Career and Employment Guide

17th Edition
Exploring Slovak labour market trends and human resources in the wider EU context
5€
CAREER & EMPLOYMENT
GUIDE 2016
GENERAL PARTNER
Index of companies and institutions
GENERAL PARTNER
contents
LISTED IN THE CAREER & EMPLOYMENT GUIDE 2016
Career and Employment Guide
A
Academy of Arts in Banská Bystrica (AU)..................35
Academy of Performing Arts (VŠMU).......................35
Accord Group Ceska..................................................56
F
E
Eduka ........................................................................39
English International School of Bratislava..................38
EuroPair .....................................................................53
CONTENTS
Excellent Training ......................................................39
N, O
nebotra consulting .....................................................52
Nezisková organizácia Aptech Europe ........................39
NITSCHNEIDER & PARTNERS ..........................27
Noerr .........................................................................27
Open Management Int. (OMI) .................................37
orecasts paint Slovakia’s economic future in bright colours. The
Labour market .................................................................................................4-15
G
prime minister and the labour minister boost this F,optimism
with
P, q
General overview of52the labour
market in Slovakia............................................... 4
For Business
the prospect that as early as this year the unemployment
rate Excellence
might - FBE .............................39,
Pan-European University ...........................................35
Futej & Partners ........................................................27
Wages & labour costs.............................................................................................
9
drop below the 10-percent threshold.
Pavol Jozef Šafárik University in Košice (UPJŠ) .........35
G. Lehnert .................................................................27
Stemming brain drain...........................................................................................12
ADECCO
Slovakia....................................................54
The labour
market has already started reviving after GALILEO
the economic
Pedersen & Partners ...................................................57
SCHOOL - Kindergarten,
Agentúra
PRO-STAFF
crisis,
but that
does not..............................................53
mean there are no challenges that
employers,
Person ..................................................................39, 57
Primary
School, High School ....................................38
AGO Europe
Who’s Who.....................................................................................................16-22
Personel Efekt ............................................................54
employees,
and.............................................................54
the state need to cope with. Most of all, gd
the- Team
labour
market
...................................................................52
ALEKO agency ..........................................................53
Professionals at HR departments
........................................................................16
PETERKA
& PARTNERS .......................................27
is again
confronted by the paradox of high unemployment
and Recruitment
the lack of Slovakia ...................................54
Grafton
Alexander Dubček University of Trenčín ...................35
Phoenix Quality Services ...........................................54
Job portals.............................................................................................................22
a skilled labour force.
Police Academy in Bratislava (Akadémia PZ) ............35
Career Guide 2016 maps the untapped resources inHthe workforce
PRK Partners .............................................................27
Hamala Kluch
Víglaský .............................................27
Legislation......................................................................................................23-29
that could help respond to that paradox: with targeted education,
promotHIC Slovakia .............................................................39
ing mobility and immigration among them.
Laws on agency employment change..................................................................23
HR5 Management
Whatever government that is formed after the March
elections .......................................................52
Foreigners at work................................................................................................24
would be well advised to consider these factors if they want to make the
Benefits for employees and employers hiring people in poor regions................25
Amrop
- Leaders
For economic
What´s Next.............................56
www.hrconsulting.sk
most
of the
expected
growth in the coming years.
FAQ: Working in Slovakia.....................................................................................26
A-OMEGA................................................................52
Proact People Slovensko .............................................53
e-mail: [email protected]
Law firms in Slovakia............................................................................................27
Arios - human resources
.............................................54
Profesia ......................................................................22
tel: + 421
2 62 52 92 31 Michaela Terenzani, Editor-in-chief
Arthur Hunt ..............................................................56
Project Outdoor Slovakia ...........................................39
+ 421 2 62 80 10 77
AuJob.........................................................................52
HRC Slovakia ............................................................54
Education & training.....................................................................................30-39
PRONETmedia .........................................................22
Hrman .......................................................................52
International
of.Bratislava
.......................38
Interview: State should listenQSI
to pupils
and theirSchool
parents.
..................................30
B
HR-PEOPLE.............................................................54
HRC Slovakia, s.r.o.
BRATISLAVA
10 problems of Slovak schools.............................................................................31
BALANCED .............................................................39
Human
Dynamic Central & Eastern Europe ............52
KOŠICE
Na Hrebienku 32
Dual education on track.......................................................................................32
BALANCED HR ......................................................54
Human
Progress Centre .............................................39
R, S, Š
TRNAVA
811 02 Bratislava
Universities also have to cooperate with companies...........................................33
Bartošík Šváby............................................................27
R. I. Consultancy Services (Slovakia) .........................54
Bc.Milan Staněk ........................................................22
Universities...........................................................................................................35
I
RECAGENT .............................................................54
PERSONNEL LEASING ● RECRUITMENT
& SELECTION
Job fairs in Slovakia...............................................................................................36
INDEX NOSLUŠ .....................................................53
Rödl & Partner Advokáti ...........................................27
SAM Headhunting Slovakia ......................................57
MBA providers......................................................................................................37
School of Management / City University
Private schools......................................................................................................38
of Seattle ..............................................................35, 37
Training companies...............................................................................................39
SKLegal .....................................................................27
Blechova Management Consulting ............................56
Slovak University of Agriculture in Nitra ...................35
ISG
............................................................................56
bnt attorneys-at-law ...................................................27
Trends..............................................................................................................40-48
Slovak University of Technology
BPP Professional Education .......................................39
Survey: HR requires creativeinapproach.
...............................................................36
Bratislava
(STU) ....................................................35
J, k
Bratislava Business School
Slovakian
Manager
Academy .....................................37
Slovaks
reluctant
to
commute..............................................................................42
at the University of Economics in Bratislava ..............37
Start
People.................................................................53
Labour market remains rather
inflexible.
............................................................44
Brilliant Stars Intl. Kindergarten ................................38
SYNERGIE Slovakia .................................................54
The British International School Bratislava ................38
Family business.....................................................................................................46
Štúdio zážitku ............................................................39
Jenewein
Group
Strategic
Brno International Business School ...........................37
Do you master your time?....................................................................................47
Management Consulting ...........................................52
BUSINESS ESSENTIALS ........................................56
Human resources sector highlights
.....................................................................48
T
JOB ...........................................................................22
C, č
Tables & contact details.................................................................................50-58
Who’s Who: Professionals at HR companies.......................................................50
CNA International
Publisher:
Ján Pallo - Slovakia ....................................56
Human capital consulting firms............................................................................52
KINGFISHER Executive Search .........................52, 57
Comenius University
Bratislava (UK)....................35
Editor-in-chief:
Michaelain
Terenzani
Employment agencies...........................................................................................53
TARGET Executive Search Slovakia ..........................57
SLOVENSKO...........................................39, 52
Comenius University
in Bratislava,
Contributors:
Peter Adamovský,
Roman Cuprik, Mario Fondati, JiříKNO
Halbrštát,
Temporary employment agencies........................................................................53
TaylorWessing e/n/w/c advokáti ................................27
KORN/FERRY
company
..........................................52
Faculty
of
Management
.............................................37
Jana Liptáková, Radka Minarechová, Michaela Terenzani, Mariana Turanová,
Teamconsult SR .........................................................57
Recruitment
agencies...........................................................................................54
CONCORDIA
Zuzana
Vilikovská Agency .............................................53
Technical University in Zvolen (TU ZVO) ...............35
Executive search firms..........................................................................................56
Consilium Consulting ...............................................56
L,
M
Copy editors: Benjamin Cunningham, Raub Murray, Fredrico Hewitt-Cruz
University of Košice (TUKE) ....................35
Consilium Development ...........................................39
Awards & events focusing onTechnical
HR ........................................................................58
Libellius .....................................................................52
Cover page: Fotolia Layout: Peter Malatinec
Cambridge International School ................................38
Career
andinEmployment
Guide
Catholic University
Ružomberok ..........................35
TheXecutives..............................................................57
Constantine the Philosopher University
Lugera & Maklér .......................................................54
Sales
Alžbeta
Strakošová Circulation & sales manager: Jozef Hámorský
Timan ........................................................................39
in executive:
Nitra (UKF)
..........................................................35
LUTO Automotive ....................................................54
Index.....................................................................................................................59
Trenkwalder ...............................................................56
Table
section
manager: Radka Minarechová, Alžbeta Strakošová
CPL
Jobs....................................................................54
MANPOWER SLOVENSKO ..................................53
TRIGON Consulting..........................................52, 56
Printed
in: Alfa print,
s.r.o.
ČECHOVÁ
& PARTNERS......................................27
Matej Bel University in Banská Bystrica (UMB)........35
Maxman Consultants ..........................................39, 52
W, Z the following partners:
© 2016
or in part without
The Slovak SpectatorU,thanks
D The Rock, s.r.o. All rights reserved. Any reproduction in whole
McROY Group ..........................................................52
Universal Consulting .................................................53
permission
is
prohibited
by
the
law.
The
authors
of
the
articles
published
in this issue, repDEDÁK & Partners ..................................................27
General Partner: Amrop Slovakia
University of Cyril & Methodius
resented
by the
publisher,
reserve the right to give their approval for reproducing and public
Deloitte
Legal
............................................................27
Adecco Slovakia; Blechova Management
Consulting;
BPP International Limited; CNA
in Trnava
(UCM).......................................................36
transmission of articles marked © The Slovak Spectator/Career and Employment Guide
International – Slovakia; ConcordiaUniversity
Agency; Consilium
Consulting;
Dentons
CS
of Economics
in Bratislava
(EUEurope
BA) .........36
as well as for the public circulation of reproductions of these articles in compliance with
University
PrešovRecruitment
...................................................36
LLP; Donau Universitaet Krems; G.
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Grafton
Slovakia; HRC Slovathe 33rd article and 1st paragraph of the Copyright Law. Media Monitoring is provided
University
TrnavaMenkyna
(TU TT)&...................................36
kia; ISG; Kingfisher Executive
MenityofGroup;
Partners Management
GROUP..............................................52,
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by Newton, IT, SMA and Slovakia Online with the approval of the MENITY
publisher. Advertising
University
of Veterinary
Medicine
Dentons
Europeherein
CS LLP
Consulting; nebotra cosulting; Noerr;
Proact People
Slovensko;
QSI International School of
material
contained
is the...........................................27
responsibility of the advertiser and is not written or implied
and Pharmacy
KošiceConsulting;
.............................................36
DEVELOR Slovakia ..................................................39
Bratislava; SAM Headhunting Slovakia;
Target SK;inTrigon
University of New
sponsorship, endorsement or investigation of such commercial enterprises or ventures by
University
of ŽilinaUniverzita
(ŽU)...........................................36
DLA PIPER WEISS-TESSBACH Rechtsanwälte .....27
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Work Service Slovakia ................................................53
Dr. Pendl & Dr. Piswanger Management
farmácie v Košiciach
Bratislava.
