Thu | 21.09.2017
Meet Loreda Dragomir, Country Manager for Romania & Bulgaria of Kienbaum Executive Consultants International GmbH.
1. Dear Loreda, please introduce yourself shortly to our members.
I am Country Manager for Romania & Bulgaria of Kienbaum Executive Consultants International GmbH. I advise mid-sized companies in all HR fields - executive search, trainings, evaluations, management audit, compensation studies, etc.Her area of expertise includes automotive, industrial, engineering, pharma, FMCG, retail, etc. Prior to joining Kienbaum, I was Head of Consumer Products and Services as well as Life Science and Health Care Practice Group Leader, and afterwards promoted as Chief Operating Officer within Stanton Chase Romania.
Previously, I was the Country Manager for Grafton Recruitment. Originally from Romania, I have been living in New York for over a decade where I achieved many goals in my career in fields like banking, administrations, real estate and insurances. When coming back to Romania, I was interested in expanding my professional horizons by seeking new challenges in the area of human resources. Starting from December 2004, I held middle management positions in international Executive Search Consultancies. I graduated with High Honors from SUNY Binghamton where I obtained a Bachelor of Liberal Arts in 1998, and a Master in Teaching in 1999.
2. Digitalization & Work is one the topics that you will approach during the NRCC Knowledge Center ”Tax & HR Planning”, organized on October 16, in Bucharest. Can you please give us a heads on that?
Planning is important in any business and any department, which are based on people; therefore planning should be very important to HR.
Lack of specialized people, or talent can really affect a business; therefore detailed planning, succession planning, hiring as well as developing planning are key points on every HR manager’s agenda. Digitalization and ERPs used to track retention, motivation, development are very important
3. Talking more about technology: it is expected that Artificial Intelligence & Machine Learning will automatize the recruitment process. Is that already happening at Kienbaum?
At Kienbaum we believe DIGITALIZATION is the key and the future. Being of human nature and requiring soft skills and people skills the recruitment process will most likely never be100% be automatized, but there are a lot of digital programes, ERPs, etc making the process much easier and saving time for the managers for more human interactions.
4. How important is the Human Resource Planning process for a company? Can it be considered a competitive edge?
HR Planning was always a competitive edge.Companies well structured and well organized managed to atract and retain talent much more because of tranparent planning, career paths, developments, internationalization, etc.
5. You work with many clients, in many industries. Is HR planning a common practice in Romania or companies are still learning on that?
Unfortunately not all companies have HR planning as a common practice. Due to numerous HR related responsibilities - recruitment & selection, onboarding, induction, trainings, coaching and mentoring, compensation & Benefits, organizational / talent management & development, assessments, unions, retention and motivation, administrative, HR reporting, Performance management etc. which are more demanding and affecting more the business, HR planning has in many companies a minor importance. Talent identification, talent development, succession planning are not major priorities.
6. Please name 3 major challenges & opportunities happening now in the Romanian labor market.
1. New HR Operating Model with HR Partner, HR Consultant, HR Expert and HR Digitalist....
2. Digital Leadership....
3. Employee commitment....
and bonus 4. Employer branding
7. What would be your top 3 recommendations for preserving a high level of employee engament in a company?
1. When it comes to people, manage them with care. Keep them feeling part of it.
2. Communication is the key. Not a lot, not to loud, but assertive, meaningful, transparent. Keep them informed. Share ideas, plans, best practices, etc.
3. Benefits are important, so are the career developments, keep them challenged, keep them interested.
8. And in the end, please a thought for the NRCC members.
Your greatest asset is your people. I know this. You know this. But…do they? Are they aware that they are part of the big picture, this year’s planning, next year’s. It is very important to make sure there your empolyees have work life balance, are motivated due to leadership models, as well as recognition and awards, experience transparent communication, are part of the change, as well as company’s strategy, are part of a successful team.