarian, Cr-Croatian, D-Dutch, E-English, F-French, G-German, H-Hungarian, Chi-Chinese, I-Italian, J-Japanese, K-Korean, N-Norwegian, Pl-Polish, P-Portuguese, R-Russian, Sl-Slovenian, S-Spanish 52 l 1990 Austria / SR E, F, H, G, R, 70 2011 United Kingdom 7 4 E, H, G, l l l l utilities, public sector, industry 7 2009 20 Hong Kong E, Bul, Cr, Chi, J, 35 K, H, G, Pl, Empleoyment agengy career and professional counselling, organisati- l l onal and personnel counselling l l l l l l l technologies and IT sector, banking/financial sector, sales and marketing, production l Temporary employment agency Tri najdôležitejšie sektory pre poradenstvo v oblasti ľudského kapitálu Executive search firm Three major sectors for human capital consulting Recruitment agency Management systems / Manažérske systémy Martin Krekáč +421(0)2 5443-6001 slovakia@ jeneweingroup.com Radomír Mako +421(0)2 3810-1819 mako@ kingfisherexecutive.com Steven J. Kelly +421(0)2 5443-2303 kno@ kno.sk Jana Kupkovičová +421(0)2 4911-4914 jana.kupkovicova@ kornferry.com Martin Chinoracký +421(0)905 700-228 martin.chinoracky@ libellius.com Lukáš Bakoš +421(0)2 5263-1515 bakos@ maxman-consultants.com Luboš Sirota +421(0)2 5720-0200 info@ mcroygroup.com Peter Nemčok +421(0)2 5939-6263 nemcok@ menity-group.com Miroslav Miartuš +421(0)905 421-905 miroslav.miartus@ nebotra.com Miroslav Lichý +421(0)915 815-732 lichy@ trigon-consulting.sk 2 2005 Slovakia E, G, Management audits / Manažérske audity 8 Jenewein Group www.jeneweingroup.com Štefanovičova 12 +421(0)2 5443-6001 Bratislava - Staré Mesto 811 04 +421(0)2 5443-6004 slovakia@jeneweingroup.com 9 KINGFISHER Executive Search, s. r. o. www.kingfisherexecutive.com Pribinova 4 +421(0)2 3810-1819 Bratislava - Staré Mesto 811 09 NA 10 KNO SLOVENSKO s.r.o. www.kno.sk Leškova 3/A +421(0)2 5443-2303 Bratislava - Staré Mesto 811 04 kno@kno.sk 11 KORN/FERRY company www.kornferry.com Tomášikova 64 +421(0)2 4911-4912 Bratislava - Nové Mesto 831 03 +421(0)2 4911-4927 andrea.jorikova@kornferry.com 12 Libellius s.r.o. www.libellius.com Hattalova 19 +421(0)2 4463-6366 Bratislava - Nové Mesto 831 03 +421(0)2 4463-6367 info@libellius.com 13 Maxman Consultants, s.r.o. www.maxman-consultants.com Gajova 4, P.O. Box 5 +421(0)2 5263-1515 Bratislava - Staré Mesto 820 04 info@maxman-consultants.com 14 McROY Group, a. s. www.mcroygroup.com Pribinova 4 +421(0)2 5720-0250 Bratislava - Staré Mesto 811 09 infoSK@mcroygroup.com 15 MENITY GROUP s. r. o. www.menity-group.com Karadžičova 8/A +421(0)2 5939-6263 Bratislava - Ružinov 821 08 +421(0)2 5939-6200 bratislava@menity-group.com 16 nebotra consulting s.r.o. www.nebotra.com Jakubovo námestie 13 +421(0)905 421-905 Bratislava - Staré Mesto 811 09 info@nebotra.com 17 TRIGON Consulting s.r.o. www.trigon-consulting.sk Majerská cesta 32 +421(0)915 815-732 Banská Bystrica 974 01 trigon@trigon-consulting.sk 1 Organisation audits / Organizačné audity Riaditeľ Telefón E-mail Katarína Ikrényiová +421(0)905 303-291 katarina@ a-omega.sk Zuzana Krutilova +421(0)904 356-444 director@ aujob.sk Daniel Laco +421(0)2 5441-8513 fbe@ fbe.sk Erik Gottschall +421(0)905 561-731 erik.gottschall@ gd-team.de Dušan Antoš +421(0)903 778-325 antos@ hr-management.sk Pavel Uhrinčať +421(0)903 556-655 uhrincat@ hrman.sk Miriam Lachová +421(0)911 844-988 miriam.lachova@ humandynamic.com Performance management / Riad. výkonnosti Názov (v abecednom poradí) www Adresa Telefón Mesto PSČ Fax E-mail A-OMEGA, s.r.o. www.a-omega.sk Radlinského 2751 - kancelária +421(0)34 772-2336 Malacky 901 01 +421(0)34 772-2336 a-omega@a-omega.sk AuJob s.r.o. www.aujob.eu Jelenia 11 +421(0)2 5296-6882 Bratislava - Staré Mesto 811 05 +421(0)2 5296-6882 office@aujob.sk For Business Excellence - FBE www.fbe.sk Liptovská 10 +421(0)2 5441-8513 Bratislava - Ružinov 821 09 +421(0)2 5441-8515 fbe@fbe.sk gd - Team, a.s. www.gd-team.sk Moyzesova 4/A +421(0)33 641-4173 Pezinok 902 01 +421(0)33 641-4173 obchod@gd-team.sk HR Management s.r.o. www.hr-management.sk Hargašova 21 +421(0)903 778-325 Bratislava - Záhorská Bystrica 841 06 antos@hr-management.sk HRman, s.r.o. www.hrman.sk Piaristická 2 +421(0)37 655-8888 Nitra 949 01 hrman@hrman.sk Human Dynamic Central & Eastern Europe s.r.o. www.humandynamic.sk Dobšinského 14 +421(0)911 844-977 Bratislava - Staré Mesto 811 05 sk.office@humandynamic.com Compensation / Odmeňovanie Chief executive officer Phone