Fast, flexible, competent
Solutions for your business
It’s all about the people ...
1. Temporary employment ........... 02
2. Payrolling ........... 04
3. Try and hire ........... 05
4. Mediation in hiring ........... 06
5. Advertising for the clients ........... 08
6. Advertising and selection of applications ........... 09
7. Psychological testing and interviewing ........... 10
8. Consulting in the area of HR management ........... 11
9. DEKRA Training Center ........... 13
10. Mystery shopping ........... 14
11. GERMAN MANAGEMENT POOL ........... 15
12. Business ethics and privacy ........... 17
13. About us / contact ........... 18
14. Global solutions ........... 19
15. Across Germany ........... 20
16. References ........... 21
Temporary employment is a new employment concept on the labor market in Serbia. Namely, in
this tipe of employment, DEKRA Employment employs selected candidates as their staff, and then
contracts them to the client pursuant to the Contract for Services or Contract on Business Technical
DEKRA and worker sign the Employment Contract, while DEKRA and client conclude Contract for
Services, after which the worker is directed to work for the client.
Need for temporary employment can arise from various reasons, while the most frequent are:
seasonal jobs – need for additional staff furing the periods when the scope of business is increasing,
need for additional labor as assistance to regular work activities, absence of client’s existing workers
(for example, due to sick leave, annual leave, maternity leave, military service, etc.).
The companies keeping strict records about their employees (“headcount”) might find this service
especially interesting contracted workers are not registered as the employees of the client’s
- Provisions of the Rule Book on Labour or Collective Contract do not apply to the contracted
- DEKRA performs all activities connected to the selection of workers
- Dekra performs all administrative activities which would otherwise be the responsibility of the
client (preparation and signing of contracts, applications and payments for health and pension
insurance and insurance in case of unemployent, management and payment of salaries, keeping
- DEKRA can fill in vacant work positions quickly and efficiently due to quality selection and
- DEKRA is responsible for observing all provisions set forth by Labour and Employment Law.
- Reduced risk of worker’s absence due to sick leave, annual leave or other reasons, taking into
account that all expenses are borne by Dekra and absent worker replaced by another
- DEKRA charges to the client effective working hours of employees, i.e. hours that the employee
actually spent on work, which brings considerable savings to the employer (apart from payment by
the hour we can also apply Administration model)
- If the client is not satisfied with the contracted worker, there is an opportunity to replace him by
- Client is able to use workforce according to the dynamics of his business activities
In that way, employer transfers all risks and responsibilities to Dekra which takes over care of
employees. This procedure significantly saves time and money.
DEKRA offers payroll services, i.e. calculation of salaries and all other administrative activities
that include this (keeping records on sick leaves, annual holidays, working and nonworking days,
payment of hot meal allowances, payment of compensation for traveling expenses, and similar).
- DEKRA takes over all the responsibilities related to administrative calculation of salaries.
- DEKRA strictly respects confidentiality of all data.
Try and hire
This service includes two steps:
1. DEKRA performs complete process of candidate selection for the client
Selected candidates initiate working with the client, while being administratively recorded as
employed with DEKRA hiring
From a practical point of view, the client does not finish the selection process by choosing staff; it is
testing the staff during probation work with the possibility to terminate cooperation in easier way.
Upon expiry of the employment contract (which is being signed for the definite period of time of 3 or
6 months), the client could ask:
- To take over the employee from DEKRA and register him/her on its payroll sheet
- To continue keeping the employee registered with DEKRA hiring
- Not to prolong the Employment contract of the employee
- All the benefits that come from complete selection process
- The client maximally decreases the risk of misjudgment of the new employee
- This is specially recommended when it is not certain whether there will exist a need for the open
position after the expiry of the employment contract.
Mediation in hiring (Complete selection process)
Complete selection process includes two phases:
1. Locating candidates - Process for locating the best candidate starts after developing profiles
for the required position based on information received from the employer. We need the following
information from the client: formal prerequisites potential candidate should fulfill: education profile,
working experience, certain certificates or licenses, degree of IT skills, knowledge of foreign
languages, other requirements (military service, driving license, own vehicle, etc.), job description -
position in the organizational scheme (superiors and potential subordinates), regular and periodical
assignments, projects to be responsible for, external and internal clients, reports to be forwarded,
resources to manage , incomes -salary, bonuses and stimulations, benefits etc.
