In the midst of global recession, the area of human resources is becoming a focal point in the lives of a rapidly growing number of companies. Talented workforce is highly appreciated these days – for some businesses clutching on to competent employees could be a question of survival. The talent of the 21st century, however, has different needs and expectations, and it is equally important for employers to make themselves appealing career drivers to jobseekers, speakers at the Budapest Business Journal’s first Human Resources Shaker elaborated.
A warm late summery evening welcomed the nearly 100 businesspeople gathered for the BBJ’s shaker at Hotel Sofitel Budapest Chain Bridge at an open-air barbecue party in view of the luminous Lánchíd and Buda castle.
After the welcome speech by Budapest Business Journal editor-in-chief Melinda Tünde Dóra, István Fekete, head of Interim Kft opened the evening detailing the role of interim management in today’s economic landscape. One of the crucial issues he raised was whether HR is only a tool for survival or if it is a means that will be able to navigate companies through the crisis. He also warned against the general practice usually pursued by companies which involves simply cutting costs wherever possible and then leaving it at that. Such measures are not enough, in-depth changes are needed, he stressed. One way to achieve the latter is the employment of interim managers, he said. He emphasized the cost-related advantages of using interim management, from the lack of hidden costs to the fact that an interim manager focuses only on the task and can be objective. Interim management seems to bethewayforward,Fekete concluded.
Sándor Kürti, owner of Kürt Zrt shared his views on how to make an employee happy, as “a happy employee is a better employee”, he said. Kürti stressed the importance of creating an internal model in which the needs of the employees and the management are both met while the business retains its “human face.”
Next, György Bőgel from CEU Business School introduced the talent of the 21st century. It turned out that he or she is only a little kid at the moment born on the turn of the century and values freedom above all. Loves to customize everything, and will be more loyal to the profession itself than the organization – therefore it is time for potential employers to start to building their brand in order to seem attractive.
However, employer branding is still in its infancy in Hungary, said the evening’s last speaker, Gábor Csorba from Ashcroft Communications. While employer branding is known by all HR professionals and understood by most, it is implemented by only a few companies in Hungary. The key word is communication, Csorba emphasized. “Employer branding is not an HR task, nor a marketing task, and not equivalent with branding company products and services,” he explained. “Employer branding is a communication task that requires communication expertise.”