E-mail Staff development / Rozvoj ľudí www Phone Fax No. of permanent employees in SR / No. of advisors in SR/ No. of advisors worldwide / Počet stálych zamestnancov v SR / Počet poradcov v SR / Počet poradcov celosvetovo People acquisition / Získavanie ľudí Company (Listed alphabetically) Address City, Postal code E-mail Year of establishment in SR / Country of origin / Languages / Rok založenia v SR / Krajina pôvodu / Jazyky Consulting – Human Capital l l l Compiled by The Slovak Spectator team GENERAL PARTNER Recruitment agencies Placements through personnel leasing in SR in 2015 / Obsadzovanie pozícií cez personálny lízing v 2015 Názov (v abecednom poradí) Adresa Mesto PSČ E-mail 15 SYNERGIE Slovakia s.r.o. Dunajská 4 Bratislava - Staré Mesto 811 08 synergie@synergie.sk www Phone Fax Chief executive officer Phone E-mail www Telefón Fax Riaditeľ Telefón E-mail Martin Huba Professional standards / Average search time (weeks) / No. of branches in SR (No. of branches worldwide) Profesný štandard / Priemerný čas vyhľadávania v týždňoch / Počet pobočiek v SR (vo svete) Affiliated with: SYNERGIE Group www.synergie.sk +421(0)2 5441-5522 +421(0)2 5441-5489 +421(0)2 5441-5522 huba@ synergie.sk 1999 13 E, F, G, Ján Trgala Affiliated with: Droege Group +421(0)2 5710-8343 NA 1991 45 E, H, G, 16 Trenkwalder, a.s. Nám. 1. mája 18 Bratislava - Staré Mesto 811 06 skinfo@trenkwalder.com sk.trenkwalder.com +421(0)2 5710-8300 l l l l 4-7 1 (600) l l l ISO9001:2000 4-6 5 (300) Other services / Ostatné služby Management audits / Manažérske audity Interim management / Interim management Training / Trénovanie Employment abroad / Zamestn. v zahraničí Temporary jobs / Brigády Company (Listed alphabetically) Address City, Postal code E-mail Year of establishment / No.of permanent employees in SR / Languages Rok založenia v SR / Počet stálych zamestnancov v SR / Jazyky Executive search firm Human capital consulting firm Employment agency Temporary employment agency Active also as / Spoločnosť je aktívna aj v oblasti No. of placement / Upper & middle management / Specialists Celkový počet umiestnení / Vyšší a stredný manažment / Špecialisti Administration & assistants / Workers / Other / Administratíva a obslužný personál / Robotníci / Iné 120 27% 57% 13% 3% 0% l l l IT & telco, logistics & industry, finance & sales,, marketing & HR, temporary staffing 80 50% 20% 10% 0% 0% l l l l top management, admin., sales & marketing, procurement, logistics, production, HR, accountancy Major sectors /Najdôležitejšie sektory E X ECUTI V E SEARCH FIRMS Share of executive search methods in 2015 (in %) /Percentuálny podiel metód v executive search v roku 2015 (v %) Retained executive search/ Contingency search Other services / Ostatné služby Executive board consulting / Poradenstvo správnym orgánom spol. Management audits / Manažérske audity Interim management / Interim manažment Training / Trénovanie Outplacement / Outplacement Professionals (lawyers, auditors...) / Odborníci (právnici, auditori...) Public sector / Verejný sektor Health care / Zdravotníctvo Travel & restaurants / Cestovný ruch a reštaurácie Advertising & media / Reklama a média Sales / Predaj Logistics / Logistika Finance / Finančný sektor Telecommunications & IT / Telekomunikácie & IT Riaditeľ Telefón E-mail Automotive / Automobilový priemysel www Telefón Fax Chief executive officer Phone E-mail Professional standards / Average search time (weeks) / No. of branches in SR (No. of branches worldwide) / Profesný štandard / Priemerný čas vyhľadávania v týždňoch / Počet pobočiek v SR (vo svete) Production / Výroba Názov (v abecednom poradí) Adresa Mesto PSČ E-mail www Phone Fax Year of establishment / No.of permanent employees in SR / Languages Rok založenia v SR / Počet stálych zamestnancov v SR / Jazyky Recruitment agency Human capital consulting firm Temporary employment agency Employment agency Company (Listed alphabetically) Address City, Postal code E-mail Energy sector / Energetika Target sectors / Obsadzované sektory Active also as / Aktívna aj v oblasti 1 Amrop - Leaders For What´s Next www.amrop.sk Štefanovičova 12 Bratislava - Staré Mesto +421(0)2 5443-6001 +421(0)2 5443-6004 811 04 slovakia@amrop.sk 2 MENITY GROUP s. r. o. www.menity-group.com Karadžičova 8/A +421(0)2 5939-6263 Bratislava 821 08 +421(0)2 5939-6200 bratislava@ menity-group.com 3 Accord Group Ceska