Candidate locating process depends on the position level as well as availability of that position
on labor market. In order to locate the suitable candidate, we use all available methods- media
advertising, method of direct search (‘head hunting”), our existing database and our internal sources
Selection of candidates - includes:
- overview and selection of received applications
- psychological testing – testing of intellectual abilities and personality testing. Personality tests we
use give us information about candidate characteristics significant for the successful performance
of work tasks (emotional stability, readiness to cooperate with others, level of individuality, openness
to change, organization skills).
- Interview, during the interview, all information in regard to candidate’s education, work experience,
acquired skills, knowledge and motivation are gathered. Just the same, the interview supplements
psychological tests in reaching conclusions about personality characteristics of the candidate. In
the course of the interview we use so called, behavioral technique. This technique is based on
answers to the questions about candidate’s actions in the past, in order to reach conclusions about
the level of his competences and predict his future behavior.
- Check of skills needed for the required job position (foreign languages, computer literacy)
are also being tested.
Upon performed selection, client will receive an account with short- listed candidates who meet the
requirements of the job position, accompanied with the detailed written report.
Mediation in hiring (Complete selection process)
- Due to developed technology, the possibility of making a mistake during employee selection is
decreased to a minimum
- Significant time saving: all the activities that would usually be carried out by the client (advertising,
reception and selection of applications, interviewing large number of candidates) are performed by
the agency instead of the client
Advertising for the clients
Advertising for the client can be done:
- By using the client name.
- Partially anonymously, where certain information related to the client would be stated (business
activity, capital origin, market position), but without the client’s name.
- Completely anonymously, without any information on the client.
When advertises in the name of the client DEKRA:
- Takes over all the responsibilities regarding the advertisement placement (contact with the media,
recommendation for the advertisement design, payment of the advertisement)
- Gathers all the applications
- Is obliged to submit all the received applications within arranged time period
This service is especially appropriate for the clients that do not wish to publicly seek for new
employees. The most common reasons for that can be:
- Concealing information from the competition introduction of a new program/service,
regional expanding and similar.
- Concealing information from the employees in case of replacement of the old personnelwith the
- Concealing information from the employees in case of reorganization of working positions.
Advertising and selection of applications
Besides taking the full responsibility for placing the client’s advertisement (Contact with media,
recommendation for the advertisement design, payment of the advertisement), the Agency shall
also perform selection of applications based on the precisely defined job requirements. This
selection allows the Agency to forward to the client only the applications of those candidates who,
according to the items stipulated in the application, match the job description.
- Significant saving of time during the first steps of the selection: advertising and application
Psychological testing and interviewing
- Psychological testing – testing of intellectual abilities and personality testing. Personality
tests we use give us information about candidate characteristics significant for the successful
performance of work tasks (emotional stability, readiness to cooperate with others, level of
individuality, openness to change, organization skills).
- Interview – during the interview, all information in regard to candidate’s education, work
experience, acquired skills, knowledge and motivation are gathered. Just the same, the interview
supplements psychological tests in reaching conclusions about personality characteristics of the
candidate. In the course of the interview we use so called, behavioral technique. This technique
is based on answers to the questions about candidate’s actions in the past, in order to reach
conclusions about the level of his competences and predict his future behavior.
This is a special convenience for the clients that have already finished certain part of the selection
(selection of CVs, confirmed recommendations or information on candidates with the previous
employers, so called Background check, the first interview). This package allows the client to create
a full picture of the candidate- his intellectual abilities, self- confidence, planning and organization
of business, setting priorities, risk-taking and flexibility.
The possibility of selecting the right candidate is increased in the cases when the client:
- Has recommendations for several candidates from other sources,
- After the first round of interviews:
- Has several candidates that respond in terms of expertise and/or experience,
- Has several candidates whose CVs fulfill the criteria.
Consulting in the area of HR management
Consulting in the area of human resources is based on the results of anonymous researches.
DEKRA offers its clients services regarding evaluation of the following factors:
Evaluation of organizational climate is used to determine the quality and development
of certain operating segments within the company and deliver proposals for their improvement.
