Descriere Candidati

Our Reward & Recognition program is an innovative initiative designed to foster a positive and inclusive workplace culture. Our program is designed to ensure that our employees are rewarded for their hard work and dedication. Through a variety of strategic, blended actions, we are committed to providing meaningful reward and recognition in a timely manner. Our focus is on employee satisfaction and appreciation, so that our employees feel both valued and rewarded for their efforts. With our Reward & Recognition program, we are dedicated to recognizing and rewarding the hard work and dedication of each of our employees.

In this program we implemented a multiphase Reward & Recognition strategy to recognize and reward our employees for their hard work and achievements, while also combatting various triggers that could lead to increased turnover and demotivation.

The R&R project in a nutshell:

• Introducing the Conti Values Awards 2022 - Acknowledging and Rewarding Exceptional Colleagues Who Live Our Core Values
• 694 Employees Celebrate Their Loyalty to Continental Sibiu with an Unforgettable Lunch Anniversary in 2022
• Empowering Colleagues to Show Appreciation & Recognition: Introducing Our Praise Program!
• Recognizing Hard Work & Dedication: Conti Introduces Reward Concepts for Blue-Collar Employees!
• Our Key Talents Rewarded with Special Measures and Comprehensive Rewards System - Showing Our Appreciation and Keeping Our Best Players Motivated!

With more than 4000 colleagues, fostering the culture of “the best place to work” is a commitment that we take. So, reaching the extra mile in navigating the great resignation through our retention initiatives is continuing to be one of our main priorities.

The nominated project is an important part of our local growth strategy and driving this topic was helping us to identify both the aspects that enrich our colleagues’ experience with us and the opportunities that we can create to improve even more.

More than 120 ideas were translated into projects, actions, initiatives.

To reach the output, the project was built by connecting two pillars:

• Hard Facts (people analytics & trends)
• Methodology used to create the frame to tackle the present and beyond:
  • Career talks
  • Proactive Retention Talks
  • Cross-Talks with/between business leaders
  • Tailormade workshops

Being in the driver seat in navigating the great resignation brings both a constant challenge and a big rewarding feeling by knowing that the defined actions lead to a great employee experience while in Continental.

In an aniversar, «Cris-Tim 30 de ani» am decis sa continuam proiectul « Echipa cu eticheta curata », pastrand directia pe valorile umane ale companiei, pe cei peste 2500 de romani cu eticheta curata, pe loialitate, performanta, mutand accentul pe comunicare si colaborare.

Echipa cu eticheta curata, demarat in anul 2021, reprezinta un proiect de dezvoltare si formare a angajatilor grupului Cris-Tim, in scopul mentinerii promisiunii facute clientilor si partenerilor, fie ca vorbim despre produse sau servicii, si anume, sa oferim intotdeauna calitate si sa fim in topul preferintelor romanilor.

In anul 2022 o serie de training uri de colaborare,  managementul echipelor performante si teambuilding-uri au fost mijloacele prin care ne-am propus sa crestem nivelul de comunicare interdepartamentala si intradepartamentala la nivelul grupului pe toate liniile de business. Si am reusit!

In Endava, we guide ourselves on a simple philosophy focused on helping people succeed - the people who work for us, the people who engage with us, and the people who use the systems and applications we design, build, and operate. Endava’s success is thanks to the great people we employ, and this implies not only providing exciting and challenging careers for them but also finding the best solutions to identify the right insights about their motivation at the workplace. THIS project started from the idea that growing and retaining our employees is a leading objective for us with impact on reducing attrition and developing high performing teams.

The App offers an overview of the most critical team health metrics in one snapshot: Headcount, Leavers, Attrition, Allocations, Accounts Growth rate. All metrics can be personalized and sliced by different dimensions: Verticals, Accounts, Region, Delivery Unit, Disciplines and a timeframe.

The app collects Line Manager’s, Career Coach’s and Compensation Reviewer’s inputs for early detection of any risks of disengagement or attrition within their teams. Based on all data sources, a RAG (Red/Amber/Green) status will be calculated.

All these findings help the leadership teams to support high-performing teams' growth and seamless operation.

Calatoria noastra a inceput in 2021, cand am experimentat Hackatonul si Design Thinking - ca noi metode de lucru, in intreaga echipa HR. Rezultatele au fost imediate, de aceea am impartasit aceste bune practici in organizatie, prin cascadarea metodologiilor.

