Human Capital Trends 2015

The number of HR and business leaders who cited engagement as being “very important” doubled in the past year reaching 50%. Sixty percent of HR and business leaders surveyed said they do not have an adequate program to measure and improve engagement, indicating a lack of preparedness for addressing this issue.

Only 12 % of HR and business leaders have a program in place to define and build a strong culture; while only 7% rated themselves as excellent at measuring, driving, and improving engagement and retention.

Provocările la nivel global vor ajunge și în România. Antreprenorii locali au timp să își adapteze strategiile organizaționale.

Provocările cu care se confruntă organizațiile la nivel mondial se vor regăsi și pe agenda angajatorilor din România cât de curând, ca efect al alinierii firmelor românești care fac parte din grupuri multinaționale la strategiile de dezvoltare stabilite la nivel central. Această abordare va fi preluată și de antreprenorii locali care vor trebui să își adapteze strategiile de resurse umane în aceeași direcție, pentru a fi competitivi.

“În opinia noastră, piața angajatorilor din România are timp să se pregătească pentru a face față noii paradigme în care evoluează angajatorii din Vest, și anume aceea în care ‘balanța puterii’ tinde să încline în favoarea angajatului”, a spus Raluca Bontas, Director Global Employer Services Deloitte România. “În noua lume a muncii în care probabil va intra și România curând, angajatorii vor trebui să își regândească metodele de conducere, să flexibilizeze raporturile de muncă, să ajusteze modul în care este structurata remunerația, să vină cu idei noi de implicare a salariaților în viața firmei și să îi cointereseze în dezvoltarea acesteia. Tocmai gradul sporit de autonomie a salariaților, usurinta mobilității acestora și, uneori, nevoia lor de schimbare se impun ca elemente pe care angajatorii înșiși trebuie azi să le includă drept componente principale în construirea culturii lor organizaționale”, consideră Bontaș.

Leadership, learning, and skills gap take center stage.

Leadership gaps – last year’s most critical issue – continued to be top of mind for HR and business leaders, 86% of whom cited it as a top issue this year. However, the number of respondents who said this was a “very important” issue jumped from 38% last year, to 50% this year.

Recognizing the fact that a general lack of skills is likely to impede business growth, 85% of HR and business leaders ranked learning and development as a top issue, compared to 70% last year, making this the third most critical issue in this year’s survey. Meanwhile, 80% of respondents cited workforce skills as a top issue (up from 75% last year), and 35% rated the lack of skills in HR as a “very important” problem, up from 25% last year.

“Businesses must carefully manage all the changes required at the workplace and this won’t be an easy task from a legal perspective,” said Florentina Munteanu, Associate Partner Reff & Associates, the law firm representing Deloitte Legal in Romania. “Romanian labor legal environment is behind the changes that are happening in the day-to-day business and there is a continuous struggle to find innovative ways of interpreting the law in order to allow implementation of policies that would help in dealing with the critical aspects of the work that the employees are currently requiring. Among others, international mobility and flexible work schedule, including work from home, are subjects which still raise conceptual as well as practical challenges.”

In her turn, Doina Patrubani, Consulting Director Deloitte Romania believes that the priority agenda of the local business environment has to accommodate the following strategic topics:

• Business and HR leaders will have to launch a complex process of re-designing, re-defining and re-invigorating the human capital and talents management functions
• Achieving new HR abilities is key to companies and needs to be approached at top level
• More than ever, the role of the HR is essential in any company
• The role of the HR leader has to be redefined in the new context and positioned strategically to a high degree of authority and decision power.

Access the full conclusions of the report.