s.r.o., organizačná zložka www.accord-ece.com Zámocká 3 +421(0)2 2051-2501 Bratislava - Staré Mesto 811 01 bratislava@accord-ece.com 4 Arthur Hunt, s.r.o. www.arthur-hunt.com Obchodná 24 +421(0)2 5263-2761 Bratislava - Staré Mesto 811 06 +421(0)2 5273-1090 office@arthur-hunt.sk 5 Blechova Management Consulting s.r.o. www.blechovaconsulting.sk Drieňová 31 +421(0)2 4425-1026 Bratislava - Ružinov 821 01 info@blechovaconsulting.sk 6 BUSINESS ESSENTIALS spol. s r.o. www.essentials.sk Jakubovo námestie 13 +421(0)918 538-357 Bratislava - Staré Mesto 811 02 info@essentials.sk 7 CNA International - Slovakia s.r.o. www.cnaint.eu Carlton Savoy Building, Mostová 2 +421(0)2 3266-1725 Bratislava - Staré Mesto 811 02 kdemianova@cnaint.eu Igor Šulík, Mario Fondati, Martin Krekáč 1990 +421(0)2 5443-6001 l 25 slovakia@ E, F, H, G, R, amrop.sk Affiliated with: Amrop - Leaders For What´s Next AESC, ECGI l l l l l l l l l l l l 90% 4-6 10% 1 (83) PREMIUM LISTING l l l Peter Nemčok +421(0)2 5939-6263 nemcok@ menity-group.com Affiliated with: Menity Group l l l l l l l 5 1 (6) PREMIUM LISTING l l l 8 Consilium Consulting, s.r.o. www.consilium.sk Štefanovičova 18 +421(0)2 5443-4873 Bratislava - Staré Mesto 811 04 +421(0)2 5441-0272 consilium@consilium.sk Dr. Pendl & Dr. Piswanger 9 Management Consulting s.r.o. www.pendlpiswanger.sk Cukrová 14 +421(0)2 5932-4488 Bratislava - Staré Mesto 813 39 office@pendlpiswanger.sk Vladimír Koša Jana Martin +420(0)2 4245-8401 prague@ accord-ece.com Blanka Schellingová +421(0)2 5263-2761 schellingova@ arthur-hunt.sk Dana Blechová +421(0)917 617-005 dana.blechova@ blechovaconsulting.sk Jana Srpoňová +421(0)903 104-077 srponova@ essentials.sk Klaudia Demianová +421(0)905 486-762 kdemianova@ cnaint.eu kosa@ consilium.sk 2007 3 E, G, R, 2004 1 E, F, G, 2000 6 E, G, l Affiliated with: AltoPartners Executive Search Worldwide l l l l AESC l l l l l l l l l 100% 4-6 0% 1 (52) Affiliated with: Arthur Hunt Group l l l l l l l l l l l l l 95% 3-4 5% 1 (9) 2014 3 E, G, l l 2006 4 E, l 2013 l l 5 E, Bul, Cr, H, G, R, Pl, Sl, I, S, 2005 10 E, H, G, l l 1993 4 E, G, l l Eva Strečková +421(0)2 5932-4488 streckova@ pendlpiswanger.sk l 95% 5% 4-6 1 (0) 2-3 1 (0) l 3-5 1 (32) 2-3 1 (0) l l l l l 100% 0% l l l l l l l l l l l 30% 70% l l l l l l l l l l l l l l l 80% 20% l l l l l l l l l l l l l l l l l l l l l 30% 70% l l l l l Affiliated with: Intersearch Worldwide, Dr. Pendl & Dr. Piswanger Group 4-6 1 (90) l l l l l l l l l l l l 80% 20% NA- not available, Ar-Arabic, Bul-Bulgarian, Cr-Croatian, D-Dutch, E-English, F-French, G-German, H-Hungarian, Chi-Chinese, I-Italian, J-Japanese, K-Korean, N-Norwegian, Pl-Polish, P-Portuguese, R-Russian, Sl-Slovenian, S-Spanish 56 l l l l l l l l l Compiled by The Slovak Spectator team GENERAL PARTNER PR manažér Telefón E-mail Katarína Klembalová +421(0)917 697-726 klembalova@ profesia.sk Zuzana Semancová +421(0)911 797-799 l semancova@ hrda.sk Andrea Gondova +421(0)2 5564-2471 andrea.gondova@ hrcomm.sk Slavomíra Urbanová +421(0)948 688-879 slavomira.urbanova@ nadaciapontis.sk Oľga Pietruchová +421(0)2 2046-1812 olga.pietruchova@ employment.gov.sk Simona Gembická +421(0)903 619-549 simona.gembicka@ nadaciapontis.sk Monika Benková +421(0)2 2046-1828 monika.benkova@ employment.gov.sk 6 HR days +421(0)2 3220-9110 Profesia, s.r.o. +421(0)2 3220-9118 Pribinova 25, Bratislava - Staré Mesto 811 09 www.profesia.sk profesia@profesia.sk Practical Experiences in HR: Performance management 7 and Motivation HRcomm - ZDRUŽENIE PRE RIADENIE A ROZVOJ +421(0)2 5564-2471 ĽUDSKÝCH ZDROJOV www.hrcomm.sk Kominárska 2, Bratislava - Nové Mesto 831 04 hrcomm@hrcomm.sk 8 HR Pohoda +421(0)2 5443-6001 Amrop - Leaders For What´s Next Štefanovičova 12, Bratislava - Staré Mesto 811 04 +421(0)2 5443-6004 www.amrop.sk hrpohoda@amrop.sk 9 HRLeaders 2016 and HRTalent 2016 +421(0)2 5263-1515 Maxman Consultants, s.r.o. Gajova 4, P.O. Box 5, Bratislava - Staré Mesto 811 09 www.maxman-consultants.com info@maxman-consultants.com Peter Krutý +421(0)915 912-827 kruty@ profesia.sk Lucia Lauková +421(0)2 5564-2471 lucia.laukova@ hrcomm.sk Katarína Klembalová +421(0)917 697-726 l l l klembalova@ profesia.sk Andrea Gondová +421(0)2 5564-2471 l andrea.gondova@ hrcomm.sk Lucia Nacíková +421(0)917 814-440 lucia.nacikova@ amrop.sk Kristina Oravcova +421(0)904 985-699 oravcova@ maxman-consultants.com Jana Hyžová +421(0)904 