Hackatonul si Design Thinking workshop sunt instrumente utilizate in organizatie pentru a genera inovatie sustenabila si a identifica solutii la provocari importante/urgente, intr-un timp scurt. Tinand cont de context, ne-am creat o versiune proprie a metodologiilor – cu sesiuni facilitate online/hibrid, pentru 9-16 participanti, cu durata de 2,5-4h (in functie de complexitatea temei).

Printre beneficiile acestei initiative se numara: includerea intregii echipe/oameniilor din mai multe arii ale organizatiei, este agile, se bazeaza pe un sistem de lucru colaborativ, menit sa imbunatateasca interactiunea si engagementul si, totodata, sa accelereze identificarea de solutii la probleme de business.

Am promovat utilitatea metodologiilor, prin exemplul propriu, iar managerii au fost deschisi fata de aceasta initiativa, astfel reprezentanti ai echipei HR, au facilitat cu succes 6 sesiuni in cursul anului 2021, care au generat si 2 povesti de success.

In 2022, ambitia noastra a vizat cresterea adoptiei acestor metode de lucru de catre angajati, sub un nou format ,care a implicat construirea comunitatii facilitatorilor “New WOW”.

In L’Oreal Romania, ne dorim ca fiecare nou angajat sa se simta motivat si bine integrat inca din primele luni, motiv pentru care am creat cel mai complet si complex proces de onboarding numit FIT (follow-up and induction track). FIT este un cadru de integrare ce include ritualuri, responsabilitati clare, parcurs de socializare, experienta de learning si obiective personalizate in primele 6 luni de la angajare.

FIT este un program global care se adapteaza an de an pentru a oferi o experienta cat mai favorabila noului angajat, iar fiecare entitate (tara) are posibilitatea de a-l personaliza in functie de specificul pietei. Proiectul inscris la HR Club Awards a fost desfasurat in perioada 2021-2022 si a fost adaptat nevoilor post pandemie.

At NN, our company purpose, business ambition, values, brand promise and strategic commitments are at the core of everything we do. The NN way of working empowers colleagues to always be their best and enables our mission to be there for our customers every step of the way in their journey to protect what matters most to them.

The pandemic context created an opportunity for NN to become an even better workplace, as it brought flexibility and agility in how and from where colleagues work, with focus on business performance and care for the well-being of the people in the team, the clients who rely on NN and the communities we are part of.

In the hybrid approach designed around the employees’ dynamic needs, teams are empowered to improve their way of working, having the flexibility to agree on how and from where they work to deliver excellent business results. This empowers colleagues to be at their best, take ownership, collaborate across functions and be client oriented in everything they do. Listening, testing and continuously adjusting were the guiding principles in the HR team’s approach of building the people focused hybrid way of working in NN Romania.

Anul 2021, anul The Great Resignation, a fost resimtit pe piata din Romania printr-o mare criza de experti in industria de media si comunicare. Cei mai buni specialisti erau vanati de organizatii din vestul Europei sau de clienti, fiind atrasi cu oferte salariale extrem de agresive care nu puteau fi sustinute de contextul de business al momentului. Acest fapt a dus la un turnover ridicat si a pus presiune pe colegii ramasi.

Proiectul Publicis Media Awards are la baza o strategie bine pusa la punct de recompensare si recunoastere a eforturilor celor mai buni profesionisti din echipele de media formate in cadrul Publicis Groupe Romania, urmarind totodata crearea unui context propice de interactiune.

Astfel, printr-o metoda simpla de inscriere in competitie, angajatii, indiferent de vechime sau de functie, au fost incurajati sa nominalizeze colegi, echipe si proiecte pentru una dintre cele sapte categorii ale competitiei, care au avut rezultate deosebite in anul 2021.

Prin organizarea proiectului intern Publicis Media Awards, s-a reusit stabilizarea echipelor, scaderea ratei de turnover in cele trei agentii de media ale Grupului si un nivel mai crescut de interactiune cross-agentii ce contribuie la un sentiment puternic de coeziune si apartenenta in randul angajatilor. Totul cu un efort financiar incomparabil mai mic decat efortul de a egala ofertele salariale oferite.

Odata cu modificarile aduse de pandemie, zona operationala si cea de call center au suferit destul de multe schimbari, atat din punct de vedere al activitatii cat si al dinamicii angajatilor.

Inca din 2019, la Brasov ne confruntam cu un fenomen foarte intalnit printre tinerii din Romania: ”Angajatii de tip ”ghost”. Este vorba in special de tineri care dupa interviuri si o perioada de traininguri pur si simplu nu mai sunt de gasit. Pleaca de la locul de munca subit, fara sa-si anunte angajatorul si fara sa mai raspunda la telefon. Fenomenul este prezent deoarece oferta locurilor de munca in Brasov (orasul unde noi avem Centrul Operational) este foarte variata si asta ii incurajeaza pe tineri sa migreze de la o companie la alta, chiar si la doua zile de la angajare.