Organizational climate is evaluated through a questionnaire composed of a large number of claims
describing different aspects and situations within the organization (events, procedures, rules,
relationships). These questionnaires are filled in by the employees, whose task is evaluate to which
level the offered claims describe their organization using given scales (from 1 to 5).
Measured categories: Organization, management, professional qualifications of the employees
and opportunities for professional improvement, feeling of belonging to the company, relationship
towards the quality of work, products and services, existence and familiarity with the vision, mission
and goals of the company, benefits, motivation, communication and information flow within the
company, career development, interpersonal relationships.
Employees satisfaction evaluation enables companies to determine importance
of specific motivational factors for employees and level of employees satisfaction with specific
motivational factors. Satisfaction of employees is evaluated through questionnaires comprising the
list of motivational factors. The questionnaires are filled in by the employees, whose task is to rank
the listed motivational factors according to their importance and to the extent they are satisfied by
their accomplishment using given scales (from 1 to 5).
Measured categories: Salaries, fairness in distribution of salaries, work content, nonexistence
of confrontations within the company, possibilities for education and professional improvement,
management methods, security of the employment, promotion prospects, frequency of overtime
working hours… The list of important motivational factors varies from company to company
depending on their specific needs. For example, in some companies, development of information
systems holds a big motivational importance, whereas in others this same factor is marginal.
Therefore, this questionnaire is finalized following a discussion with the management.
Consulting in the area of HR management
3. Evaluation of management methods enables the management of a company to
determine if and to what extent, their management method is functional and acceptable by the
employees and which are the negative elements of their management methods and what are the
ways for their improvement. Improvement of management methods enables better communication
of the management with the employees and more efficient delegation of tasks, which greatly
contributes to an overall more optimal work process.
Management methods are evaluated through a questionnaire comprising a large number of claims
describing different events, proceedings and relationships which include management.
Measured categories: Motivating co-workers, accepting remarks, delegation of tasks, business
knowledge, interpersonal relationships management, provision of support, prediction of problems,
care about material resources, encouragement of development, organization of business, use of
co-workers` potential, monitoring co¬workers` performance, encouragement and support regarding
Determining work potential of employees. The employees fill in standardized
psychological tests which measure factors significant for the successful work performance.
Measured categories: extroversion, stress tolerance, decisiveness, independence, self-control,
functional reasoning, emotional stability, assertiveness, practicality, openness to change, self-
DEKRA will present the results of this survey to the client in the form of a report (written report
containing numerical indicators, graphs and interpretation of results), with special regard to potential
negative elements of organization management, proposing corrective measures at the same
time. By applying the suggested corrective measures the working efficiency and overall company
successfulness are being increased.
- Well-timed elimination of causes of potential employees dissatisfaction
- More rational use of employees’ working potential
- Prevention of fluctuation, i.e. outflow of working power
- Fairer and more functional stimulation of the employees
DEKRA Training Center
DEKRA Training Center, with its extensive range of hard and soft skills development related
modules, provides the client with tailor made training and conduct the latter in the region of Southeast
and East Europe
DEKRA’s training is interactive in nature and includes multimedia approaches (Power Point
presentations, discussions, team games, success stories, workshops...) with the emphasis on
We prepare and adjust the trainings to the needs of the client and condust them in keeping with
internationally recognized IAF standards (International Association of Facilitators).
In addition to the sources of the DEKRA Corporation, we are also following global trends through
expert publications in the area of Business & Personal Development. Consequently, the trainings
are based on recognized and proven models, successs stories and current business trends.
Benefits of the trainings:
For the company:
- Better business results;
- Internal image „We care for our employees”;
- External image “We are investing in our employees”
- Better relationship between employees informal socializing, going through the same process;
- Getting to know each other better same concepts, models, vocabulary, vision.
For the employees:
- Personal development;
- Team building;
- Resolving concrete problems;
- Empiric learning;
- Learning new concepts;
- Boosting the success and results context.
DEKRA Mystery Shopping
Mystery shopping is accessing to which extent the actions of employees rendering particular
service, (sales, maintenance, collection), in their interaction with the clients, are in conformity with
the prescribed standards.