Consulting ...........................................................39, 56
Zoznam .....................................................................22
Menkyna & Partners Management Consulting .........57
359
GENERAL PARTNER
labour market
Lack of skilled labour main challenge
Photo: SME
Changes to education necessary to fix high structural unemployment
W
ith a gradual decline in the unemployment rate and a steady rise of
the number of jobs to choose from
Slovakia’s labour market experienced a successful
year in 2015.
But the new situation on the market
has underlined the paradox that employers
struggle with: despite its gradual decline, the
unemployment rate remains high, while employers complain about the shortage of qualified and skilled labour. Companies now pin
their hopes on new legislation that introduced
elements of dual education. Analysts see the
economic development in countries that are
Slovakia’s major trading partners as the key
factor for the development on the local labour
market.
Back to the pre-crisis level
Branch managers of Grafton Recruitment
agree that the year of 2015 was turbulent, with
the IT sector expanding and increased demand
for workers for the production sector reaching
pre-crisis levels.
“The labour market experienced a significant revival,” said Michal Batis, Grafton branch
manager in Bratislava. Under the influence of new
investments and projects, regions reported higher
demand for specialists for technical positions, IT,
HR, accounting, administrative workers with a
good knowledge of languages, and workers to take
care of clients - among other fields.
“There is a significant lack of IT specialists,
especially developers of concrete programming
languages, but also technical specialists and qualified manufacturing workers,” Dana Blechová from
Unemployment rate by education in 2Q/2015*
Bratislava
Trnava
Trenčín
Nitra
Žilina
B. Bystrica
Prešov
Košice
Region
Region
Region
Region
Region
Region
Region
Region
305,500 (100%) 16,900 (100%) 35,500 (100%) 20,200 (100%) 36,200 (100%) 32,700 (100%) 54,100 (100%) 66,000 (100%) 43,900 (100%)
Slovakia
Unemployed
Elementary and without education
62,400 (20.4%)
1,900 (11.2%)
8,500 (23.9%)
700 (3.5%)
Secondary without A grade
102,000 (33.4%) 4,500 (26.6%)
13,000 (36.6%)
9,100 (45.0%)
12,700 (35.1%) 12,000 (36.7%) 18,300 (33.8%) 19,500 (29.5%) 12,900 (29.4%)
6,300 (17.4%)
3,700 (11.3%)
11,700 (21.6%) 20,200 (30.6%)
9,300 (21.2%)
High school with A grade
109,900 (36.0%) 6,700 (39.6%)
13,900 (38.4%) 14,300 (43.7%) 20,800 (38.4%) 19,700 (29.8%) 16,100 (36.7%)
University
31,300 (10.2%)
11,800 (33.2%)
6,900 (34.2%)
3,600 (21.3%)
2,200 (6.2%)
3,600 (17.8%)
3,500 (9.7%)
2,700 (8.3%)
3,400 (6.3%)
6,600 (10.0%)
5,600 (12.8%)
Slovakia
Bratislava
Region
Trnava
Region
Trenčín
Region
Nitra
Region
Žilina
Region
B. Bystrica
Region
Prešov
Region
Košice
Region
2,722,300 (100%)
157,800 (5.8%)
769,000 (28.2%)
1,216,800 (44.7%)
578,600 (21.3%)
335,200 (100%)
11,800 (3.5%)
55,100 (16.4%)
144,400 (43.1%)
123,800 (36.9%)
303,200 (100%)
16,600 (5.5%)
97,900 (32.3%)
139,800 (46.1%)
48,900 (16.1%)
290,800 (100%)
8,800 (3.0%)
94,400 (32.5%)
128,800 (44.3%)
58,900 (20.3%)
343,600 (100%)
18,300 (5.3%)
115,000 (33.5%)
152,500 (44.4%)
57,900 (16.9%)
339,600 (100%)
9,900 (2.9%)
106,300 (31.3%)
157,600 (46.4%)
65,700 (19.3%)
339,600 (100%)
31,600 (9.3%)
92,500 (27.2%)
151,400 (44.6%)
64,000 (18.8%)
395,700 (100%)
29,900 (7.6%)
108,700 (27.5%)
177,200 (44.8%)
80,100 (20.2%)
374,500 (100%)
30,900 (8.3%)
99,100 (26.5%)
165,100 (44.1%)
79,400 (21.2%)
Economically active population by education in 2Q/2015*
Economically active population
Elementary and without education
Secondary without A grade
High school with A grade
University
* data based on a labour force sample survey (LFS)
4
Source: Statistics Office of the Slovak Republic
GENERAL PARTNER
labour market
Photo: tasr
Blechova Management Consulting told The Slovak
Spectator, adding that truck drivers and warehouse
workers have been missing from the labour market
for a longer period of time, too. Companies mostly
search for graduates from technical schools, either
secondary schools or universities, according to
Blechová.
“This reflects the need of the labour market
where workers for the production sector, IT but
also service shared centres (SSCs) are being sought,”
said Blechová, adding that in terms of the latter the
knowledge of one or even more foreign languages
is more important than even general education
level. Graduates of universities with an economic
focus also have a good chance for employment,
said Blechová, while employers choose graduates
also according to evaluation rankings and the
reputation of schools.
“There are schools that are known for their low
quality of studies and their graduates often end up
at labour offices after graduating,” said Blechová.
This is why it is important for students not only
to choose the right study field but also a quality
university.
But a look at statistics from the end of
October 2015 indicates that pupils or their
parents have hardly taken recommendations
of HR experts to heart. Based on data of the
Education Ministry, only 39,686 people study in
fields focusing on natural sciences and technical
sciences and out of a total of 162,568. On the
other hand, more than double, 89,305 studied
social sciences and related disciplines. In the case
of secondary schools, out of 230,761 students,
65,944 studied fields focusing on natural sciences and technical sciences and disciplines, as
compared to 138,964 studying social sciences.
A poor choice of school is one reason that
unemployment remains particularly high in some
regions, and some businesses in the country have
problems finding a skilled labour force for the positions they need to fill.
“This paradox exists in Slovakia perhaps
even more than in other countries of our region,
due to archaic methods of schooling, untargeted
education in sectors that have no application in
Slovakia,” Pavol Strapáč, country finance manager
at Adecco, told The Slovak Spectator. Slovakia’s
labour market stops functioning at the unemployment rate around 9 percent, Luboš Sirota, CEO
and general director of McROY Group, pointed
out while this is approximately double the rate that
is common in more advanced economies.
“The reason is the bad structure of Slovakia’s
unemployed, in combination with low mobility of
the work force,” said Sirota.
71.
6.7%
8.9%
5.3%
5.7
%
17.2
3%
20.
.6%
5%
10.
7%
%
5.9
4.6%
6.2%
6%
%
6.9
56
.1%
9%
4.3%
1.2%
8.5%
%
40.2%
6%
6.5%
%
18.5
Natural sciences
IT (telecommunication not incl.)
Engineering
Electrotechnical
Other technical sciences (Engineering,
Electrotechnical & IT not included)
Agriculture, forestry and veterinary
Health care & Pharmacy
.7%
18.6%
10.9%
4.3%
16
Banská Bystrica Region
(10,005 students)
Košice Region
(17,886 students)
7.6%
%
9%
3.5%
5.3%
12.4
18
12.
3
Nitra Region
(14,864 students)
4.5%
27.9%
7.1%
5.6%
8%
5.9%
8%
10.
8.5%
8.6%
7.7
19%
9.6%
19.9%
Prešov Region
(7,450 students) 64.3%
%
18.
16%
7.1
Bratislava Region
(50,327 students)
12.8% (11,378 students)
9.4%
6.1%
12.4
%
%
%
6.4
Žilina Region
30.1%
Trenčín Region
(2,727 students)
Trnava Region
(8,764 students)
10.6%
7.4%
Structure of daily students at
universities in Slovak regions
(October, 2015)
Slovakia is a country where automotive and
machine industries are expanding, but the education is not able to produce a sufficient number of
engineers.
Another sector that struggles with the lack of
qualified labour force is IT, say HR experts.
“There the main reason is the inappropriate
structure of the Slovak university education, which
produces too many graduates in sectors like social
work or pedagogy, while technicians are missing,”
Sirota told The Slovak Spectator.
Strapáč also noted that there are too many people unable to find a job in the area of humanities.
“The solution would not just be declared, but
really close cooperation between the real market
and schools,” Strapáč told The Slovak Spectator.
Another related problem is the unwillingness
of Slovaks to travel for work.
“A well-functioning system of connections between schools and companies, and a bigger support
Source: Ministry of Education
Slovakia’s paradox
Economics & business
Law
Social sciences
(economics, business, law not included)
Art
Military & security
Cumulative share of fields, the individual
share of which of all daily students in the
respective region did not exceed 4%
5
GENERAL PARTNER
for commuting for work on the part of employers
and the state could help,” Miroslav Garaj, country
manager for Grafton Recruitment Slovakia, told
The Slovak Spectator.
Companies in the most industrially advanced
regions of Slovakia (Bratislava, Trnava, Trenčín,
Žilina, Košice) are the most affected by this.
There is a very high portion of people who
lack almost any working skills and are therefore
almost unemployable, according to Mario Fondati, partner of Amrop. SSCs are also operating
on a highly competitive market for a qualified
labour, he noted.
“Many companies therefore have to hire
people that need a lot of additional training or are
trying to attract people from outside of Slovakia,”
Fondati said.
Expectations are prospective
Economic forecasts are optimistic and count
on keeping the economic growth that is significantly higher than the average of the euro area
countries, Ivana Molnárová, executive director of
the biggest job portal in Slovakia, Profesia.sk, told
The Slovak Spectator.
“It is thus possible to expect that the positive
development in the labour market will continue
also during 2016,” she said.