Astfel, proiectul a pornit la inceputul anului 2022 de la 2 mari provocari: turnover foarte mare si (implicit) cifre ingrijoratoare pe principalii KPI’s atat in Call Center cat si in alte departamente din Centrul Operational (Collection, KYC, etc).

People&Leadership a fost un proiect care a vizat atat echiparea team leaderilor cu toate instrumentele necesare pentru a dezvolta in echipele lor o cultura de performanta si engagement dar si modificari de structura in ceea ce priveste onboardingul si pregatirea noilor angajati.

Impreuna Crestem Oameni are in ADN-ul sau sa transforme Leadership-ul existent intr-unul personal, “mai constient”, sa aduca mai multa energie comunitatii noastre si sa genereze Engagement in randul colegilor nostri.

La fel ca in educatia parentala, leadership-ul imbinat cu grija si respect este ingredientul esential pentru a construi o comunitate durabila. Acest lucru se poate face la orice nivel, de pe orice pozitie. Se spune ca atunci cand ii crestem pe altii, crestem noi insine. Acesta este motivul pentru care am lansat provocarea sa crestem impreuna oamenii care vor deveni liderii de maine si sa mutam lumina reflectoarelor catre cei din jurul nostru, deoarece liderii creeaza rezultate punandu-i pe ceilalti in lumina.

Astfel, am pus comunitatea Rompetrol in inima tuturor programelor noastre, iar cu aceasta mentalitate, impreuna am devenit mai puternici si am crescut impactul colectiv.

Impreuna Crestem Oameni este structurat pe patru piloni:

• Education & Growth/Educatie si Crestere
• Rompetrol People Community/Comunitatea Oamenilor Rompetrol
• Working Environment & Culture/Climat de lucru si Cultura organizationala
• Health & Wellbeing/Sanatate si Stare de bine

Platforma este identitatea noastra comuna prin care propunem modalitati practice si productive de a creste in mod durabil atat noi, cat si echipele noastre, in timp ce ii sustinem pe ceilalti.

Misunea noastra:

We, people of Rompetrol, embark on a journey of individual transformation to reach authentic and conscious leadership, catalyzing our energy towards growing our community. We commit to grow the leaders of tomorrow, nurture a culture of conscious choices and decision and care for our people.

Noi, Oamenii Rompetrol, ne asumam o calatorie de transformare individuala pentru a ajunge la un leadership autentic si constient, catalizandu-ne energia pentru cresterea comunitatii noastre. Ne angajam sa crestem liderii de maine, sa cultivam o cultura a alegerilor si deciziilor constiente si sa avem grija de oamenii nostri.

Haideti sa urmarim impreuna VIDEO-ul de lansare, in care Gina Cruceru, Group HR Director, expune scopul proiectului, incurajeaza si sustine schimbarea perceptiei asupra Leadership-ului in organizatie : https://youtu.be/G6924OTMAig

Intrebarea pe care ne-am pus-o la inceput de 2021 este: Cum ne putem adapta si lucra impreuna in noul context dat de pandemie ? Provocarile principale erau : sa mentinem angajatii implicati si motivati, sa pastram un nivel crescut de incredere intre angajat-manager, sa mentinem fibra sociala puternica in organizatie.

Proiectul a presupus doua faze principale:

1. Un proces de Design Thinking, facilitat extern

• 2 luni, 9 workshopuri x3h, 50 angajati reprezentati ai tuturor departamentelor, functiunilor, nivelelor de senioritate
• Analiza in profunzime a stadiului actual al organizatiei, profilul angajatului, nevoi
• Brainstorming creativ, instrumente de specialitate pentru identificarea de solutii
• Nevoi identificate: transparenta si vizibilitatea angajatilor; o identitate locala puternica; interactiune si proximitate

2. Implementarea sustinuta a mai multor initiative care sa raspunda la nevoile identificate

• Career support – coaching individual; program adresat top performeri; shadowing
• Office attractivity – redesign de birou si gasirea unui mod de lucru hybrid atractiv
• Team Leaders’ Community – spatiu de antrenament si resurse pentru management
• Local Impulse – chestionare; workshop-uri; consultanta ad-hoc
• Wellbeing at work – teambuilding; petreceri; evenimente de engagement