Sylwia Słotwińska-Karaś, Head of HR at Olympus Polska, talks about working as an HR Manager.
Natalia Roś, a journalist from Laba
What does an HR Manager do? A person in this position . Also is responsible for the company’s personnel policy, recruitment, employee development in the organization and building competency profiles, as well as defining career paths. An HR Manager usually manages a team whose goal is to carry out tasks related to personnel management in the organization. So what challenges does an HR Manager face and who does he or she work with on a daily basis?
What does your job involve, what are the main tasks of an HR Manager?
The work of an HR Manager is armenia mobile phone numbers database a very multi-threaded task. It can be summed up as follows – the HR Manager’s scope of responsibility includes. It is the HR Manager’s responsibility to ensure communication regarding all aspects of the employee area in the company.
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Looking at the role of HR Manager in terms of individual . Alsoprocesses, I can say that I am responsible for providing appropriately selected employees, ensuring that all the needs of the organization are met. I take an active part in. Also defining needs and processes, but also in the recruitment process itself, which is a very important element for me. My task is also to define employment methods that will be appropriate for the goals of the company. Also I work for, as well as the pay scale, i.e. the amount and method of employee remuneration.
For example, I divided onboarding at Olympus Polska into two parallel tracks:
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formal induction to work – the most important training (OSH, IT), as well as everything that the employee must go through during. Also the first days at work in order to meet formal requirements;
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a substantive introduction to work – familiarising the new employee with how the team works, what his or her. Also responsibilities are, and what corporate life is like.
At Olympus Polska, the HR department is responsible for the formal. Also path, while the business introduction is handled by the Line Manager under the supervision and support of the HR Manager.
I also deal with employee development processes . These are tasks related to the so-called talent management, i.e. planning. Also and implementing development and training activities that are necessary, needed and developing from. Also the point of view of the organization. A company such as Olympus Polska, which. Also has 150 employees, must effectively manage the possibilities related to organizing training.
I also support managers in managing people . As an HR Manager, I work a lot directly with Line Managers, helping them manage teams, develop talent, recruit and solve problems that arise in teams.
Also decisions made related to the directional. Also development of the company in Poland and decisions regarding implementations, e.g. outsourcing. I am also a member of several regional teams, where we have various types of wide-ranging implementations. In this case, I cooperate with international teams. My role therefore combines two elements – both strategic and technical HR.
Who does an HR Manager work with?
Depending on what task the HR Manager. Also focuses on, he/she collaborates with different stakeholders:
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with every employee in the company (at the level of formal induction);
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with Line Manager;
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with the President or Managing Director, as well as with the Regional HR Director and the Global HR Director.
What challenges do you face every day in your work?
The current times provide us with new challenges and emotions. Looking at what is happening now in the macroeconomics and economy . Alsoit fills almost everyone with fear and anxiety. And this is of key importance for HR.
#1. Employee Financial Expectations
On the one hand, we, as. Also employers our clients have taken off in their campaigns. understand employees because we are in the same situation and we feel what is happening . Alsoon the market. On the other hand, we understand business and what is. Also happening in it, and we also have to deal with challenges in the economy. All our decisions should be in line with providing employees with the greatest possible comfort and safety, and at the same time. Also – ensuring the liquidity of the business.
#2. Number of job applicants
When we have a stable market (low inflation. Also predictable economy) ej leads candidates come out to the market because they are looking for a change of position and salary increases. However, at the moment we are in now (high inflation . Alsouncertainty in the market), we are dealing with a situation where candidates do not want. Also to make changes related to a new job . This is associated with risk for them. After all, it may turn out that the organization will decide after a few months that they cannot afford a new employee. It may also happen that changes in the market mean that the work performed by the new person is no longer needed.
Hiring a new employee is also about their salary. After all, we don’t know what inflation will be in three months. It may turn out that what the candidate negotiated additionally will be absorbed by inflation, and after all, they won’t get a raise anytime soon. The current market situation means that while I used to. Also have dozens of CVs for internship positions, now I only get a dozen or so at most. This is the result of a combination of low unemployment (below 5%) and the general economic and market situation.
#3. Quiet quitting
For years, we have been observing employees who come to work just to sit for a few hours and do what they need to do. However, such employees are also needed in the organization, of course, provided that their activities are sufficient to carry out daily tasks. It would be much more difficult to manage a team in which all employees are ambitious and expect constant changes, promotions, new tasks.
People who quietly give up on their . Alsoinvolvement in everyday tasks at work can be characterized as having a problem with change. It is no secret that when you change jobs, you have to be active, involved and open in the new environment. You have to do something extra, learn something new. When we deal with an increased. Also number of situations of lack of involvement in an organization, Line Managers should react first, and then HR Managers.
My organization is unique in this respect, however, because more than two-thirds of the people are mobile workers who work in the field. The rest are office workers who have already become accustomed to the new. Also reality and are coping with it quite well. Some work from home, and others from the office – so everything is done according to the individual preferences of the employees.
How to become an HR Manager?
The path of an HR Manager is the same as in the case of other management positions. I also once started as a specialist, dealing only with a certain fragment of the HR area. It is important to focus on comprehensive. Also development and getting. Also involved in various additional initiatives and projects in the work environment. This is the key to the appropriate development of competences and . Alsocontacts in the organization, which will certainly be helpful in such a change. Sometimes it happens that we. Also lack openness to additional activities and at the same time we are surprised that no one offers us a higher position.