Molnárová described 2015 as an exception
when the number of new work places increased
by almost one-third compared with 2014 and the
jobless rate reached the lowest levels since 2009.
She believes that it will be easier for job seekers to
get a job while those who are employed but eager
to change their job will have more opportunities
to do so.
On the other hand, the situation for companies will be more complicated as for them it would
Photo: SME
labour market
become more difficult to fill their vacancies with
suitable people as well as to keep their employees.
“Competition between companies will
sharpen significantly,” said Molnárová, adding
that this will happen especially in sectors which
already report labour shortages and which
require high qualifications.
In terms of what positions will be required
in 2016, Grafton expects the year to mimic
2015.
“We assume that several companies will
have a tendency to innovate the production
process with the aim of reaching a higher automation of production with stress on lean production and optimised processes,” said Marian
Mitošinka, branch manager in Trenčín. “Thus
we expect a demand for process engineers, quality controllers or project managers.”
Personnel professionals for Grafton in the
Bratislava Region expect that the IT sector will
be on the upsurge while there will be a persist-
ing demand for .NE, iOS and Android developers. SSCs and business process outsourcing
keeps growing and firms will look for leaders
and language specialists. In production, they assume more positions in R&D while employers
in eastern Slovakia are looking for such workers
too. Candidates with little chance of getting a
job include those with non-technical education
without knowledge of at least one world language. Graduates of non-preferred study fields
like social work, environmental management,
security management, leisure time animators,
tourism, public administration or mass media
communication will have difficulties. There
is a persisting problem with the number of
graduates in the legal and psychological fields,
according to Grafton.
“We often meet with candidates without
a chance to find an appropriate job,” said
Anna Ričányová, regional manager of Grafton
Recruitment in Košice, adding that this is true
mostly for graduates of managerial programmes,
lawyers, teachers, translators, graduates of
political sciences and international relations. “In
case of these graduates we build many times on
the knowledge of foreign languages and they
find jobs, for example in client service.”
But Jana Šimková, the manager of the
division of finances and banking at Grafton
Recruitment, added that it is not enough to
study the proper field when employers often
require candidates with experience. Employers
also welcome language studies, trainings and
internships at employers abroad.
“A significant benefit is their participation in various programmes, competitions and
participation in projects and activities outside
school,” said Šimková.
Employment in sectors of economy in 2Q/2015 based on the National Classification of Economic Activities (NACE)*
Slovakia
Economy total
A Agriculture, fishing & forestry
B Mining and quarrying
C Manufacturing
D Electricity, gas, steam supply
E Water supply and waste
F Construction
G Wholesale and retail trade; Repair of motor vehicles
H Transport and storage
I Accommodation, food services
J Information & communication
K Financial & insurance activities
L Real estate activities
M Professional, scientific and technical activities
N Administrative & support services
O Public administration,defence & social security
P Education
Q Health and social work
R Arts, entertainment, recreation
S - U Other
* data based on a labour force survey (LFS) 6
Bratislava
Region
2,416,800 (100.0%) 318,300 (100.0%)
77,400 (3.2%)
6,300 (2.0%)
11,700 (0.5%)
800 (0.3%)
598,600 (24.8%)
45,200 (14.2%)
25,300 (1.0%)
2,000 (0.6%)
25,800 (1.1%)
1,700 (0.5%)
212,000 (8.8%)
17,100 (5.4%)
292,300 (12.1%)
44,000 (13.8%)
159,000 (6.6%)
24,700 (7.8%)
116,800 (4.8%)
11,600 (3.6%)
64,700 (2.7%)
23,500 (7.4%)
38,800 (1.6%)
11,500 (3.6%)
11,700 (0.5%)
3,000 (0.9%)
75,600 (3.1%)
24,700 (7.8%)
64,200 (2.7%)
12,000 (3.8%)
215,100 (8.9%)
29,000 (9.1%)
176,500 (7.3%)
24,100 (7.6%)
181,900 (7.5%)
20,800 (6.5%)
35,700 (1.5%)
11,000 (3.5%)
33,700 (1.4%)
5,200 (1.6%)
Trnava
Region
Trenčín
Region
Nitra
Region
Žilina
Region
B. Bystrica
Region
Prešov
Region
Košice
Region
267,800 (100.0%)
12,000 (4.5%)
900 (0.3%)
65,900 (24.6%)
7,100 (2.7%)
3,200 (1.2%)
23,300 (8.7%)
39,600 (14.8%)
18,200 (6.8%)
14,500 (5.4%)
4,700 (1.8%)
5,000 (1.9%)
400 (0.1%)
6,300 (2.4%)
6,100 (2.3%)
15,300 (5.7%)
16,000 (6.0%)
18,700 (7.0%)
5,600 (2.1%)
5,100 (1.9%)
270,600 (100.0%)
4,700 (1.7%)
5,500 (2.0%)
109,700 (40.5%)
500 (0.2%)
2,000 (0.7%)
20,800 (7.7%)
26,400 (9.8%)
14,400 (5.3%)
12,500 (4.6%)
3,600 (1.3%)
3,100 (1.1%)
800 (0.3%)
10,100 (3.7%)
4,100 (1.5%)
15,300 (5.7%)
18,300 (6.8%)
14,900 (5.5%)
3,200 (1.2%)
1,000 (0.4%)
307,300 (100.0%)
12,700 (4.1%)
800 (0.3%)
88,100 (28.7%)
6,400 (2.1%)
6,000 (2.0%)
23,900 (7.8%)
38,300 (12.5%)
24,300 (7.9%)
14,900 (4.8%)
3,800 (1.2%)
4,900 (1.6%)
2,000 (0.7%)
5,700 (1.9%)
7,000 (2.3%)
17,600 (5.7%)
19,500 (6.3%)
23,100 (7.5%)
2,900 (0.9%)
5,300 (1.7%)
306,900 (100.0%)
9,400 (3.1%)
1,000 (0.3%)
83,400 (27.2%)
3,500 (1.1%)
2,500 (0.8%)
43,200 (14.1%)
32,400 (10.6%)
17,100 (5.6%)
18,000 (5.9%)
7,500 (2.4%)
4,200 (1.4%)
1,300 (0.4%)
6,400 (2.1%)
3,400 (1.1%)
24,300 (7.9%)
22,800 (7.4%)
21,000 (6.8%)
3,900 (1.3%)
1,600 (0.5%)
285,600 (100.0%)
12,200 (4.3%)
1,000 (0.4%)
64,800 (22.7%)
1,800 (0.6%)
3,700 (1.3%)
16,700 (5.8%)
34,500 (12.1%)
15,100 (5.3%)
10,200 (3.6%)
7,200 (2.5%)
3,400 (1.2%)
800 (0.3%)
7,100 (2.5%)
6,400 (2.2%)
47,000 (16.5%)
24,100 (8.4%)
19,700 (6.9%)
4,400 (1.5%)
5,400 (1.9%)
329,800 (100.0%)
10,600 (3.2%)
800 (0.2%)
71,800 (21.8%)
2,000 (0.6%)
3,100 (0.9%)
41,700 (12.6%)
40,100 (12.2%)
20,200 (6.1%)
21,300 (6.5%)
3,600 (1.1%)
4,100 (1.2%)
2,000 (0.6%)
6,600 (2.0%)
8,000 (2.4%)
27,600 (8.4%)
25,800 (7.8%)
33,600 (10.2%)
2,200 (0.7%)
4,700 (1.4%)
330,600 (100.0%)
9,500 (2.9%)
900 (0.3%)
69,700 (21.1%)
2,100 (0.6%)
3,600 (1.1%)
25,500 (7.7%)
37,000 (11.2%)
25,000 (7.6%)
13,900 (4.2%)
10,800 (3.3%)
2,600 (0.8%)
1,300 (0.4%)
8,700 (2.6%)
17,200 (5.2%)
39,000 (11.8%)
25,900 (7.8%)
30,200 (9.1%)
2,500 (0.8%)
5,400 (1.6%)
Source: Statistics Office of the Slovak Republic
GENERAL PARTNER
labour market
Slovaks abroad as a resource
Plenty of unused sources
The education sector and the unemployed are
the most often mentioned untapped resources on
the labour market. Drawing Slovaks back from
abroad and employment of older people are other
possibilities. Companies searching for qualified
workers are already actively searching for and addressing candidates among Slovaks living abroad,
according to Blechová.
“Most of them are satisfied on their with place
of work,” said Blechová, adding that those with
family contacts back in Slovakia or those who are
not so successful abroad may be responsive.
Sirota sees luring Slovaks back home from
abroad as a very complicated goal because such
people do not have any relevant reason to return,
other than homesickness.
Martin Krekáč, chairman and owner of
Jenewein Group and senior partner of Amrop,
cites the global index of competitiveness of talents,
in which Slovakia ranks in the top third out of
more than 100 countries. Krekáč believes Slovakia
cannot get by without hiring workers from abroad
for certain positions. In this sense immigrants may
be a chance for Slovakia, “if they as well as we will
manage to set up mentally for this process”.
Employment of foreigners is showing to be
only a temporary solution because after these
people find out what the situation in Slovakia is,
they move westward for higher earnings, according
to Sirota.
“Employing foreigners, because of the lack of
a qualified labour, will be inevitable unless an economic crisis occurs again,” Rastislav Machunka of
the Federation of Employers’ Associations (AZZZ)
told The Slovak Spectator.
Blechová also sees a so-far unused potential
in hiring older people, as companies often prefer
younger candidates who are less loyal and experienced and often more expensive.
“I know many qualified older candidates for
higher managerial positions who were not able
to find a job in Slovakia for more than half a year
and nobody even invited them for a job interview
and now they have even more interesting jobs in
Austria, the Czech Republic or Germany,” said
Blechová.
Sirota believes that there is a plenty of unused
resources on the labour market.
“But the problem is that many of those people
do not want to work [under real conditions],” he
said.
About 100,000 unemployed only have primary school education and the labour productivity
of many of them would be so low that it would not
be advisable for employers to employ them even
for minimum wage. Scrapping the minimum wage
and introducing a concurrence of salary and social
benefits would help these people to find a job,
according to Sirota.
Sirota also pointed to the low mobility when
people from so-called hunger valleys with high
unemployment rates do not want to commute or
move for work, while on the other hand, they often
have nowhere to move.