This process is implemented by the so-called „Secret Buyers”, trained to act like the typical buyer
and adhering to specially defined instructions and criteria.
DEKRA mystery shopping projects are recognizable in the car industry (maintenance of vehicles,
technical inspection centers) and in sales companies (merchants in retail, commercial agents,
wholesale business partners).
• 250 consultants • 20 years of experience • 12.000 projets • global presence •
Mystery shopping is a globally known service of the DEKRA Group; in the preparation of projects,
the analysis of business processes of various industries in which mistery shopping is conducted,
drawing up scenarios for secret buyers and reporting tools, more than 250 consultants are engaged
on the Pan European level, who have more than 20 years of experience.
DEKRA is conducting 12.000 mystery shopping processes regarding sales and services
in more than 20 countries worldwide (North America, South America, Europe, the Middle
East, Australia, Africa).
DEKRA Serbia disposes with all the relevant tools, know-how and infrastructure for the realization
of mystery shopping projects.
- The control of business operations on sales points whether employees are acting in keeping with
- Identifying strong and weak points in the relationship towards buyers/clients.
- Identification of employees needing additional professional improvement, as well as those who
deserve to be rewarded (or punished).
- Establishing the way in which the buyers perceive the company.
- Finding the best way to increase employee motivation.
GERMAN MANAGEMENT POOL www.germanmanagementpool.biz
What is the GMP?
German Management Pool (GMP) is a project that offers investors a quick and effective way to
identify and hire the most qualified employees for the start-up phase of their project in Serbia.
GMP provides experienced experts with relevant managerial skill and knowladge of the local and
industry-specific business environment. GMP also provides experienced professionals that can
later make up phe management of the newly established company in Serbia .
Who are the founders of GMP?
GMP was founded in December 2006 by the following organisations with the purpose to foster
high-quality investments from Germany in Serbia:
■ Serbian Ministry of Economy, with support from the German Ministry of Economic Co¬operation
and Development (BMZ) through the CIM-Programe
■ Delegate Office of German Industry and Commerce for Serbia and Montenegro (AHK),
■ Serbian Chamber of Commerce, Representative Office in Germany, Frankfurt a.M.
■ DEKRA employment, the Serbian subsidiary of DEKRA AG, Germany
GERMAN MANAGEMENT POOL www.germanmanagementpool.biz
Advantages for investors:
GMP allows investors to benefit directly from the professionalism, networks of contracts, and political
support of its founding institutions. The advantages of these synergies for investors include:
■ A cost-effective and quick way to conduct initial activities Serbia, such as labour market research,
search for locations and/or partners, on-site visits, meetings with relevant authorities, land acquisition
■ Significant institutional and political support during the crucial start-up phase.
■ GMP project managers are specialists in their field with a sound track record and highly flexible
in terms of location and nature of assignment.
■ GMP project managers are supported, supervised, and, if required, monitores by GMP founders,
reducing the co-ordination costs for investors.
■ Ability to hire ”your” representative in Serbia on a temporary basis and performance related pay
according to pre-defined criteria.
■ In short: GMP speeds up investment projects, reduces their cost and risks, and allows investors
to make choices on the basis of professional advice and objective criteria.
CIM AHK PKS, representative in Frankfurt
Mr. Michael Schmidt Mr. Sascha Marković Mrs. Milanka Vučić
Bul. Kralja Aleksandra 15 Cara Uroša 9 Börsenplatz 4,D-60313
11000 Belgrad, Serbien 11000 Belgrad, Serbia Frankfurt am Main
Tel: +381 11 3346-212 Tel: +381 11 3285-436, -438 Tel: +49 69 29 7 29 313
Mob: +381 11 62 372275 Fax: +381 11 3034780 Fax: +49 69 29 7 29 310
E-Mail: email@example.com E-Mail: firstname.lastname@example.org E-Mail: email@example.com
Web: www.merr.sr.gov.yu Web: http:/serbien.ahk.de Web: www.pks.co.yu
Business ethics and privacy
Business activities of a consultant in the area of human resources management include management
of confidential information. DEKRA has specially developed mechanisms for protecting its clients
DEKRA is obliged (in written form) to treat all the information received by the client as business
secret and to use them exclusively internally for the purposes of more quality service rendering.