159-473 hyzova@ jeneweingroup.com Matúš Trnkus +421(0)949 154-090 trnkus@ maxman-consultants.com 10 Human Resources Development and Employee Training HRcomm - ZDRUŽENIE PRE RIADENIE A ROZVOJ +421(0)2 5564-2471 ĽUDSKÝCH ZDROJOV www.hrcomm.sk Kominárska 2, Bratislava - Nové Mesto 831 04 hrcomm@hrcomm.sk 11 The employer of the year +44(0)20 7234-3535 The European Business Awards Friars Court, 20 Rushworth Street, London, SE1 0RB, www.businessawardseuroUnited Kingdom, pe.com info@businessawardseurope.com Lucia Lauková +421(0)2 5564-2471 lucia.laukova@ hrcomm.sk Andrea Gondová +421(0)2 5564-2471 andrea.gondova@ hrcomm.sk Emma Cozens +44(0)207 234-3544 emma.cozens@ businessawardseurope.com Vanessa Wood +44(0)796 666-6657 vanessa.wood@ businessawardseurope.com 12 Corporates for Children. THANK YOU! +421(0)2 5443-6001 Amrop - Leaders For What´s Next Štefanovičova 12, Bratislava - Staré Mesto 811 04 +421(0)2 5443-6004 www.amrop.sk firmydetom@amrop.sk 13 New Visions in HR +421(0)904 859-228 In Form Slovakia, s.r.o. Račianska 69/B, Bratislava - Nové Mesto 831 02 www.informslovakia.sk inform@informslovakia.sk Mario Fondati +421(0)905 658-103 mario.fondati@ amrop.sk Erika Jankajová +421(0)904 859-228 jankajova@ informslovakia.sk Jana Hyžová +421(0)904 159-473 hyzova@ jeneweingroup.com Jana Mujkošová +421(0)911 175-753 mujkosova@ informslovakia.sk 14 Leading HR Organisation PwC Twin City Business Centre A, Karadžičova 2, Bratislava - Ružinov 815 32 office.general@sk.pwc.com 15 Personal Management News and Media Holding a.s. Tomášikova 23, Bratislava - Ružinov 821 01 promotion@trend.sk 16 Aon Best Employers Slovakia Aon Hewitt CZ/SK Václavské náměstí 832/19, Praha, 110 00 slovakia@aonhewitt.com Peter Lackó +421(0)2 5935-0660 peter.lacko@ sk.pwc.com Kristína Gašparíková +421(0)2 5935-0715 kristina.gasparikova@ sk.pwc.com Pavla Pohanková +421(0)2 2082-2109 pohankova@ trend.sk Ivana Botošová +420(0)774 439-481 ivana.botosova@ aonhewitt.com Ingrid Schnurmacherová +421(0)2 2082-2137 l schnurmacherova@ trend.sk Pavel Skuhrovec +420(0)731 545-625 l pavel.skuhrovec@ aon.cz Branislav Moravík +421(0)32 770-4334 moravik@ expocenter.sk Ivana Ridékyová +421(0)32 770-4311 expocenter@ expocenter.sk 1 2 3 4 5 17 Job Forum EXPO CENTER a.s. K výstavisku 447/14, Trenčín 911 40 expocenter@expocenter.sk +421(0)2 5935-0111 +421(0)2 5935-0222 www.pwc.com/sk +421(0)2 2082-2109 +421(0)2 2082-2223 www.trendkonferencie.sk +420(0)2 7100-1370 bestemployerseurope.aon. com/sk +421(0)32 770-4320 +421(0)32 770-4324 www.expocenter.sk l l l l Annual survey reflects the true perspectives of people in Slovakia as to how they perceive companies, their benefits and image. March www.hrda.sk semancova@hrda.sk 2009 50 Bratislava Attend The 7th annual conference of human resource development, where again we welcome many interesting public speakers. l March www.hrgold.sk hrcomm@hrcomm.sk 1998 50 Bratislava Award for the HR personality of the year and award for HR project of the year. l March www.viabona.sk pontis@nadaciapontis.sk 1998 350 Bratislava Prestigious prize from Pontis Foundation to most the responsible employers in Slovakia. l April www.gender.gov.sk olga.pietruchova@employment.gov.sk 2000 50 Bratislava Award for those employers that pay systematic attention to harmonising work and family life. April www.hrdays.sk vystava@profesia.sk 2011 230 Bratislava Unique job fair in the area of HR for recruitment professionals, HR managers and professionals in the labour market. April www.hrcomm.sk hrcomm@hrcomm.sk Exchange of experience (information). 2000 Inspiration for companies in fields of 120 Demänovská dolina performance management and motivation of employees. May www.hrpohoda.sk hrpohoda@amrop.sk 2015 97 Bratislava May feast for all professionals from HR departments in Slovakia. 2014 200 Bratislava Tips how to think of HR in the context of trends and future challenges. Part of the event is HRTalent award for young HR managers. June www.hrcomm.sk hrcomm@hrcomm.sk Exchange of experience of corporate trai1997 ning specialists and providers of training. 