“For example, a seller will get less than
€20,000 for a three-room apartment in Rimavská
Sobota [in a hunger valley], a sum for which he
cannot acquire his or her own housing in western
Slovakia,” said Sirota and suggested that more intensive construction of rental housing would help.
Dual education and more targeted education
of students tailor-made to the needs of employers
is a solution that could bring additional resources
to the labour market, according to Krekáč, as currently many graduates end up unemployed.
Molnárová of Profesia.sk says that academia is
not interconnected with practice.
“Young people often study fields that will
not help them find a [proper] job on the labour
market,” said Molnárová. “As a consequence also
companies are unable to find employees with a
suitable profile, which forces them to search for
employees outside Slovakia and motivate them to
move in.”
Employers also see the education sector and
flexibility of labour market as areas for improvement.
decreasing Unemployment
Slovakia closed 2015 with the registered unemployment rate, the rate of those who were prepared
to take a job immediately, at 10.63 percent. In
annual terms, the jobless rate fell by 1.66 percentage points. The average registered unemployment
rate in 2015 amounted to 11.50 percent, which
was 1.29 percentage points less than in 2014, the
Central Office of Labour, Social Affairs and Family
(ÚPSVaR) announced in mid-January.
“If we sustain this pace, we can attack the
magical 10-percent threshold as early as the summer,” said Prime Minister Robert Fico.
Labour Minister Ján Richter added that for
the first time since 1990, the number of jobless in
December was not higher than that registered in
November while he put the economic development as the key factor for this.
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7
GENERAL PARTNER
labour market
Structure of daily secondary school
students in Slovak regions
(September, 2015)
9.02%
28.22%
8%
29.8
%
4.52.4%
3
3.8%
5.76%
8.4
%
7.1%
1%
8.2
5.68%
8.3
3%
12.0
2%
%
24.63
8.65%
4%
33.5
%
%
4.04
15.7
6.9%
41%
Košice Region
(33,416 students)
%
33.3
5.9%
5.5%
20.
04%
6%
48.75%
25.
5%
30.9
0
27.
8
6.55%
3.9%
Banská Bystrica Region
(24,394 students)
9%
13.2
7.69%
3.4%
29.01%
1%
7.9 %
3.3
4.5%
3.5%
3.5%
Prešov Region
(34,553 students)
5%
Nitra Region
(26,273 students)
8.3%
6.1%
4.1%
23.
4%
Trnava Region
(20,969 students)
BRATISLAVA Region
(27,699 students)
14.8
1%
14.4
17%
18.
1%
18.7
29.95%
%
8.43
3.2%
3.8%
3.2%
9%
%
Trenčín Region
(21,532 students)
7.47%
Slovakia keeps registering high long-term
unemployment and those without a job for more
than one year made up 51.7 percent of all the
unemployed. Ondrová of Poštová Banka sees the
low or unsuitable qualifications of these people as
preventing them from finding a job.
“Another factor is that we will find long-term
unemployed especially in districts with a high
jobless rate where it is in general difficult to find a
job,” Ondrová wrote in her memo, adding that the
longer a person is jobless the more difficult they
find it to get a job. “This is because employers are
afraid of lack of work habits in the case of these
people and thus they avoid hiring them.”
Molnárová of Profesia.sk traces long-term
unemployment back to the1990s when, “as a
consequence of the economic transformation a lot
of people lost their jobs and afterwards they failed
to establish themselves on the labour market under
new conditions”.
Sirota of McROY Group sees the bad structure
of the unemployed behind the high long-term
unemployment, who have a low qualification and
in case of part of them it actually cannot be found
out for what positions they would fit as they have
not yet worked at all.
“Apart from this such people have practically
no work habits and they do not search for job
actively,” Sirota told The Slovak Spectator, adding
that some subsist on social benefits while earning
extra money via short-term contracts and are not
interested in full-time work. n
By Jana Liptáková, Spectator staff
19%
13%
3.1
1%
%
28.94
Long-term unemployment
Žilina Region
(32,225 students)
32.9
8%
6.7 .8%
3
3.9%
long-term unemployed without work experience or
qualifications.
Source: Ministry of Education
tion into retirement. Such unemployment simply
cannot be reduced.”
Bank analysts expect that unemployment
would continue to decrease in 2016 while the
registered unemployment rate may decrease below
10 percent. They expect positive effects from the
arrival of the fourth carmaker to Slovakia, too.
The British carmaker Jaguar Land Rover (JLR)
plans to build a brand new plant near Nitra and
employ around 2,800 people in the new facility,
while thousands of jobs are expected to open with
subcontractors.
“We assume that the positive trend on the
labour market will continue also during 2016,” said
Ondrová as cited by the TASR newswire. “This is
because the Slovak economy should continue to
grow at a solid pace; conditions for the growth of
consumption should persist.”
According to McRoy Group, the growth of
employment should be supported especially by
increasing performance of the Slovakia’s economy
and the growing demand for Slovak products on
Slovakia’s export markets. Thus industrial production, specifically the sectors of automotive and machine engineering, should generate the most new
jobs. Traditionally, the strongest growth is expected
for the regions of Bratislava, Považie and Košice.
“Later we expect also a significant increase of
employment in Nitra and its vicinity; the reason
will be the announced investment of JLR,” said
Sirota. “But this will happen only after 2016
because the construction of the plant and induced
arrival of subcontracting companies will take time.”
Ľubomír Koršňák, an analyst with the UniCredit Bank Czech Republic and Slovakia, warned
that the structure of unemployed may slow the
decline in unemployment as there are still many
In absolute numbers, the number of jobless
ready to take a job immediately stood at 286,825
in December 2015, down by 44,908 people compared to December 2014.
The total unemployment rate in December
2015 was 12.40 percent, down by 1.45 percentage points in annual terms. The labour offices
registered a total of 334,379 jobseekers, a drop of
39,375 people year-on-year.
Bank analysts ascribe the decline in jobless rate
to favourable developments in Slovakia’s economy,
with growth dynamics in 2015 that were the
highest since 2010. Dominika Ondrová, an analyst
with Poštová Banka, indicated that spending last
EU funds from the 2007-2013 programming
period and a milder winter might be behind the
faster decline of unemployment.
“In spite of the positive development the
unemployment rate in Slovakia still ranks among
the highest within the whole EU,” Ondrová wrote
in her memo, when only seven members of the EU
reported a double-digit jobless rate in November
2015.
Vladimír Baláž from the Institute for Forecasting of the Slovak Academy of Sciences points out
that while the jobless rate in Slovakia, compared
with other EU countries, is quite high, most of
these unemployed are unemployable. He estimates
the natural rate of unemployment in Slovakia at
between at 8-8.5 percent. Even when the Slovakia’s
economy grew 10.4 percent in 2007, the unemployment rate was 11 percent.
“We are close to this bottom [of the natural
rate of unemployment],” Baláž told The Slovak
Spectator. “Such a rate includes people who have
low education or do not have it at all, and these
people simply will never work and can only transi-
Engineering
Electrotechnical
Food Production
Construction
Transport
Agriculture, foresty and veterinary
Health care & Pharmacy
Business, trade and services
Grammar schools (gymnázium)
Art
Cumulative share of fields, the individual
share of which of all daily students in the
respective region did not exceed 3%
GENERAL PARTNER
labour market
Stemming brain drain
Interpreting statistics
The exact number of people who left
Slovakia and do not plan to come back remains
a mystery. It is impossible to count how many
Slovaks left the country and what education they
achieved, according to Vladimír Baláž, an economist at the Institute for Forecasting of the SAV.
“Our economy is harmed not only by those
who leave the country with university-level
education, meaning brain drain,” Baláž told The
Slovak Spectator. “But also when a 30-year-old
person with secondary-level education leaves
because he or she could produce value, pay taxes
here and contribute to the state welfare system.”
There are some studies that try to quantify
the problem.
In 2014, more than 2,800 people left the
country, about 17 more than the number who
came. Thus for the first time in Slovak history
the number of those leaving the country is
higher than the number moving in. Moreover, the number of emigrants is the highest
since 1993, since the establishment of the
12
Photo: SITA/AP
I
n search of a good education and job opportunities, Martin Kanka, a 25-year-old
Slovak, decided to move 60 km from Bratislava to Vienna. He knew that he wanted to leave
Slovakia ever since he graduated from secondary
school at the age of 20.
“Leaving Slovakia wasn’t that much about
hating something in Slovakia; it was more that
I felt I will have a better education and more
opportunities in Austria,” Kanka told The Slovak
Spectator.
Slovakia witnesses the situation in which the
number of people in productive age who left the
country is higher than of those arriving. While
most of them leave the country for an obvious
reason – salary, the second biggest group is irritated by poorly run state.
While the Education Ministry is battling
brain drain with grants for Slovaks graduating abroad, observers point out that without
improving the economy there is little to be done
to reverse the trend.
“Besides economic growth and prosperity in
Slovakia, I don’t know the measure which could
effectively draw people, who have decided to
stay abroad, back to Slovakia,” sociologist Miroslav Bahna of the Institute for Sociology - Slovak
Academy of Sciences (SAV) told The Slovak
Spectator. “There is one solution used before
1989 – to close the borders.”
independent Slovak Republic, according to
the data of the Demographic Research Centre
(VDC).
The centre calculated the number from
those who cancelled their permanent residence
in Slovakia. The VDC data was published by the
Financial Policy Institute (IFP).
However, the trend that saw Slovaks leave to
go abroad was the greatest shortly after Slovakia
joined the European Union in 2004, Bahna
pointed out.
“In fact, instead of describing the current
situation, this number says that some people
who left the country in past decades are officially
cancelling their residence in Slovakia with some
delay,” Bahna said.
The Business Alliance of Slovakia (PAS)
estimates that more than 300,000 Slovaks work
abroad either short or long term, while additional about 30,000 Slovaks are studying abroad.
Most of them study in the Czech Republic, but
many in Germany or Austria as well.
The exodus of professionals can increase
inequality in society especially in sectors such as
health care or technologies, because salaries in
those sectors will increase while in others will
stagnate, according to Brian Fabo of the Central
European Labour Studies Institute (CELSI).
“There is a visible trend in our region connected to this development,” Fabo wrote on his
blog, “as salaries of doctors are growing fast because they can easily leave for a better life when
compared with increase of teachers’ salaries.”
