Archive for April, 2009
Alternative Energy & Antal International
Posted in the Bulgaria category on April 23, 2009
Antal International, having established itself in 5 continents with branches in all major emerging markets, has the scope and substance to delve into markets untapped by local recruiters, providing a global solution applied locally. We have 14 years cross border transaction experience covering all facets of company operations, and have partnered with the most prestigious Power and Renewable companies, including BPsolar, Shell, Vestas, Siemens, Econcern and AMEC to name but a few.
Companies across the board, either established in this field, or recently embracing it, are streamlining existing structures and methodologies. Such a scenario is not unusual when companies undergo expansionbudgets are stretched whilst competitive advantages sought. Company aspirations are impressive, nonetheless, achievable with the right talent on board. For this reason, it is crucial to explore numerous possibilities to assist each business unit to deliver superior efficiency throughout the value chain. Our aim at Antal International is to develop a comprehensive understanding of all business operations, present and future together tailoring a bespoke solution.
The Antal International Energy Practice is an expanding and fully comprehensive recruitment and consulting service for Alternative Energy employers and job seekers.
We cater for all disciplines within this sector, focusing especially on technical and engineering roles. We welcome all aspiring candidates an opportunity for a personal consultation.
Our industry specific on-line venue invites all qualified individuals to post their resumes online. Job seekers can stay current with the latest job openings by setting up Email Job Alerts for instant notification.
CLICK HERE to read our full Bulgaria Green Energy Sector Shot
Auto Identification / Data Capture & Antal International
Posted in the United Kingdom category on April 23, 2009
Antal International, having established itself in 5 continents with branches in all major emerging markets has the scope and substance to delve into market untapped by local recruiters, providing a global solution applied locally. We have 14 years cross border transaction experience covering all facets of company operations, and we are starting to partner and build recruitment solutions for many players in this sector both large and small.
Antal sees this market as having a tremendous growth potential over the coming years. As a result of working with a variety of organisations in various sectors, we have seen there is a unifying trend for companies to streamline and automate many of their day to day processes. Although there are still some questioning the costs behind certain aspects of this technology, it is clear to see that these products and solutions provide their clients with impressive improvements not only in efficiency but in accuracy in their required areas.
Over the last 6 months we have clearly seen our clients in this market affected by the market conditions across the globe. However we have also seen different approaches of companies to get through this tough period and it will be interesting to see who comes out on top at the end of the day.
Our aim here at Antal is to establish ourselves as the leading recruitment solution within the Automatic Identification and Data Capture market and along the way extend and build upon our knowledge and network within it.
We have seen since venturing into this market there is certainly a need for a service to help organisations both on a global and local basis, giving them the ability to control our solution centrally whilst having the service delivered in the local market. This alongside our matrix ability to deliver across ALL disciplines is a distinct advantage to both clients and candidates.
CLICK HERE to read the full AUTOMATIC IDENTIFICATION & DATA CAPTURE Newsletter
Concedierile hazardate presară costuri piperate pe rănile bugetelor
Posted in the Romania category on April 23, 2009
Autor: Mirona Hriţcu
Publicat: 22 Aprilie 2009
Vizionari: 1758;
Disponibilizările decise în numele atenuării efectelor crizei asupra bugetului companiei pot avea efecte nefaste dacă nu sunt făcute pe baza unei fundamentări solide.
Pentru disponibilizarea a 600 de angajaţi, concernul american de echipamente de calcul AMD a alocat, în primul trimestru al acestui an, 34 de milioane de dolari. Aşadar, compania plăteşte pentru fiecare salariat la care renunţă peste 55.000 de dolari, sumă menită să acopere salariile compensatorii şi rezilierea contractelor de muncă. Specialiştii avertizează, însă, că achitarea acestor recompense reprezintă doar începutul, cheltuielile companiei pe termen lung fiind mult mai consistente.
Astfel, luând în calcul peste 20 de factori, de la pierderea know-how-ului deţinut de angajatul plecat la scăderea productivităţii colegilor sau la costurile de recrutare în eventualitatea în care se va reveni pe linia de plutire, firma de consultanţă în procese de restructurare Bliss & Associates avertizează că, practic, pentru fiecare angajat concediat, o companie va plăti circa 150% din salariul său anual. Şi, mai mult, că această pondere ajunge la 200%-250%, în cazul poziţiilor manageriale şi ale celor din vânzări.
Skuteczna rekrutacja w trudnych czasach
Posted in the Poland category on April 15, 2009
Coraz częściej widoczne są skutki niepewności, którą wśród pracodawców zasiały doniesienia o kryzysie i upadku kolejnych banków. Podwyżki zostały zamrożone, a procesy rekrutacyjne w części firm zostały wstrzymane. Z drugiej strony od ponad dwóch lat przedsiębiorstwa intensywnie walczą o pozyskanie najlepszych pracowników, bo duży wzrost gospodarczy, emigracja zarobkowa i mała liczba absolwentów spowodowały braki kadry specjalistycznej i menedżerskiej. Przez ostatnie kilka lat w Polsce mieliśmy do czynienia z rynkiem kandydata, nie jest wykluczone jednak, że w przeciągu nadchodzących paru miesięcy ulegnie to zmianie.
Jak zmieni się rynek zadecydują pracodawcy. Podczas gdy w wielu przedsiębiorstwach planowane są zwolnienia na początku nowego roku, firmy z branży IT czy farmacji sygnalizują, że dla specjalistów pracy nie zabraknie. Teraz jest dobry okres na zatrudnianie ekspertów, którzy wcześniej nie byliby zainteresowani pracą w naszej firmie czy branży. A otwierając drzwi na najbardziej doświadczonych ekspertów w tak ciężkich czasach wzmacniamy markę solidnego pracodawcy i polepszamy swój wizerunek na zewnątrz.