120 Demänovská dolina Inspiration for development of personality. l June www.businessawardseurope.com info@businessawardseurope.com The European Business Awards recognize 2007 excellence in countries across Europe in 11 32,000 London / Bratislava categories, employee of the year is one. September www.21kmpredeti.ldi.sk firmydetom@amrop.sk 2009 250 Bratislava This initiative is part of a 21-km Charity run for children in need organised by Children’s Safety Line. September www.informslovakia.sk inform@informslovakia.sk 2008 260 Bratislava Permanently sustainable development of HR and company. Support of culture, health and safety. Education & development of employees. 2012 l October www.pwc.com/sk/leading-hr- 100 Bratislava -organisation news.slovakia@sk.pwc.com Leading HR Organisation Award - a competition in which firms with the most effective HR management and HR practice are awarded. 1994 200 Bratislava One of the greatest HR conferences in SR, organised by Trend and HRComm. Part of the conference is HR Gold. 2004 100 Bratislava Aon Best Employers programme measures employee engagement and recognises the Best Employers, anywhere in the world. 2009 Trenčín International job & education opportunities fair. October www.trendkonferencie.sk promotion@trend.sk l November bestemployerseurope.aon. com/sk slovakia@aonhewitt.com l November www.expocenter.sk expocenter@expocenter.sk NA- not available, Ar-Arabic, Bul-Bulgarian, Cr-Croatian, D-Dutch, E-English, F-French, G-German, H-Hungarian, Chi-Chinese, I-Italian, J-Japanese, K-Korean, N-Norwegian, Pl-Polish, P-Portuguese, R-Russian, Sl-Slovenian, S-Spanish 58 Description / Popis 2012 l January 253 www.najzamestnavatel.sk najzamestnavatel@profesia.sk Bratislava l June www.hrleaders.sk info@hrleaders.sk l Conference (exhibition) was first held in (year) / No. of visitors in 2015 /Location of the event / Rok prvého konania konferencie (výstavy) / Počet návštevníkov v roku 2015/ Miesto konania konferencie (výstavy) Riaditeľ konferencie Telefón E-mail Peter Krutý +421(0)915 912-827 kruty@ profesia.sk Boris Kapucian +421(0)911 797-799 semancova@ hrda.sk Lucia Lauková +421(0)2 5564-2471 lucia.laukova@ hrcomm.sk Event / Podujatie PR manager Phone E-mail Conference / Konferencia Exhibition / Výstava Conference director Phone E-mail Month (date) event is held / Conference (exhibition) www /Conference (exhibition) e-mail / Obdobie konania konferencie (výstavy) /www konferencie (výstavy) / E-mail konferencie (výstavy) Name of conference / exhibition (Listed by date of events) Organiser Phone Address, City, Postal code Fax E-mail www Názov konferencie / výstavy (zoradené podľa dátumu konania) Telefón Organizátor Fax Adresa, Mesto, PSČ www E-mail Best employers +421(0)2 3220-9110 Profesia, s.r.o. Pribinova 25, Bratislava - Staré Mesto 811 09 www.profesia.sk profesia@profesia.sk HR Development Academy +421(0)911 797-799 HR Development Academy Leškova 3A, Bratislava - Staré Mesto 811 04 www.hrda.sk semancova@hrda.sk HR GOLD HRcomm - ZDRUŽENIE PRE RIADENIE A ROZVOJ +421(0)2 5564-2471 ĽUDSKÝCH ZDROJOV www.hrcomm.sk Kominárska 2, Bratislava - Nové Mesto 831 04 hrcomm@hrcomm.sk Via Bona - Great Employer +421(0)2 5710-8111 Nadácia Pontis Zelinárska 2, Bratislava - Ružinov 821 08 www.nadaciapontis.sk pontis@nadaciapontis.sk Employers Friendly to Family, Gender Equality and Equality of Chances +421(0)2 597-5111 Ministerstvo práce, sociálnych vecí a rodiny SR Špitálska 4-6, Bratislava - Staré Mesto 816 43 www.employment.gov.sk okv@employment.gov.sk Ocenenie / Award CONFERENCES , a w a r d S & E V ENTS FOCUSING ON HUMAN CA P ITAL i n s l o v a k i a Compiled by The Slovak Spectator team .2013 Comenius University in Bratislava Your Education Your Future 4 the biggest and oldest university in the Slovak Republic 4 a wide range of several hundreds of study programmes at 13 colleges 4 an outstanding scientic institution 4 almost 26,000 students including 2,400 international students from 70 countries all over the world 4 in TOP 500 of prestigious world university rankings STRATEGIC MANAGEMENT CONSULTING Executive Search Government Relations Founder of Business Innovation Network Comenius University in Bratislava, Slovak Republic Jenewein Group, s. r. o., Štefanovičova 12, 811 04 Bratislava 1, Slovak Republic T/F: +421 2 5443 6001–4 | slovakia@jeneweingroup.com | www.jeneweingroup.com infocentrum@uniba.sk www.uniba.sk Excellence Creating Value Ing. Miroslav Garaj Country Manager Slovakia Noerr s.r.o. - AC Diplomat, Palisády 29/A 811 06 Bratislava - Slovakia T +421 2 59101010 F +421 2 59101011 info@noerr.com, www.noerr.com M +421 910 744 007 E miroslav.garaj@grafton.sk W Grafton.sk