Reasons to stay abroad
In October 2015, PAS conducted a survey
Talents for Slovakia in which it asked respondents why they live abroad and what would
motivate them to return. In total it surveyed 132
people working abroad and 81 people studying
abroad.
“It is alarming that only less than onequarter of Slovaks studying abroad plan to live
in Slovakia,” Peter Kremský, PAS executive
director, wrote in the press release. “In case of
those working it is 9 percent; almost 70 percent
of the respondents are preparing to stay abroad
indefinitely.”
When asked what would inspire students
to return home, 46 percent of surveyed people
listed higher wages, order and prosperity was
the most important for 39 percent of people.
Family finished third with 33 percent, according
to PAS.
GENERAL PARTNER
labour market
Kanka agrees that improving how the
country is run could be convincing, but from
following Slovak news and politics he does not
see a plan to move the country forward.
“Government basically just reacts to current
events and pursues populist policies to stay in
power,” Kanka said. “To feel the perspective
that Slovakia is going to catch up with western
Europe would be an important factor for me to
return.”
People want to live a decent life in a country
which is well governed so their enthusiasm,
energy and knowledge are rewarded for their
own good and for the good of the whole society,
according to Mario Fondati, partner of consulting company Amrop.
Drawing brains back
The Education Ministry wants to lure
Slovak experts living abroad to the public sector
in Slovakia. The cabinet gave the green light in
early July 2015 to a grant scheme supporting
their return. The money is destined for Slovak
citizens who graduated from a prestigious
foreign university and is designed to encourage
them to return home.
Young experts will get €10,000 while
the government wants to allocate as much as
€50,000 for senior experts. The sum put aside
from the state budget should be enough for
some 50 people.
Bahna estimated that nearly 50 percent of
recent graduates who studied abroad return
to Slovakia within two years of getting their
diploma (including students from top 150
universities of the Shanghai chart) according
to a survey he worked on with sociologist Oľga
Gyárfášová.
Moreover, the government’s stimuli would
draw back just 5 percent of the working
respondents, according to the PAS study. The
Education Ministry responded that its duty is
not to deal with migration of Slovaks and its
programme is focused only on academic environment and state administration.
“Therefore we are not dealing with
comebacks for lower positions or private sector
conditions,” the ministry’s press department
told The Slovak Spectator. “We are responsible
for the education sector and in this sector the
return of people with foreign know-how is
desirable.”
Other approaches
What Education Ministry is doing is
unsystematic, and when the funding is cut those
people will leave again, according to Igor Šulík,
managing partner of Amrop.
Slovaks working abroad SepTember 2015
Austria
Czech Republic
Germany
United Kingdom
Hungary
Other countries
Together
45,600
39,800
25,800
8,200
6,100
28,200
153,700
Source: Statistics Office of the Slovak Republic
“Finances should go towards change and
initiatives which can make Slovakia an attractive country that is worthy to work in,” Šulík
told The Slovak Spectator. On the other hand,
Slovakia can still offer possibilities for professional development, according to Michal Kovács
of Leaf, the non-profit organisation focusing on
development of young individuals.
For Slovaks abroad, Leaf launched a programme creating and curating job and internship opportunities, scholarships and volunteering opportunities to develop young talented
Slovaks living abroad, reconnect them with
Slovakia and facilitate their homecoming.
People can achieve more in a shorter time
in Slovakia than they could in more developed
countries and they have more possibilities to be
creative, according to Kovács.
“People have the opportunity to test a new
product on fully integrated European market with
significantly lower risk; several banks could be an
example,” Kovács told The Slovak Spectator.
Improving economy
When National Union of Employers (RÚZ)
and Federation of Employers’ Associations
(AZZZ) were asked what can be done to draw
people back to Slovakia they both responded by
improving of economy and thus working conditions and salaries.
“By gradual equalising of wage conditions
in Slovakia and European countries there would
be a gradual reduction in brain drain,” RÚZ’s
Flow of Slovak tertiary-level students
Czech Republic
Hungary
United Kingdom
Austria
Germany
Switzerland
France
Denmark
United States
Netherlands
Italy
Turkey
Poland
Spain
24,300
2,436
1,379
1,085
846
374
364
353
346
246
209
176
119
100
Source: UNESCO’s Institute of Statistics, February 2016
Martin Hošták told The Slovak Spectator. “The
education sector is a big challenge, particularly
university-level education, because our economy
will feel the migration of our best students more
and more intensively.”
The state can do something with employment and salaries “but those are long-term processes, you cannot expect miracles”, Baláž added.
Learning from the experienced
Programmes battling brain drain in foreign
countries such as Ireland or Israel could also
be inspiring for Slovakia. The Irish periodically
meet with the diaspora of clever Irish abroad
who give advice to government’s institutions on
how to develop the country. They also help to
draw foreign investment to Ireland, according
to Kovács.
Moreover many of them came back after the
economic situation in Ireland improved, according to Baláž.
“The Irish have an advantage that they speak
English, therefore their barriers for migration
are weak and many of them went to the United
States,” Baláž said. “Currently they are coming
back as the situation improved.”
Israel, with its aim to become the homeland
for all Jews, has more than 10 state-supported
organisations connecting Jews with Israel. They
organise travel for young Jews to the country of
their forefathers, scientific researches with Jewish
experts at world-recognised universities and
organise community projects in less developed
parts of Israel, according to Kovács.
Opportunity for Slovakia
The lack of educated and skilled people
combined with a low birth rate in Slovakia can
be an opportunity for Slovak firms to employ
the long-term unemployed. Another solution
for some of them is to bring foreigners to work
in Slovakia: carmakers drive in employees from
Romania or Bulgaria, according to Baláž.
The number of foreigners in Slovakia is
increasing only mildly. There were around
14,000 working foreigners in Slovakia in 2008
and the number grew by just 4,000 people by
2015. Most are Romanians, Czechs, Hungarians and Polish. From countries which are not
in the EU, Slovakia is popular with Ukrainians, Koreans and Serbians, according to the
Statistics Office.
“We should deal with the problem from the
other side [not luring them back],” Bahna said.
“The people that leave should be replaced by
skilled people from countries that would find
Slovakia an attractive destination.” n
By Roman Cuprik, Spectator staff
13
Leaders for What’s Next Need to
As part of our 25th anniversary celebration Amrop Global CEO José Ignacio Leyún accepted
the invitation of Amrop Slovakia to celebrate this milestone in Bratislava. We are honoured
that this exceptional professional and trusted advisor to many international CEOs and
boards congratulated us personally on our anniversary that also marks 25 years of human
capital consulting in Slovakia. During his visit J. I. Leyún was the guest of honor at our
traditional Meet the New Chiefs event – where Amrop introduces local as well as global
leaders to the Slovak business community. We are happy to share with you the main ideas
from his interview with a focus on Leaders for What’s Next and what distinguishes them
in a world with so many variables.
The world today offers many challenges. If
you write the word crisis with Chinese characters, there are two signs – danger and opportunity. Do you perceive the word crisis as
having this dual possibility?
In any crisis, like on a coin, there are two
sides. One could be considered a risk, but obviously there is also another side that is an opportunity. These days we face some very tough situations from many points of view. And I would
agree with the Chinese approach, meaning that
in every crisis there is always a risk but as well
an opportunity. We can take the lessons from
the risk during crisis and say that those who
survived the crisis – at the end of the day – are
in a much better position for future challenges.
You are giving advice to businessmen and to
their businesses. So from the business point
of view are you saying those who surrender
to danger will perish and those who persist
and are innovative will survive?
Absolutely. We need to find new solutions
for the new situation we are facing; the world
is changing constantly and the speed is much
higher than before. To handle those situations
you need to be flexible, you need to be persistent, you have to be innovative, and you need
to take a completely different approach. The
old recipes and the old solutions don’t apply
anymore and you have to take an innovative
mindset to really face and survive those situations.
Is there a chance that the financial crisis
could return or is it over and the solutions
are perfect?
These days, because of how society is evolving, nothing is definitive, nothing is guaranteed, and nothing is finished. The markets will
evolve, so I think this is just the temporary
solution that has been found in this moment
in time for fixing the problems that we are facing today. This is something that will be very
present in our lives from now on. Everything is
changing, and no solution will be definitive. We
cannot assume that the problem is completely
fixed. Tomorrow we will be facing a completely
new situation and new problems, and we will
have to be flexible and open-minded enough to
really face them.
In this regard do you think there are opportunities to find long term solutions for companies you are advising?
Some of the problems are really significant
problems. They are very good reflection of how
the society and the world are evolving these
days. And it is also somehow a reflection of the
problems that our customers are facing. Companies are constantly under threat, because
their markets, customers, products and competitors are changing constantly. Globalisation
is affecting all of us in many ways, so what is
happening in political terms is also a reflection
of what is happening in the corporate world.
Our customers, our managers, in changing
environments they need to adapt constantly,
and they need to face new problems and find
new solutions. Globalisation is underway everywhere and is affecting all of us. And the closer
we are to our customers the more impact we
have, the more in demand we are to really give
them support and advise on key issues. So this
is the new game.
Do you think that this could go another way
and that globalisation would slow down or
stop at one point because of these problems?
No, on the contrary, I expect globalisation will become deeper, bigger and faster. Any
company in any sector will be significantly
affected more and more each day because of
globalisation and access to information, to the
internet and to everything. I expect the globalisation to continue to be the key issue for all of
us. Now every single business and every single
issue can be really taken to the global level, and
therefore you cannot think only locally, you
have to think globally. Even if local knowledge
Be Agile, Innovative and Flexible
JOSé I. LEyúN is CEO of the Amrop and
a Member of Amrop’s Global Executive
Board. A Partner of Amrop Seeliger y Conde
in Spain and Head of Amrop’s Global Leadership Assessment Practice, he has a track
record of exemplary professional service,
as trusted advisor to the Boards for a range
of international clients.
is important to your market, globalisation will
be very high on the agenda for any corporation.
How and where do you search for future
leaders and directors? Does your search include for instance startups or other businesses?
Our obligation whenever a customer retains our services is really to look for the best
talent no matter where they are, so I would say
that for us whatever company works on is not
a restriction. We are always looking for certain
characteristics from a personal and professional
point of view. Therefore, we do not disregard
people, whether they are working in a stateowned company, a privately owned company,
family owned company or a startup business.
