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July 2010 Hr Survey Presentation Linked In

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    July 2010 Hr Survey Presentation Linked In July 2010 Hr Survey Presentation Linked In Presentation Transcript

    • The Human Resources in Romania before and during the crisis Survey – July – September 2010
    • The objectives of this initiative
      • To see what changed, what’s new and what…
      • disappeared from the HR landscape in Romania in terms of strategic HR processes and activities from January 2009 to date
      • To see what our Clients need and want during these hard
      • times for HR
      • To see what trends our peers anticipate and what they
      • need for the coming period of time (6 months – 1 year)
    • Content
      • Section 1: General information on responding companies
      • Section 2: Comparison Before and After January 2009
      • Section 3: Trends and directions after January 2009 (market response to crisis)
    • Section 1: General Information on the 21 Responding Companies
    • Who participated? B2B, Real Estate, Security, Oil & Gas, FMCG & Agribusiness, Services, Production. Responding companies in numbers and percentage of total respondents 47.6 14.29 4.76 9.52 4.76 0 14.28 4.76 10 3 1 2 1 0 3 1 h) g) f) e) d) c) b) a)
    • Who participated? (2) Responding companies in numbers and percentage of total respondents 19.05 9.52 52.38 19.05 4 2 11 4 d) c) b) a) 4.76 0.00 80.95 14.29 1 0 17 3 d c b a
    • Who participated? (3) Responding companies in numbers and percentage of total respondents 23.81 0 52 14.3 5 0 11 3 d) c) b) a) 0 66.7 33.3 0 14 7 c b a
    • Opinions about the survey Responding companies in numbers and percentage of total respondents Q 18 . About this survey: was it worthwhile? Do you think the answers will be helpful to you and you want to join our future round tables after processing the results?
      • Yes I think the results will be helpful and the survey items are pertinent for the actual HR market in Romania. I will join the group events and round tables.
      • I think it's a good study but I am not sure how much I will get involved in the future. I just want the survey results for the information purpose.
      • I don't believe the results will be helpful in any way.
      0 28.57% 71.43% 0 6 15 c) b) a)
    • Section 2: Comparison Before and After January 2009
    • Before January 2009 h) Other g) Training and professional development f) Comp & Ben (other than salaries) e) Employee Satisfaction Survey d) Career Management c) Performance Management b) Employee Induction (organized by HR, with a minimum duration of 3 days) a) Recruitment and selection The following processes and activities are in place within my organization: Q6: HR Processes and Activities 5 20 17 14 14 18 16 21 23.81% 95.24% 80.95% 66.66% 66.66% 85.7% 76.2% 100%
    • Before January 2009       Other 12 (57.14%) 4 (19.04%) 1 (4.76%) Training and professional development   14 (66.66%)   Comp & Ben (other than salaries) 1 (4.76%) 9 (42.86) 2 (9.52%) Employee Satisfaction Survey 2 (9.52) 7 (33.33%)   Career Management 2 (9.52%) 11 (52.38%)   Performance Management   14 (66.66%)   Employee Induction (organized by HR, with a minimum duration of 3 days) 8 (38.10%) 10 (47.61%) 1 (4.76%) Recruitment and selection Both Rolled-out internally Outsourced Q7: From these activities, the following were in place before the crisis (January 2009) and were outsourced, rolled-out internally or both  
    • Before & After January 2009 Before January 2009 After January 2009 h) Other (None, Key Employee Retention) g) Training and professional development f) Comp & Ben (other than salaries) e) Employee Satisfaction Survey d) Career Management c) Performance Management b) Employee Induction (organized by HR, with a minimum duration of 3 days) a) Recruitment and selection The following HR activities were considered strategic:   Q8 & Q11 2 16 12 6 10 15 7 18 9.52% 76.2% 57.14% 28.57% 47.61% 71.42% 33.33% 85.71% 2 15 13 10 11 16 6 14 9.52% 71.43% 61.90% 47.62% 52.38% 76.2% 28.6% 66.7%
    • Before & After January 2009 1   No responses 1 3 Other (No budget just for HR) 1 1 Other (10%) 3 2 Over 500.000 Euro 0 1 300.000 - 500.000 Euro 2 1 100.000 - 300.000 Euro 6 6 50.000 - 100.000 Euro 7 7 Less than 50.000 Euro After January 2009 Before January 2009 Q9 & Q10: Before January 2009 the size of the HR budget was a fixed amount or it was related to the company turnover as a percentage. In case of the last situation, please specify the percentage in the "Other" box.  