This information includes: amounts of salaries of the employees, business politics, procedures,
client know-how, plans related to business improvement, job descriptions, organizational structure,
planning of staff change, results gained based on surveys, as well as all other vague or unpublished
details related to a client.
Apart from that, DEKRA is obliged towards the active clients not to use head-hunting (executive
search) in order to win over some of the clients’ employees for the needs of other clients. The
active clients are considered to be all the companies that DEKRA worked with within the last year,
regardless of the type of services.
2. Candidate protection
DEKRA protects the candidates that applied to the open competition by concluding a confidential
agreement with the client. Pursuant to that agreement the client is obliged not to check the
candidates data with the previous or current employers via its own sources or in some other way.
Reference check is performed exclusively by DEKRA and with the candidate’s approval.
DEKRA protects the candidates entered into the base or CV archive regardless of the competition by
not sending their data to any of the clients without their previous approval. Only DEKRA employees
have access to the data base and CV archive.
All the data received from the candidates are used only for selection purposes. Data are protected
by software solution provided by our web-host company.
About us / contact
DEKRA employment has been founded by DEKRA Arbeit GmbH from Stuttgart (Germany), that
does business in 90 offices across Germany.
DEKRA Arbeit GmbH is a part of DEKRA AG that has 4 divisions in its system:
-DEKRA NORISKO Industrial
DEKRA AG has been founded in 1925. and is known for its top quality services in Germany and
across the world. DEKRA has about 18.000 employees as well as turnover bigger then 1.5 billion
euro’s in 2007.
DEKRA AG is doing business in 27 European countries as well as North America, Brasil and South
1. DEKRA employment Belgrade
Milentija Popovića 32a, 11070 Novi Beograd, Serbia
Phone: +381 11 21 20 454
Fax: +381 11 21 20 458
2. DEKRA employment Novi Sad
Gajeva 5/4, 21000 Novi Sad, Serbia
Phone: +381 21 66 22 077
Fax: +381 21 66 22 088
DEKRA Arbeit is also expanding internationally and spreading its successful
concept - we are already the market leader in Croatia
Currently, DEKRA Arbeit has offices in eight countries outside Germany,
including Croatia, Serbia, Hungary, Macedonia, Slovakia, Bosnia
Herzegovina, Spain and Czech Republic.
Croatia 10000 Zagreb, Zadarska 80 , Phone: 003851 / 60 64 420
E-Mail: firstname.lastname@example.org, www.dekra.hr
Serbia 11070 Novi Beograd, Milentija Popovica 32a, Phone: 0038111 / 212 04 54
E-Mail: email@example.com, www.dekra.rs
Macedonia 1000 Skopje, Mitropolit Teodosij Gologanov 42, Phone: 00389 / 23 23 09 51
E-Mail: firstname.lastname@example.org, www.dekra.com.mk
Hungary H-1068 Budapest, Benczúr u. 42, Phone: 00361 / 461 90 80
E-Mail: email@example.com, www.dekra-arbeit.hu
Slovakia 82101 Bratislava, Drieňová 3, Phone: 00421 / 2 48 21 07 12
E-Mail: firstname.lastname@example.org, www.dekraslovakia.sk
Bosnia Herzegovina 71000 Sarajevo, Fra Andela Zvizdovića 1, Phone: 00387 / 33 29 52 52
E-Mail: email@example.com, www.dekra.ba
Spain Rambla de Catalunya, 20 entlo. 1, 08007 Barcelona, España
Phone: 0034 / 666 722 794, E-Mail: offi firstname.lastname@example.org, www.dekra-empleo.es
Czech Republic Biskupský dvůr 2095/8, Prague 1, 110 00 , Phone: 00420 / 777 699 943
E-Mail: email@example.com, www.dekra-prace.cz
Wherever you need us, we are there! Today DEKRA Arbeit GmbH is
represented in over 90 locations in Germany and the number of branches
is increasing continuously.
For a non-binding, on-site consultation with your nearest branch office, go
DEKRA Arbeit GmbH, Handwerkstraße 15, 70565 Stuttgart
Phone: +49 (0)711 / 78 61 32-03, www.dekra-arbeit-group.com
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