GreenPages:Sestava 1 GreenPages:Sestava 1 17:34 l Stránka 1 15.2.2013 15.2.2013 17:34 17:34 • • • • • • • • • • • • • • • Berlin Dresden Düsseldorf Frankfurt Munich Bratislava Budapest Bucharest Moscow Prague Warsaw Alicante Brussels London New York Stránka 1 University of Veterinary Medicine Stránka 1 in Košice and Pharmacy ADDRESS: Komenského 73, 041 81 Košice Slovak Republic GREENPAGES . S GREENPAGES . S PEC PAGES . S GREENPAGES .PECTATO SPECTATOR.SK R ECTATO R . SK SLOVAK BUSINESS DIRECTOR GreenPages:Sestava 1 15.2.2013 17:34 Stránka 1 RECTOR'S OFFICE Phone/fax: + 421 55 632 52 93 Mobile: + 421 915 923 195 Mail: sekretariat@uvlf.sk Web: www.uvlf.sk l facebook.com/uvlf.sk SLOVAK BUSINESS DIRECTORY SLOVAK BUSINESS DIRECTORY NESS DIRECTORY Contacts to more than 2,600 c Contacts to more than 2,600 compan more than 2,600 companies in 106 cat mpanies in 106 categories Contacts to more than 2,600 companies in 106 categories Mame tu rok oslav. Oslavujte snami. NOVEMBER 2015 MENU NA Mame tu rok oslav. Oslavujte s nami. www.jeneweingroup.com Mame tu rok oslav. Oslavujte s nami. www.amrop.sk JAR 2016 MENU NA JANKO Venujeme čas mladým talentom Vďaka vlastnej iniciatíve a spojeniu síl s Neziskovou organizáciou EPIC a organizáciou Úsmev ako dar Amrop dobrovoľníckymi aktivitami sprevádza a vedie nadaných študentov vrátane talentov z detských domovov pri vstupe do reálneho pracovného života. JA 14 Vianočný večierok vo Viedni JANUÁR MODUSus Rozumieme talentu, jedinečnosti i sile osobností. Aj preto sme sa odmenili spoluprácou s fotografom Alanom Hyžom. Podporili sme vydanie knihy portrétov sto významných predstaviteľov slovenskej kultúry DECEMBER a ich najmilších miest na Slovensku, ľ u d í a i c h m i e s t ktorú venujeme nielen stovkám čitateľov, ale aj sebe i našim ALAN HYŽA partnerom. Marcové prekvapenie! Alan Hyža (1964) žije v Bratislave. Je autorom kníh Ríša zla na konci sna (2000), Koniec (2003), Misia (2010), Genius loci (2011), Bratislava včera a dnes (2014) a iných publikácií. Je viacnásobným laureátom cien Czech Press Photo, na Slovensku v roku 2009 získal ocenenenie Fotograf roka. Fotografie publikované v knihe 100 boli zhotovené analógovým procesom na formát negatívov 6x6 cm a 10x12,5 cm v rokoch 2012 až 2015. 14/15 Alan Hyža (1964) lives in Bratislava. He is author of The Empire of Evil at the End of A Dream [Ríša zla na konci sna, 2000], The End [Koniec, 2003], The Mission [Misia, 2010], Genius loci (2011), Bratislava Yesterday and Today [Bratislava včera a dnes, 2014] and a number of other publications. Alan Hyža is multiple laureate of awards within the Czech Press Photo. In 2009 he was awarded the Photographer of the Year in Slovakia. The photographs published in this volume 100 were made with the use of analogous process in the negative format 6x6 cm and 10x12.5 cm between 2012 and 2015. 24 100 DECEMBER Svet sa mení. Anjeli sú veční. www.jeneweingroup.com MENU NA Pokojné Vianoce a šťastný nový rok www.jeneweingroup.com MENU NA Jenewein Group počas uplynulých 25 rokov výrazne prispela k formovaniu trhu personálneho, resp. manažérskeho poradenstva a rozvoju jednotlivých disciplín manažmentu a líderstva na Slovensku. O to väčšia je naša radosť z vydania špeciálnej prílohy týždenníka Trend 25 rokov podnikania. Spoločne predstavujeme 27 osobností a 25 príbehov predstaviteľov silnej generácie slovenských manažérov. MEET the new CHIEFS Webová stránka Amropu prechádza výraznou úpravou dizajnu. Výsledkom je jednoduchšia a rýchlejšia orientácia v širokom a neustále inovovanom portfóliu služieb, aktivít a kontaktov na členov nášho tímu poskytujúcich riešenia v rámci jedinečnej 3D špecializácie. 25 JÚN MÁJ stretnutie o rodinnom podnikaní 6 SEPTEMBER pohoda pohoda Od začiatku leta aktívne oslovujeme firmy pôsobiace na Slovensku, aby sme ich majiteľov, vrcholových manažérov, personálnych riaditeľov a všetkých zamestnancov spojili a nadchli pre dobrú vec. Cieľom je na štart behu 21 km pre deti pozvať čo najviac bežcov z radov kolegov, klientov či obchodných partnerov. Všetky finančné prostriedky získané zo štartovného putujú priamo na účet Linky detskej istoty, ktorá je hlavným organizátorom behu. Mame tu rok oslav. Oslavujte s nami. Viac informácií na www.amrop.sk www.jeneweingroup.com Viac informácií na www.amrop.sk MENU NA MAREC 2015 www.amrop.sk Career & Employment Guide Amrop ako generálny partner dlhodobo podporuje vydanie ročenky Career & Employment Guide. Vysokou expertnosťou prispieva k zvyšovaniu jej kvality a ďalším šírením podnecuje inovácie v rozvoji ľudského kapitálu. MAREC 12 APRÍL Axis Tel Aviv 28 MÁJ APRÍL Vrcholom aprílového menu je nepochybne tanečná večerná párty – oslava našich 25 rokov v klube Loft! pri miešaných nápojoch a ešte lepšej hudbe Replay Band. Aktívnym pôsobením na svetovej konferencii Axis 2015 v Izraeli prinášame na Slovensko najlepšie praktiky, aby sme v rámci služby Investment Advisory rozširovali a efektívne podporovali spájanie globálnych investorov s najúspešnejšími lokálnymi startupmi. 