We are really looking for talent in no matter
what form or where they are working. One of
the advantages that we provide to our customers when we do a search is to really do the best
possible mapping and provide them information that demonstrates how deep and wide we
have done our work and research. And at the
end of the day we come to some conclusions
and some names that are the most talented people to fix the problems that the customers face.
Are you convinced that invention and good
ideas are the things necessary for a good
business?
Definitely. These days what you can really get easily is money. What we are missing,
what sometimes is really missing, is the idea,
is the positioning, is entrepreneurial spirit,
and the innovation. But if you really have the
good idea and the good approach, money will
come. What we are grappling with these days
is a significant scarcity of talented people –
finding the right people for solving problems
or bringing new ideas, innovating in the business, doing the things in a different way…
We need new approaches; we need different
people with new competencies, because now
the environment is so different that we cannot
do things the way it used to be done before.
Today there is a clear move to develop what
are called startups. There is a clear move to putting money in new ideas and into new businesses. The best example is what is happening in
California in Silicon Valley. There you really see
how people are willing to invest into new ideas,
new plans, and new projects. And by the way,
if those ideas, those projects do not work or fail nothing happens. They just close them and start
something new again. The approach to a failure
and how to handle those situations is changing
as well. Failure is not taken any more as a key
issue and just because you failed does not mean
you have to fail again. In fact, just the opposite
– sometimes, the more you fail, the more you
are likely to succeed in the future. So that type
of thing is happening in Silicon Valley and it
can be taken and is already exported to other
countries. One of the lessons of the recent crisis
is that we will need to take new initiatives and
new approaches; technologies are driving our
life these days, so anytime there is an invention,
technologically driven, it immediately receives
support. This is the trend and it will be clearly
a trend for the future development.
Prepared by Igor Šulík,
Managing Partner, Amrop
The interview of J. I. Leyún for TA3 television
and for Forbes as well as other information from
Mr. Leyún’s visit in Bratislava can be found at
www.amrop.sk.
Do you think also that investors are thinking this way and are ready to invest to good
ideas?
Amrop is a leader in
Executive Search &
Leadership Consulting
in more than 50 countries. It is a member of
AESC and is its longest active member and
remains the only member with a fully-fledged
office in Slovakia since 1990. Our unique
Context Driven approach to executive search
helps our clients find Leaders for What’s Next
– top talent, adept at working across borders
in markets around the world.
The firm approaches consulting projects using
its own model of Amrop 3D Practices based on
a combination of sector knowledge, functional
expertise and the ownership specificities of the
client organisation that enables our consultants to effectively address even the most
difficult challenges and problems for Boards,
C-suite managers and highly skilled experts.
Amrop delivers consulting solutions in following business areas:
Executive Search
Professional Search
l Board Advisory
l Leadership Services
l Executive Coaching
l
l
For more information go to www.amrop.sk.
SP016003/002
So you are searching for individuality and
personality and not for human resources?
Well, one could be an approach and one
could be a definition. At the end of the day we
are looking for people according to our customers’ needs and their definitions. So from that
point of view whether we call it human resources or talent it’s similar. But what is really important these days is that companies are looking
for a certain profile of people, because of what
is happening in terms of globalisation and the
speed of changes. The type of profiles that we
are looking for have changed significantly when
compared to previous years. Now, companies
have to face different problems and therefore
they need to find different talent, different resources and handle them
GENERAL PARTNER
education & training
Universities also have
to cooperate with companies
N
Automotive and IT sectors
seek experiences
Though students at technical schools have
mandatory practical training, it lasts only two
weeks which companies consider only “babysitting”. ZAP and its members thus decided to
offer a three-month training programme to
students, said Holeček when explaining why the
SPICE project was launched.
The project functions similarly to Erasmus.
Participating faculties have to create space for
students to spend time directly in firms, for
which students earn credits. The aim is that
students cooperate in specific projects, but can
also prepare their diploma thesis based on the
practice in the company, Holeček explained.
The pilot project was launched during the
2015-2016 school year, and is attended by seven
students.
Also companies near Košice, which focus
on IT, have established cooperation with local
schools. The Košice IT Valley association, whose
members are active in supporting socio-economic development, education and employment in eastern Slovakia as well as research and
development of information and communica-
Kaňuchová, communication specialist at TSystems Slovakia, told The Slovak Spectator.
Collaboration benefits both sides
Photo: SME
ot only secondary school students,
but also young people at universities
need to spend some time directly in
companies to obtain some practical experiences,
representatives of the business sector agree. To
prepare them better for the labour market, there
have been established several collaborations
between firms and universities, yet obstacles still
remain that hinder cooperation.
“It is not easy as universities can live also
without companies,” Jaroslav Holeček, vicepresident of the Slovak Automotive Industry
Association (ZAP) which runs a project called
SPICE in cooperation with six faculties, told
The Slovak Spectator. “But what motivates us is
that we need quality graduates from technical
universities.”
Most of the existing collaborations have
been established in technical and natural science
specialisations, said Andrej Hutta, special advisor of European Public Policy Partnership. He
considers the current state “only the beginning
of the route towards successful application of
schools’ capacities for the industry and economy
needs”.
tion technologies, have several projects running
at two universities: the Technical University of
Košice (TU KE) and the University of Pavol
Jozef Šafárik.
“Since the needs of the labour market and
the requirements concerning graduates of both
secondary schools and universities were not met
sufficiently, the companies joined the education
process within the cooperation with schools,”
Kristína Kertészová, executive director of Košice
IT Valley, told The Slovak Spectator.
The Faculty of Electrical Engineering and
Informatics of the Technical University of
Košice (FEI TU KE), for example, was the main
organiser of the Live IT Projects, within which
116 students in 29 teams solve specific projects
for practice ordered by 14 subjects.
“The project of such type and extent has no
precedent in Slovakia,” Roman Cimbala, vice
dean of FEI TU KE, told The Slovak Spectator.
Moreover, T-Systems Slovakia, which cooperates with TU KE, runs specialised lectures,
exercises, seminars, and practical training for
students. They also help with student projects,
theses and also competitions for IT students.
“Our aim is to continue in developing the
active partnership with the university or several
local universities, and thus link the interests
of academia and the business sector,” Zuzana
Schools and companies addressed by The
Slovak Spectator agree that the cooperation is
beneficial for both sides. Students get handson experience and the possibility to use their
theoretical knowledge when solving concrete
problems, use the most up-to-date technologies
and know-how of the companies, and become
better prepared to accommodate the labour market needs. Some of them may even stay working
in the firms.
Moreover, also schools themselves benefit
from the cooperation as they receive information about industrial production trends in the
region so teachers can modify the teaching, said
Cimbala.
Though the need exists for companies to
have qualified and experienced employees, the
problem is that companies often complain about
insufficient labour force rather then be active
and establish cooperation with a specific school,
Holeček said.
The firms also need to realise that they have
to take care of the students and offer them some
kind of benefits, like food, contribution to their
commute and accommodation, and also some
reward for the work he or she does, he stressed.
Also schools have to be flexible and create conditions for students to work in firms,
Holeček said.
Faculties often lack the subjects that would
allow students to have practical training, according to Kaňuchová.
Another problem is insufficient state support. A change to the teaching process and curriculum is crucial for teaching natural scientific
projects which should reflect actual needs,
according to Kertészová.
Human resources cooperation is also necessary. Since teaching at schools and also teachers
are often underestimated, it is necessary to make
society-wide change.
“Companies in this field substitute the state
since they have to solve the problematic situation they face in terms of hiring professionals
necessary for the successful operation of their
business, but this is not sustainable,” Kertészová
added. n
By Radka Minarechová, Spectator staff
33
GENERAL PARTNER
trends
HR requires creative approach
Companies compete locally but also with foreign firms
40
Photo: Sme
W
ith an improving economy, the labour market is reviving, posing new
challenges for employers. The lack
of qualified labour force on one hand, and the
growing requirements on the part of potential
employees on the other create unique challenges.
The Slovak Spectator spoke about these and
other issues that HR experts currently face with
Luboš Sirota, president of board and general
director of McROY Group; Miroslav Garaj,
country manager at Grafton Recruitment Slovakia; Pavol Strapáč, country finance manager
at Adecco; Martin Krekáč, chairman and owner
Jenewein Group and senior partner of Amrop;
Igor Šulík, managing partner of Amrop; and
Mario Fondati, partner of Amrop.
The Slovak Spectator (TSS): What are
the new trends on the labour market over the
past year? Have there been any significant
changes?
Luboš Sirota (LS): Although there’s been
no sudden change on the market, the ongoing
economic growth and the subsequent increasing
demand for employees resulted in the offer of
qualified labour force being exhausted. Companies thus face challenges they had faced before
the outburst of the economic crisis in 2008:
despite a high unemployment rate they have
problems to fill all the vacancies with appropriate people. The requirements for candidates
have decreased (often the willingness to work is
enough), while many companies try to search for
workers abroad (mainly Romania and Bulgaria,
but also the number of Czechs and Moravians
working in Slovakia has increased).
Miroslav Garaj (MG): The year 2015 was
turbulent due to the global situation and trends,
the IT sector expanded and the demand for
production workers increased. Due to new investments and new emerging projects, the labour
market automatically responded to the current
trends and needs of employers, not only in the
capital, but also in other regions of Slovakia.
In the Trenčín Region, we registered a higher
interest in specialists for technical positions with
focus on quality, engineering, project management, production, logistics and lean management. In the Bratislava region the demand was
mainly for administrative workers with good
language skills. In the production sector, mainly
experienced engineers in automotive production
were in demand.
Martin Krekáč (MK): After several years of
stagnation last year was a year of growth. Optimism has begun to return into the economy,
companies started to invest more and that has
positively impacted the labour market. Another
big change for the common market in the
European Union is linked to over a million new
potential workers that will eventually enter the
labour market, for which neither Slovakia, nor
the EU is ready.
Pavol Strapáč (PS): Just like in all spheres
of life, also on the labour market new, innovative
forms of searching for work as well as searching for people emerge. New technologies are
becoming ever more important. In the past
people sought work only through the web and
specialised websites, nowadays they use also
mobile applications like Facebook, Twitter, and
LinkedIn. Employees are not interested only
in the salary; they also want to know about the
work conditions in general, the benefits, offices,
air conditioning, and the location of the factory
or the offices.