    • After January 2009     2 9.52% 1 4.76% Other (special projects and hard skills training, key employees retention) 5 23.81% 1 4.76% 10 47.61% 3 14.29% Training and professional development   15 71.43% Comp & Ben (other than salaries)   1 4.76% 12 57.14% 1 4.76% Employee Satisfaction Survey 1 4.76% 1 4.76% 14 66.66% Career Management 1 4.76% 16 76.2% Performance Management   15 71.43% Employee Induction (organized by HR, with a minimum duration of 3 days) 6 28.57% 12 57.14% 1 4.76% Recruitment and selection   Both (internal and outsourced)  No longer per- formed Rolled-out internally Out- Sourced Q12 : After January 2009 the outsourcing budget was kept (at least for a part of the outsourced activities), other activities are rolled-out internally and others are no longer part of our HR activities:  
    • After January 2009       1 4.76% Other (Employee recognition program)   1 4.76%   1 4.76% Training and professional development   2 9.52%   2 9.52% Comp & Ben (other than salaries)   1 4.76% 1 4.76% 2 9.52% Employee Satisfaction Survey   6 28.57%   6 28.57% Career Management   1 4.76% 1 4.76% 2 9.52% Performance Management   1 4.76%   1 4.76% Employee Induction (organized by HR, with a minimum duration of 3 days)         Recruitment and selection   Both (internal and out-sourced)    Rolled-out internally Outsourced Introduced after Jan 2009  Q13: After January 2009 the following HR processes and activities were introduced and they are outsourced or rolled-out internally or both:  
    • Section 3: Trends and directions after January 2009
    • After January 2009 Q14: After January 2009 we are doing internally HR processes and activities to an extent of (please chose the percentage) and hired extra people to ensure the necessary resources (please tick the option if applicable):   4.76 1 No responses 4.76 1 We hired extra people to be able to do it Internally 52.38 11 75 - 100% 28.57 6 50 - 75% 0.00 0 25 - 50% 9.52 2 Less than 25%
    • Focus for next 6 – 12 months 71 – 80% of companies focusing on Recruitment and Training will keep on outsourcing as well as rolling these processes internally.     2 Other (Work H & S, Key Employees Retention) 0 3 4 Consultancy on HR process effectiveness 8 2 10 Training and professional development 1 3 10 Comp & Ben (other than salaries) 2 3 7 Employee Satisfaction Survey 1 2 10 Career Management 3 4 10 Performance Management 0 1 8 Employee Induction (organized by HR, with a minimum duration of 3 days) 5 2 7 Recruitment and selection Both Outsourced Internal Q 15 : In the next short term period (6 months – 1 year) the focus is on the following HR activities, internal or outsourced or both:
    • Round tables subjects 4 6 1 Consultancy on HR Process effectiveness 6 2 4 Training and professional development 3 8 2 Comp & Ben (other than salaries) 3 6 0 Employee Satisfaction Survey 4 8 1 Career Management 3 11 0 Performance Management 2 4 0 Employee Induction (organized by HR, with a minimum duration of 3 days) 0 3 3 Recruitment and selection Both Experience Exchange External Interventions Q16 : In the following areas the HR department has a need for external interventions and/or experience exchange with other companies through meetings or round tables:
    • Round tables subjects (2) Q17: Other aspects you consider relevant for this analysis and which weren’t included in the survey topics list (therefore they will be subjects of future round tables):     4. Managing the organizational climate 3. Aspects related to building and promoting an employer's brand 2. Retention programs, not necessarily the ones included in induction programs 1. ROI in soft skills training