18/19 MAREC Mame tu rok oslav. Oslavujte s nami. www.jeneweingroup.com MENU NA www.jeneweingroup.com DECEMBER 2014 Mame tu rok oslav. Oslavujte s nami. Mame tu rok oslav. Oslavujte s nami. MENU NA www.jeneweingroup.com 6 17/18 JANUÁR Presne na poludnie sviatku Troch kráľov v roku 1990 sa začala písať slovenská história značky Jenewein. Mame tu rok oslav. Oslavujte s nami. APRÍL 2015 pohoda Hlavný dátum nášho výročia. Dynamika talentu NOVEMBER 1 www.hrpohoda.sk HR pohoda tentoraz na tému 24/25 Na ďalšom z úspešnej série diskusných stretnutí Coffee time with Amrop pri šálke dobrej kávy pozvaným hosťom predstavíme manuál efektívneho lídra obsahujúci najlepšie fungujúce a najosvedčenejšie manažérske štýly pozitívne vplývajúce na motiváciu jednotlivcov i tímu, vzťahy a organizačnú klímu, celkový výkon a spokojnosť v práci. V ďalšom mesiaci osláv 25. výročia sa o radosť z minulých i budúcich úspechov podelíme so súčasnými i s bývalými zamestnancami, externými spolupracovníkmi a partnermi – členmi Jenewein Alumni, ktorí rástli so značkami Jenewein – Amrop – Fipra – EPPP a sú súčasťou nášho úspešného príbehu. Mame tu rok oslav. Oslavujte s nami. HR FEBRUÁR 2015 21 OKTÓBER Hosť: Rastislav Madunický Mame tu rok oslav. Oslavujte s nami. 27 JANUÁR 2015 Mame tu rok oslav. Oslavujte s nami. Ako sa hrať a vyhrať o tretinu väčší výkon Bratislava Jenewein Anniversary Party Amrop pri príležitosti 25. výročia organizuje prvý ročník májovej slávnosti HR Pohoda. Určená je ľuďom, ktorí sa profesijne pohybujú vo svete HR oddelení. Pod konármi stromov v bratislavskej reštaurácii Pohoda vytvoríme priestor na zábavu, rozhovory a spoznávanie ľudí bez odborných tém, prezentácií, partnerov a produktov. MENU NA tentoraz na tému Mame tu rok oslav. Oslavujte s nami. Jenewein bežecký tím spolu s podporou mnohých priaznivcov medzi divákmi na 68. ročníku Národného behu Devín – Bratislava na každom z odbehnutých 11 625 metrov potvrdí rokmi overenú zdatnosť, súhru, nasadenie, cit pre fair play a vytrvalosť. www.amrop.sk samostatne nepredajné november 2015 ImrIch Béreš, BranIslav cvIk/ ĽuBomír vančo, andrej Glatz, juraj heGer, Pavol lančarIč, ĽuBoš loPatka, mIroslav majoroš, marIan marek, mIchal meško, jozef ondáš, reGIna ovesny-straka, roBert redhammer, štefan rosIna, rIchard ryBníček, vladImír soták, Peter škodný, vladImír šrámek, Ivan štefunko, mIchal štencl, mIroslav trnka, mIroslav trnovský, jozef uhrík, juraj vaculík, alexander varGa/eva stejskalová, Peter zálešák www.jeneweingroup.com Beh Devín – Bratislava Family Business Practice slovenského Amropu spolu s RSM TACOMA Family Office v exkluzívnom prostredí Hotela Amade Chateau**** vytvoria optimálne podmienky na výmenu odborných vedomostí a osobných skúseností majiteľov rodinných firiem, ktoré v rámci Slovenska dosiahli pozoruhodný úspech. 25 rokov podnikania MESTO PRE RODINU A BIZNIS Mame tu rok oslav. Oslavujte s nami. MENU NA Spúšťame nový web! 3 19 OD JESENE DO MARCA 2016 NOVEMBER Je nám cťou, že v rámci našich výročných stretnutí môžeme slovenskej CEO komunite predstaviť názory a skúsenosti globálneho CEO Amropu. José Ignacio Leyún je vyhľadávaný a rešpektovaný profesionál, ktorý osobne radí mnohým vrcholovým manažérom a členom správnych orgánov medzinárodných spoločností v otázkach líderstva. Okrem prehliadky mesta a interných rokovaní absolvuje aj stretnutia s pozvanými hosťami a médiami. PF 2016 MÁJ 2015 Takmer rodinné MENU NA Sviatok sv. Martina je na Slovensku spojený nielen s prvým snehom, ale aj s dobre vykŕmenou a do zlatista upečenou tzv. martinskou husou. Aj túto jeseň sa preto všetci zamestnanci Jenewein Group vrátia k stáročným slovenským tradíciám – na pozvanie chairmana Martina Krekáča strávia spoločné chvíle na hostine v Pivnici U Zlatej Husi v