TSS: Which alternative forms of work
are most widely used in Slovakia and how
interested are employees in part-time jobs,
home-based work, or shared work positions?
LS: Employees, for instance mothers of
young children, students, pensioners, show
interest in part-time jobs, but the availability
of this kind of work is significantly lower than
demand and Slovakia in this respect significantly
lags behind western European countries. It’s
similar with work from home. Home office is
becoming one of the most demanded employee
benefits (together with additional holidays), but
the offer of this type of work still lags, despite its
significant increase. As for shared positions, both
offer and demand are rather low. The reason is
that it is demanding in terms of administration
and processes. The most often used alternative
form of work remain limited time work agreements (“na dohodu”), which to a large extent
take the place of part-time jobs. Also there has
been a decrease in the past, due to the stricter
legislation and this trend remained also in 2015.
MG: The most frequent alternative is parttime work. Employees often show interest in
working from home or shared working position,
but the character of most jobs on the market
doesn’t allow for that.
Igor Šulík (IŠ): Part-time jobs and homebased work have been on a rise. More and more
younger people are interested in jobs that do not
limit them about when they work and where
they work as long as they can balance work and
life. Having a considerable portion of shared
service centres (SSCs) in our country, people
working there have to be flexible to work at the
time when their counterparts are working in any
region of the world and if they can do it from
home, the companies have a tendency to allow it.
GENERAL PARTNER
trends
PS: In Slovakia people are still not completely familiar with alternative forms of work,
but also in this area trends are positive, people
are interested in alternative forms, mainly in
working from home or part-time jobs that are
interesting mainly for mothers on maternal
leave. These forms of employment are used
increasingly mainly because there are many
opportunities to make money and secure one’s
family, not just with one job, but a combination
of jobs. These forms of employment then allow
people to combine the job they like doing with
a job that is necessary for their survival due to
the salary.
TSS: Slovakia is facing the paradox that
the unemployment rate remains rather high
in some regions, but some businesses in the
country have problems finding skilled labour
for the positions they need to fill. Which
sectors are most affected by this problem and
what are the solutions you see as plausible?
LS: Slovakia’s labour market stops functioning at an unemployment rate around 9 percent.
It’s approximately double the rate that is common in more advanced economies. The reason is
the poor structure of Slovakia’s unemployed (for
example about 100,000 of them have completed
primary education only), in combination with
low mobility of the work force. Companies in
the most industrially advanced regions of Slovakia – Bratislava, Trnava, Trenčín, Žilina, Košice –
are the most affected by this situation. It’s mainly
industrial companies in the area of automotive
and machine industry. IT companies too have
problems with people in the long run, but there
the main reason is the inappropriate structure of
the Slovak university education, which produces
too many graduates in sectors like social work or
pedagogy, while technicians are missing.
MG: It is most visible in the production sector, mainly at qualified positions where certain
knowledge or skills are required. One of the
problems is that generally secondary schools and
universities do not prepare their graduates for
real work life, but are limited to theory. Another
problem is the big unwillingness of Slovaks to
travel for work. A well-functioning system of
connections between schools and companies,
and a bigger support for commuting for work
on the part of employers and the state could
help.
Mario Fondati (MF): There are many
people among the unemployed who lack almost
any working skills and are therefore almost
unemployable. Based on the structure of industry, companies lack qualified labour in many
production areas. SSCs are also operating on
a highly competitive market for qualified labour.
Many companies therefore have to hire people
who need a lot of additional training, or try to
attract people from abroad. And we should not
forget that there is still a lack of IT specialists.
PS: This paradox exists in Slovakia perhaps
even more than in other countries of our region,
due to archaic methods of schooling, untargeted
education in sectors that have no application
in Slovakia. On the other hand, as a country
where the automotive and machine industries
are expanding, we are unable to secure education and a sufficient number of engineers. This
problem is also seen in IT, where we are also
unable to fill the gap, while in humanities we’ve
got too many people who cannot find a job.
The solution would not just be declared, but
really close cooperation between the real market
and schools. Something has started last year but
that’s too little.
TSS: What are the expectations of job
applicants and how have they changed during
the years of crisis?
LS: Expectations are gradually growing.
While during the crisis they have dropped significantly, at the moment they’re back to pre-crisis
level. The pressure on raising salaries increases,
as does unwillingness to work overtime. Benefits
like flexible working time, additional holidays
and home office are required. Work-life balance
gets ever more important mainly for young
people. Generation Y that starts dominating the
market doesn’t want to live to work, but work to
be able to live well. These are the people whose
parents often did not have time for them when
they were children, and they don’t want to treat
their kids equally. That is why working time is
often more important for them than money.
MG: Expectations change based on age and
sector. Younger candidates expect the company
to invest time and money into them and push
them forward in their career, but they show less
loyalty towards the company. People with 10
and more years of experience rather seek a more
stable environment and expect that they will
have a chance to pass their experiences on. Compared with the crisis time, people put more focus
on remuneration. They realise the economy is in
good shape and therefore they demand higher
pay for their work.
IŠ: People active on the labour market are
slowly becoming more flexible. Although still
not completely common, they are becoming
more open to relocate for a good job. They have
continuously become aware that the benefit
system has shrunk and is not so important for
them to make a decision to join a company. It
is a common notion that people are willing to
work more for even less for the time being.
PS: Young people have incredible requirements and compared with the past they are only
slightly willing to sacrifice something for their
requirements that are often financially overdone.
As a result, you have a self-confident person
(which is a positive change compared with
the past when people had low self-confidence)
sitting in front of you at the job interview,
but their self-confidence is often not justified
because their skills are disproportionally lower.
This is a big change compared to the past when
we would meet people willing to work for a few
euros long and intensively with the aim to work
their way up. Today it’s vice versa, expectations
are high but the offer, that is the willingness to
sacrifice oneself for the work, is low.
TSS: What are the main challenges HR
managers are facing nowadays?
LS: It’s the lack of labour force in combination with talent competition. Companies
face not just a lack of workers as such, but the
value of those really talented, engaged, and
creative people increases too. HR issues need
to be approached creatively. Additionally, local
companies must compete for people not just
among each other, but also with competitors
from abroad.
MG: The growth of the Slovak economy
brings new types of positions in great numbers
to our labour market, therefore the biggest
problem and challenge is to find good-quality
people. It is a great challenge to keep one’s
employees as long as possible and be competitive
with new attractive employers who are arriving
to the market.
MF: HR departments are still confronted
with the same task – to achieve more results with
limited resources. Additionally, often they have
to solve the acute lack of experts for some positions, like in industry and IT, since the offer of
university graduates is small and does not keep
up with demand. At the same time, HR managers in many areas become strategic partners
of top management, and are thus required to
understand not only human resources but also
the nature of the business and its needs.
PS: Today the position of an HR manager
is perceived in a much more complex manner
than in the past. An HR manager is expected to
be an equal partner for a CEO and CFO. Effective and good-quality selection of people and
a sensibly set up internal processes in personnel management very intensively influence the
whole company. Therefore HR managers are
invited to influence key decisions. The triangle
CEO-CFO-HR is becoming key in the life of
many companies. n
By Michaela Terenzani, Spectator staff
41
GENERAL PARTNER
trends
Succession planning is a necessity
Passing a family business is a long-term process
Echelon of activities and steps
The owner of a family business has two principal possibilities for securing a successor. They
either have children or a member of a wider
family or must identify a successor from outside
the family. Both possibilities have advantages as
well as disadvantages.
In the case of a direct offspring, the advantages are the continuity of the business, linking
up to the same values, knowledge of internal
relations, bigger motivation to develop the family business and thus also the family’s assets. But
it may happen that children are not interested in
the family business, have different career plans or
simply are not suited for doing business. Some
founders of companies admit these things only
with difficulties, but a sober evaluation of the
real situation can help prevent following conflict
or problems.
Since transition to another generation is a
demanding and long-lasting process, it is necessary to start dealing with it early and in an ideal
case also plan it formally. It is worth preparing
several alternatives.
Entrepreneurs only rarely realise that the
process of succession starts already when their
children are small or of school age. Already at
that time parents can anchor them in the values
that the family cherishes. Children watch their
parents or grandparents when doing business
and see that such effort requires persistence, time
and energy. During their studies they can help
in the family business, obtain their first working
46
Photo: SME
E
ven though modern technologies are
penetrating all parts of life and even taking over jobs once done by people, most
factors undermining long-term development
and success still depend on human talent. Making and official implementation of decisions can
propel a company for decades, and succession
planning is a key part of the strategic planning
process that is often overlooked.
Successful succession follows certain rules
and it depends on several circumstances. International surveys find that just 30 percent of
family businesses survive into the second generation and only 10-15 percent manage to transfer
a business to the third generation. Respondents
cite failed succession planning or disinterest of
the next generation in the existing business as
reasons.
experience and see how the individual parts of
the business work. Such part-time work can
gradually transform into a full-time job, while
it is ideal that the offspring works in various
departments and advances from lower positions
higher up. Some owners of companies make a
mistake when they install their children directly
into managerial positions without considering
whether they have qualities for such positions.
In such cases, they expose their children to
tremendous pressure from both themselves and
other employees.
If a successor gains a proper overview of the
company and masters also managerial positions, he or she can gradually become a partner
of the founder and participate in strategic
decisions. This is the phase in which it can be
assessed whether he or she, in the company as
well as outside of it, has managed to build up
an authority and respect and whether he or
she is prepared to take over management and
responsibility for the company. During this
whole process the role of the founder within the
founder-successor relation changes, too. The role
of the founder can gradually change from the
director and the exclusive leader into a partner
or he or she can completely withdraw from
everyday executive functions.
A well-managed succession process should
secure the company stability and continuity
during the transfer to the next generation. Of
course, each case is individual when family
background, the field of business and situation
on the market matters. Clear and timely communication over the process towards employees,
clients and other partners outside company
helps. Respectable relations in the family, mutual
trust and support from other family members, as
well as clear and trouble-free ownership relations
have a positive influence. As is the case during
any financial or legal issues, in cases of succession it is possible to consult with family, friends
or consultancy companies.
How are things Slovakia?