Candidaţii sunt nevoiţi să accepte orice compromisuri la angajare
Posted in the Romania category on April 14, 2009
Autor: Mirona Hriţcu
Publicat: 11 Februarie 2009
Vizionari: 2264;
În momentul de faţă, oferta de joburi este de două ori mai mică decât numărul candidaţilor. Consecinţă directă, pretenţiile acestora au ajuns la cota minimă: acceptă o slujbă nouă chiar şi pentru un salariu mai mic cu până la 30-40%.
Mai mult, „companiile care oferă salarii peste nivelul pieței sunt uneori privite cu suspiciune“, spune Delia Burnham, directoarea uneia dintre companiile de recrutare autohtone, CVO. După ce toate studiile salariale publicate în ultimii ani subliniaseră tendința evidentă de creștere a părții variabile (reprezentate de beneficiile de orice tip) ca pondere în venitul lunar, acum, remarcă ea, ne întoarcem la situația de acum trei-patru ani, căci oamenii au reînceput să solicite salarii fixe mai mari cu bonusuri, respectiv comisioane mai mici, „punând din ce în ce mai mult preț pe stabilitate și pe siguranța veniturilor“. În rest, acceptă cam orice, spune Octavian Pozderca, Business Development Specialist. „Candidații sunt dispuși să facă mult mai multe compromisuri, de exemplu nu mai au pretenții la promovare, mai mult, acceptă chiar o schimbare radicală a domeniului de activitate, pe un salariu mult mai mic“. Și, exemplifică el, dacă în 2008 așteptările financiare pentru o poziție de Financial Controller erau undeva la 2.000-2.500 euro, acum există candidați care sunt dispuși să ocupe această poziție și pentru 1.500 euro.
How to develop a better relationship with your HR?
Posted in the China category on April 13, 2009
Historically speaking, in many famous global organizations, staffing was typically one of a handful of core competencies commonly possessed by human resource generalists. In the 1990s, this shifted dramatically as HR became increasingly specialized and we saw the development of Centers of Expertise. It provided specialized functional support that was cost effective, and capable of providing a higher level of increasingly complex functional support. And they also allowed HR generalists to evolve to what was commonly referred to as a “business or strategic partner” role. So, good in concept, but why does it fail so often in practical application?
There are basic tools that we use to help achieve role clarity. They include methods like service-level agreements; or process maps that define processes and accountability. Often, the use of those tools can eliminate a big part of the dissonance that may exist between staffing and HR generalists. Sometimes, though, just defining processes and roles isn’t enough. Some generalists define themselves as the “broker” of all things HR for the internal client.
Pretul e important, insa nu critic
Posted in the Romania category on April 9, 2009
Businessul de executive search este una dintre cele mai profitabile zone ale consultantei, cu marje de profit care merg pana la 50-60%.
In executive search, “pretul e important, insa nu critic”, spun consultantii. Este un serviciu care costa mult, prin definitie, dat fiind ca este vorba despre recrutarea unor executivi de top, pe mana carora intra businessuri de zeci sau chiar sute de milioane de euro si mii de angajati.
Cat mai costa sa recrutezi un executiv de top?
Posted in the Romania category on April 9, 2009
Firmele de executive search – specializate in recrutarea de top management – vad scaderi de pana la 60% ale volumelor de recrutare, iar tarifele au scazut in unele cazuri si cu 40%. Pe ce mizeaza consultantii in acest an? Pe faptul ca organizatiile nu pot trai fara manageri.
Firmele de executive search se confrunta cu o dubla provocare de cateva luni: pe de o parte, companiile recruteaza cu mult mai putin, intr-un ritm care poate fi asemanat cu “cota de avarie”. Pe de alta parte, angajatorii, afectati de procese de restructurare si de scaderile businessurilor, nu mai sunt atat de generosi cand vine vorba sa dea bani pentru recrutari de manageri si negociaza “la sange” contractele cu firmele de executive search.
Firmele cauta manageri interimari
Posted in the Romania category on April 7, 2009
de Robert Iloviceanu
Din ce in ce mai multe companii de pe piata locala sunt interesate sa angajeze manageri interimari, o pozitie putin cunoscuta la noi inainte de criza, dar care tinde sa devina una de sine statatoare in noile conditii
economice, spun specialistii in executive search. ?Cred ca se va accentua si la noi conceptul de interim management si de «change» sau restructuring manager, care pana acum erau functiuni integrate in cele curente sau erau partial alocate consultantilor externi. Acum vor deveni functii de sine statatoare, dar cu statut pe perioada delimitata, asa cum se intampla deja in Vest?, spune Irina Vasile, country manager pentru Romania al firmei de executive search Antal International. In general, companiile apeleaza la servicii de interim management in cazul restructurarilor, al preluarii de firme sau in situatie de criza, cand se impun masuri drastice care tin de managementul schimbarii. Numarul unor astfel de specialisti este destul de restrans pe piata locala.
Drogie bezpieczenstwo
Posted in the Media o nas (Media about us), Poland category on April 2, 2009
Ministerstwo Pracy przygotowuje nowy program na rzecz bezpieczeństwa i higieny pracy na lata 2009-2012. Przy coraz bardziej rosnącym popycie na specjalistów ds. BHp, w jaki sposób taki projekt odbije się na sytuacji na rynku pracy, a zwłaszcza na pensjach? Już teraz pilnie poszukiwany specjalista ds. BHP zarabia od 6 do 8 tys. brutto.
Tabela. Oczekiwania finansowe ekspertów ds. BHP (pensje w zł, miesięczne brutto)
Źródlo: Antal International 2008 (na podstawie wywiadów z kandydatami w okresie marzec – sierpień 2008).
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