Slovenskom Grobe. Mame tu rok oslav. Oslavujte s nami. www.amrop.sk Amrop v roku osláv 25. výročia pôsobenia na slovenskom trhu, na ktorý vstúpil ako pôvodom rakúska spoločnosť Jenewein & Partners, symbolicky v Slovenskom inštitúte vo Viedni a v spolupráci so Slovensko-rakúskou obchodnou komorou predstavuje inšpiratívne príbehy dvoch nových vrcholových manažérov – Reginy Ovesny-Straka, generálnej riaditeľky a predsedníčky predstavenstva poisťovne Kooperativa, a Michala Lidaya, generálneho riaditeľa a predsedu predstavenstva Tatra banky. JÚN podnikania OKTÓBER 2015 Poradensko-analytický inštitút Európske partnerstvo pre verejné stratégie (EPPP) ako člen Platformy žien Slovenska podporuje a aktívne pomáha realizovať projekt zameraný na riešenie problematiky podpory podnikania a zamestnanosti, relatívne obmedzené možnosti sebarealizácie žien v regiónoch a zosúladenie pracovného, osobného a rodinného života. Svätomartinská hus LETO 2015 Mame tu rok oslav. Oslavujte s nami. 5 NOVEMBER 25 rokov MENU NA rodinné stretnutie o rodinnom podnikaní Po mimoriadne priaznivej odozve od hostí júnového stretnutia sa Family Business Practice slovenského Amropu spolu s RSM TACOMA Family Office presúva na východ. V Hoteli Slamený Dom*** opäť vytvoria optimálne podmienky na výmenu odborných vedomostí a osobných skúseností majiteľov rodinných firiem, ktoré na Slovensku dosiahli pozoruhodný úspech. 11 Portréty osobností ako darček Kam inam ako do Viedne – mesta zrodu značky Jenewein, by sme sa v roku osláv nášho 25. výročia mohli vybrať na vianočný výlet? Dva dni v rakúskej metropole sú odmenou za celoročnú prácu i prostriedkom na stmelenie celého tímu pred vstupom do roku 2016. 21.12.2015 11:29 Jana Hyžová JL_BOOKLET.indd 1 Takmer OD DECEMBRA DO JÚNA 2016 100 Máme chuť tvoriť a prispievať k tvorbe hodnôt inšpirujúcich nielen súčasnú, ale aj budúce generácie. Aj preto sme podporili vydanie nového CD Janka Lehotského Moje mladšie ja. Prezentácia albumu bola súčasťou vernisáže rovnomennej výstavy výtvarných diel, ktorou známy spevák, jeden z najúspešnejších skladateľov slovenskej modernej populárnej hudby a líder skupiny Modus pred verejnosťou premiérovo odkryl aj svoj výtvarný rozmer. 6 NOVEMBER LEHOTSKÝ MOJE MLADŠIE Janko Lehotský a jeho mladšie ja DECEMBER 2015 ALAN HYŽA MENU NA DECEMBER NOVEMBER 2014 Praha Amrop ako partner seminára Prečo sú rodinné podniky na Slovensku neviditeľné? a spoluautor štúdie Rodinné podnikanie alebo (ne) zostane to v rodine šíri najnovšie poznatky a iniciuje odbornú diskusiu o trendoch v rodinnom podnikaní. Vianočný výlet do Prahy ako úprimné poďakovanie zamestnancom Jenewein Group a spoločností Amrop a Fipra v jej portfóliu. Zároveň je skvelou prípravou celého tímu na nadchádzajúci rok 2015. Uplynulých 25 rokov je úžasným príbehom. 1 NOVEMBER Bratislava Hosť: Vladimír Vůjtek, úspešný hokejový tréner 17 FEBRUÁR Košice CORPORATE AFFAIRS OFFICERS Hosť: Martin Kohút, úspešný manažér a podnikateľ 18 Žilina Hosť: Richard Rybníček, úspešný manažér a komunálny politik FEBRUÁR Záležitosti najvyššieho poschodia 31 JANUÁR 24 Vychádza profilový rozhovor – ďalší zo série Context Matters/ Amrop Interview. S cieľom priblížiť trendy v oblasti Corporate Affairs všeobecne i osobné pohľady a skúsenosti sa Amrop rozprával s Henrichom Krejčím, vedúcim útvaru energetického práva, regulácie a verejných záležitostí spoločnosti Slovenský plynárenský priemysel. FEBRUÁR PF 2015 Náš úspech je podmienený nielen vlastným úsilím, ale aj úspechom iných. Ďakujeme našim partnerom a klientom za inšpirácie, ktoré prinášajú na slovenský trh. V roku 2015 sa tešíme na spoluprácu a stretnutia na viacerých odborných i spoločenských podujatiach. 31 DECEMBER TREND seminárom Attitude is everything, ktorého je Amrop hrdým generálnym partnerom, oficiálne otvárame rok osláv 25. výročia personálneho poradenstva na Slovensku a našej aktívnej a inšpirujúcej prítomnosti na slovenskom a stredoeurópskom trhu. Prečo je koučingový spôsob riadenia vo firme dnes taký účinný Mame tu rok oslav. Oslavujte s nami. Moderátorkou stretnutí s pozvanými hosťami pri šálke dobrej kávy bude Andrea Vadkerti, ambasádorka nášho 25. výročia. Viac informácií na www.amrop.sk We enjoyed our 13 NOVEMBER www.amrop.sk www.jeneweingroup.com Viac informácií na www.amrop.sk year to the fullest! Štefanovičova 12, 811 04 Bratislava SP015003/001 SP016002/001 www.jeneweingroup.com