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HR CHALLANGES IN SLOVENIA

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Title: HR CHALLANGES IN SLOVENIA


1
HR CHALLANGES IN SLOVENIA
  • Joe GLAZER
  • President of Zveza drutev za kadrovsko dejavnost
    Slovenije

2
Introduction
  • Sociologist, HRM, deputy manager Talum Kidricevo
    (1973 - 1993)
  • General Director of Employment Service of
    Slovenia (Zavod RS za zaposlovanje) (1993 2005)
  • General Secretary Faculty of social sciences,
    University of Ljubljana (from 2007)
  • President of ZDKDS (2004 2008)
  • Member of MB World Association of PES (2000-2004)
  • Member MB EAPM (2005-2007)
  • Author of articles of HRM, employment and labour
    market

3
Subject
  • Demographic changes
  • Changes of Labour Market
  • Development of HR activities
  • Challenges for HR
  • Zveza drutev za kadrovsko dejavnost Slovenije
    (Association of HR Managers of Slovenia)
  • Conclusion

4
Demographic changes in Slovenia
5
Demographic changes in Slovenia
  • Increasing of share of population over in age of
    65 and 80 year,
  • Decreasing of number of Childs
  • Increasing of share of passive population
  • increasing of life period (male from 74,7 age in
    2008 to 83,7 year in 2060, female from 81,9 age
    in 2008 to 88,8 age in 2060).

6
Demographic changes in Slovenia
  • Increasing of share of woman (now in age from 70
    to 79 year 65,2 of population).
  • Increasing of share of population in age, when
    expecting retirement
  • Immigration of foreigners (6000 person/year to
    2020,)
  • Decreasing of population after 2019 from 2,06
    mil. to 1,76 mil t year 2060

7
Changes of Labour Market
  • Permanent Decreasing of unemployed from 137.142
    persons in 1993 (14.4 rate of UN)
  • 61.164 unemployed in 2008 (rate of unemployment
    6,5).

8
Registered Unemployment from 1990 to 2007
  • Vir Zavod RS za zaposlovanje

Gibanje registrirane brezposelnosti od 1990 do
2007                                            
                                            
9
Reasons of decreasing of unemployment
  • Economic growth and increasing of employment
  • Punishment of inactivates of jobseekers and
    retirement of unemployed

10
Structure of unemployed
  • Increasing of share of older over 50 (in 2007
    were 32,6 on unemployed).
  • Increasing of high educated unemployed with
    university level (in 2000 were 2199 UN or. 2,1,
    in 2008 5.046 UN r. 5,5).
  • Employers has law demand for high educated young
    jobseekers
  • Between unemployed more than 51 of woman

11
Demand for new workers Vacancies from 1997to 2007
12
Demand for workers
  • Highest demand in construction, metal industry,
    agricultures, financial business,.
  • Demand for low skill

13
Demand for workers
  • Structures differences between jobseekers and
    demand for new workers
  • Differences between expectation of jobseekers and
    employers
  • Between jobseekers more hard to employ persons
  • Between demand small share jobs for women

14
Employment of foreigners
  • June 2007 in Slovenia 62.722 - 3,1  foreigners
    (85,3 citizens from ex Yugoslavia)
  • 1339 citizens of EU.
  • EU-25.
  • Vir Statisticni urad RS, 2008

15
Development of HR
  • HR long tradition
  • Crisis in 90.th
  • Restructure of industry - reducing of services,
    cost management
  • HR only in middle and big companies
  • Priority of HR redounded workers
  • Establishment of private agencies
  • outsource of HR
  • temporary employment
  • headhunting

16
Development of HR after 2000
  • Increasing of importance of HR in private
    companies and in public
  • Education system for HR experts and managers in
    universities (FDV, FM EF FOV)
  • Influence of internationalization of economy HR
  • Foreign owners
  • Slovenian ownership of companies in abroad

17
New challenges for HRM
  • War for talents
  • Recruitment and how to keep key people
  • Lack of workers for production
  • Diversity (intergeneration cooperation,
    internationalization of labour force, employment
    of foreigners, foreign owners and management)
  • Family and company
  • Changes of values of staff

18
New challenges for HRM
  • Change management
  • Participation of staff in achieving of the
    companies objectives
  • Flexibility of employment, work and work places
  • Development and training of employed
  • Promotion of HR profession (in and outside of
    company)
  • Health and security at workplaces

19
  • ZDKDS is a non-profit making professional
    association with 13 human resource management
    societies as its members.
  • over of 1000 individual members, professional
    managers and experts from enterprises,
    institutions and other establishments involved in
    human resources and the development of human
    resource management
  • http//www.zdkds-zveza.si

20
  • Established 1971
  • Annual events Study days, Best Practices, Alpe
    Adria Meeting (in cooperation with HRM from
    Austria and Italy from 1992.)
  • International cooperation Germany, Austria,
    Italy, Checs, Slovakia, Serbia, Croatia,....
  • EAPM from 1996, full membership from 1999
  • Code of ethics of HR experts and managers from
    2006
  • Expert Council (32 HR managers, experts and
    professors from universities from 2007)

21
Thanks for your attention!
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