By: Erol Mujanovic – Economic analyst & Management expert
Bosnia and Herzegovina (B&H) has recently hosted one of the largest regional HR conferences organized by the B&H famous job search portal Posao.ba. The event was quite noticed thanks to the presence of regional and European HR experts (mainly from the UK). This conference represents a positive and strong message sent from B&H and this is mainly for two reasons. Firstly, a number of key areas (talent management, employment value proposition, employee engagement, etc.) discussed during the conference are crucial to all organizations and their development usually brings a significant increase in the level of satisfaction of employees. It also brings much better results for the organization. Secondly, the simple fact that these issues were discussed, particularly in the Balkans that are lagging far behind in Europe in terms of trends in the HR industry, is very positive and shows remarkable progress in awareness raising.
These types of topics and key speakers at the conference in Sarajevo was unthinkable only four or five years ago, except for a small group of visionaries and this is why such events might seem simple and ordinary but they are not. Of course we are also aware that it is still just the beginning of fast and needed evolution in the regional HR industry. Although the sample of conference guests does not represent the majority of employers,the trend of improvement remains very important and this is one positive point sent to foreign investors and to the rest of the business community.
During the conference very important insights were provided about the megatrends in the labour market worldwide that are also affecting the region, and more precisely B&H. One of the questions was about changes with raising predominance of the generation Y representatives around the world, on a global and local level, which will in a few years time be the majority of the workforce. They are omnipresent in social media, they use and value IT tools that older generations can barely understand, they want to have a higher goal,and work is seen as a flexible matter and is very often perceived as one important station through which they are just passing by. Generation Y members are not ready to wait for 5 years at one work place and to hope for possible career advancement. Such and other useful advices were provided to managers and consultants present at the conference.
Furthermore, the B&H business community had the opportunity to learn about other megatrends (health and happiness as new concepts of prosperity and success, dominance of social networks and changing communication,talent will become more difficult to attract, the Employer Brand will be critical and employers will fight for excellent workers, et.).
Some key speakers highlighted the difference between terrible and great organizational culture that determines the type of staff the employer is able to attract. Subsequently it creates terrible or excellent results in accordance with the selection frame and the values that are represented in such an organization. In the organization with great culture the job is done efficiently, quite often as team effort, and in an atmosphere open to suggestions and initiatives where polite and constructive communication prevails. In one such excellent organizational culture,staff members are motivated and constantly learning and applying new knowledge. Because of the positive atmosphere employees participate in solving the problems and difficulties of other teams and they are helping each other.
As explained at the conference, such companies are not born, and do not come automatically,but they are created with a lot of hard work, focus and dedication. Often, external professional assistance is needed and it usually comes from the outside because it is easier to look at things in an objective manner when a person does not belong to the organization. The question was asked whether the organization must pay attention to creating a better organizational culture. This is not an obligation and there is always the option to leave if the organization falls into mediocrity and terrible organizational culture and such examples are everywhere around us.
On the opposite side, as explained during this HR conference in Sarajevo, where no efforts are invested into building a strong culture and employee engagement, employee motivation is primarily rooted in money and in status symbols. There is no need for learning and development because “no one is interested in that” and also because the staff is using a limited part of their abilities. Employees with such a lack of positive organizational culture do not show initiative. They are waiting to be told what to do and of course they don’t share organizational goals. Does it all sound familiar?
Organizational culture is measured mainly by simple questionnaires but this task should be executed thoroughly, and implementation of recommendations is a must, otherwise the investment is rather wasted and might even produce the opposite effect. The results of the questionnaire will show the strengths and weaknesses of the organization as whole or of its individual departments or teams as well as the dominant organizational culture and values.
Furthermore, the local and regional business community, present at the conference, had the opportunity to hear about the results of the latest studies on the engagement of employees. Three key elements for the engagement are that the employee is motivated to do the best for the organisation, that he is emotionally attached and committed to the organization and that he speaks positively of the organization. As a result, a high level of engagement ensures greater involvement of employees and improved business performance, quickly leading to the achievement of business goals and increasing profits for the company. It has been demonstrated and supported by facts: Companies with the highest employee engagement have twice the annual net profits of the companies that are on the bottom of the list. A similar ratio is with the increase in revenues and these companies have also a significantly higher customer satisfaction. Differences are visible also in the level of productivity, which is almost 20 % higher for companies that have a stronger involvement of employees. Finally,the innovation and creativity rate is also 59% higher for the champions in this field.
All in all, for those who wanted to get high-quality professional insights, this conference was the right place for that and very refreshing.
The organizer of this important project deserves all congratulations for trying to build a positive and stimulating organizational culture and dedicated employees in the context of economic and financial uncertainty in Bosnia. It seems to be the right approach to bring in positive changes and improvements. Thank to this HR conference in B&H, which brought together local and regional champions in this area,it was also great to notice a number of local champions and leaders in this field and it is encouraging.
We should be very much looking forward to be at this conference in 2014.