As many as 82 percent of medium-sized
companies in Slovakia are family businesses, and
many successful companies have grown up here
during 25 years of a market economy. Today,
many entrepreneurs or business families that
started doing business in the 1990s are facing
the decision of what to do next with their own
company and are solving the task of transiting
into the next generation. In some companies
this has been already happening, the process
advances continually and successors are participating in management. In some individual cases
they have already taken over the business.
In spite of this, there is still a large group of
entrepreneurs who underrate the process of the
succession planning and start dealing with it
only at the last minute. More and more of them
realise that with timely and proper preparation
they can avoid unpleasant or even complicated
situations. They are also better prepared to deal
with unexpected events, like the sudden death
of an owner or declining health, that can occur
without an adequately prepared successor. n
Mario Fondati is a partner and family business
practice leader at Amrop
W h o ’ s w h o – P r o f e s s i o n a l s a t HR c o m p a n i e s
Baldovič Robert
Managing Partner
Menkyna & Partners Management Consulting, s.r.o.
Palisády 47, 811 06 Bratislava - Staré Mesto
Tel.: +421(0)2 5441-2718
E-mail: [email protected]
Life philosophy: What really matters before you leave is how
well you lived, how well you loved and what you learned.
Berčeniová Danka
Chief Executive Officer
Lugera & Maklér, spol. s.r.o.
Jilemnického 3, 911 01 Trenčín
Tel.: +421(0)905 825-583
E-mail: [email protected]
Work credo: A lot of small things make a big thing.
Blechová Dana
Managing Partner
Blechova Management Consulting s.r.o.
Drieňová 31, 821 01 Bratislava - Ružinov
Tel.: +421(0)917 617-005
E-mail: [email protected]
Brezovský Marian
Associate Partner
SAM Headhunting Slovakia s.r.o.
Vysoká 30, 811 06 Bratislava - Staré Mesto
Tel.: +421(0)905 792-108
E-mail: [email protected]
PANTONE:
-2 1
Demianová Klaudia
Country Manager
CNA International - Slovakia s.r.o.
Carlton Savoy Building, Mostová 2,
811 02 Bratislava - Staré Mesto
Tel.: +421(0)905 486-762
E-mail: [email protected]
Life philosophy: The only way how to do a great work is to love what you do, have
the courage to follow your heart and intuition, they somehow already know what
you truly want to became.
Duarte Sergio
Country Manager
ADECCO Slovakia, s.r.o.
Digital Park, Einsteinova 23, 851 01 Bratislava
Tel.: +421(0)2 536-3022
E-mail: [email protected]
Life philosophy: Live your core values, don‘t let people destroy them and try to impact life around you. You are not alone in the world.
Work credo: Work hard, but not alone, do it with passion, be engaged, be responsible and work for a better life.
Eľko Dušan
Managing Partner
SAM Headhunting Slovakia s.r.o.
Vysoká 30, 811 06 Bratislava - Staré Mesto
Tel.: +421(0)905 536-001
E-mail: [email protected]
Life philosophy: There are always things to improve.
Work credo: Everything is just about people.
Fondati Mario
Partner
Amrop Slovakia
Štefanovičova 12, 811 04 Bratislava - Staré Mesto
Tel.: +421(0)905 658-103
E-mail: [email protected]
Life philosophy: Everyone creates their own happiness.
14. 2. 2016 20:39:02
Work credo: Only if you try will you find out whether you
can do it.
Pre web použitie:
Chrastina Marek
Managing Partner
TRIGON Consulting s.r.o.
Majerská cesta 32, 974 01 Banská Bystrica
Tel.: +421(0)915 973-311
E-mail: [email protected]
Garaj Miroslav
Country Manager
Grafton Recruitment Slovakia, s.r.o.
Obchodná 2, 811 06 Bratislava - Staré Mesto
Tel.: +421(0)910 744-007
E-mail: [email protected]
Adecco is the world‘s leading provider
of Human Resources solutions
SP016026/001
Present in Slovakia since 2002, providing a full range of
HR services (Staffing, Permanent Placement, Payroll and Outsourcing)
50
www.adecco.sk
W h o ’ s w h o – P r o f e s s i o n a l s a t HR c o m p a n i e s
Hnatová Linda
Nemčok Peter
Koša Vladimír
Pliešovský Peter
Managing Director
Concordia Agency s.r.o.
Seberíniho 1, 821 03 Bratislava - Ružinov
Tel.: +421(0)905 851-807
E-mail: [email protected]
Life philosophy: Where is a WILL there is always a WAY. If
you want, you are halfway there.
Work credo: Character is who you really are while reputation is what other people
think you are. Money are not changing character, they just highlight it.
Managing Director
Consilium Consulting, s.r.o.
Štefanovičova 18, 811 04 Bratislava - Staré Mesto
Tel.: +421(0)2 5342-1145
E-mail: [email protected]
Life philosophy: Always treat others the way you want them
to treat you.
Work credo: Be proactive.
Partner CEE
MENITY GROUP s. r. o.
Karadžičova 8/A, 821 08 Bratislava - Staré Mesto
Tel.: +421(0)2 5939-6263
E-mail: [email protected]
Managing Partner
ISG s.r.o., executive search
Štefánikova 19, 811 05 Bratislava - Staré Mesto
Tel.: +421(0)2 5249-9218
E-mail: [email protected]
Work credo: The difference between a successful person
and others is not a lack of strength, not a lack of knowledge, but rather a lack
of will.
Krekáč Martin
Chairman & Senior Partner
Jenewein Group
Štefanovičova 12, 811 04 Bratislava - Staré Mesto
Tel.: +421(0)2 5443-6001
E-mail: [email protected]
Life philosophy: Being old does not mean refusing to learn
from one‘s grandchildren.
Work credo: No time for losers. ´Cause we are the champions of the world.
Menkyna Ján
Founding Partner
Menkyna & Partners Management Consulting, s.r.o.
Palisády 47, 811 06 Bratislava - Staré Mesto
Tel.: +421(0)2 5441-2718
E-mail: [email protected]
Life philosophy: To live in such a way that I am not ashamed of my feelings,
thoughts, words or deeds.
Work credo: Work hard but enjoy the rest.
Miartuš Miroslav
Managing Partner
nebotra consulting s.r.o.
Jakubovo námestie 13, 811 09 Bratislava - Staré Mesto
Tel.: +421(0)905 421-905
E-mail: [email protected]
Life philosophy: There is always a way to change things... if
Sirota Luboš
Chairman of the Board & CEO
McROY Group, a. s.
Pribinova 4, 811 09 Bratislava - Staré Mesto
Tel.: +421(0)2 5720-0200
E-mail: [email protected]
Life Philosophy: It wasn´t raining when Noah built the ark.
(Howard Ruff)
Šulík Igor
Managing Partner
Amrop Slovakia
Štefanovičova 12, 811 04 Bratislava - Staré Mesto
Tel.: +421(0)905 855-584
E-mail: [email protected]
Life philosophy: To live my life in truth.
Work credo: With belief in character, competence, commitment and teamwork
to strive for excellence.
Trgala Ján
CEO
Trenkwalder, a.s.
Nám. 1. mája 18, 811 06 Bratislava - Staré Mesto
Tel.: +421(0)2 5710-8300
E-mail: [email protected]
you really want it.
Work credo: If you made an avoidable mistake, blame yourself... and take that as
a lesson.
Nacíková Lucia
Consultant
Amrop Slovakia
Štefanovičova 12, 811 04 Bratislava - Staré Mesto
Tel.: +421(0)917 814-440
E-mail: [email protected]
Life philosophy: There is no need for temples, no need for
complicated philosophies. My brain and my heart are my temples; my philosophy is kindness. Work credo: The three great essentials to achieve anything
worthwhile are: Hard work, Stick-to-itiveness, and Common sense.
Turanová Mariana
Managing Partner Slovakia
TARGET Executive Search
Ventúrska 14, 811 01 Bratislava - Staré Mesto
Tel.: +421(0)2 5441-1617
E-mail: [email protected]
Work credo: Ready to walk the extra mile!
51
GENERAL PARTNER
3
4
5
6
7
3
3
0
20
2004
Switzerland / SR 20
E, F, H, G, Pl, 0
l l l l l l
1991
Slovakia
E, G,
13
20
10
2005
Slovakia
E, G,
27
10
2
2011
Slovakia
E, R,
3
2
1
l l l l l l l HR processes implementation, personal cost
optimisation, management audit, interim HR
management
2003
Slovakia
E,
12
12
0
l l l l l l
l l l l automotive industry, banking/financial sector,
production companies, retail, IT & telecom
automotive, FMCG, medical and pharma
45
88
103
l l l l l l l strategic management consulting, EU consulting, government relations
2009
Slovakia
E, G,
5
2
3
l
1993
USA
E, R,
8
6
2
1996
USA
E, H, G, R,
5
6
600
2004
Slovakia
E, G,
1994
Slovakia
E, G, R, Pl, I,
l l l financial & professional services, media &
technology, energy & infrastructure
l
l
l l leadership assessment solutions, talent management, performance management, coaching
5
7
0
l
l
l l NA
13
10
-
l l l l l l IT/telecom, finance and banking, manufacturing
3
3
27
2005
Slovakia
E, F, G,
2
12
3
2004
Slovakia
E, F, R, I,
6
6
-
l l l
l l l l l l l NA
l
l l
l
l l l l
l l banking/finance, business services, FMCG,
technology and telecommunications, software
and IT
l
l l
l l l l energy, IT, banking&finance, manufacturing
l l
2007
USA
E, G, R,
l
l l l l l l technology & IT, banking & finance, manufacturing, consumer goods
l
l l l industrial/production companies, administration, procurement, project management
l l l NA
NA- not available, Ar-Arabic, Bul-Bulgarian, Cr-Croatian, D-Dutch, E-English, F-French, G-German, H-Hungarian, Chi-Chinese, I-Italian, J-Japanese, K-Korean, N-Norwegian, Pl-Polish, P-Portuguese, R-Russian, Sl-Slovenian, S-Spanish
52
l
1990
Austria / SR
E, F, H, G, R,
70
2011
United Kingdom 7
4
E, H, G,
l l l
l utilities, public sector, industry
7
2009
20
Hong Kong
E, Bul, Cr, Chi, J, 35
K, H, G, Pl,
Empleoyment agengy
career and professional counselling, organisati- l l
onal and personnel counselling
l l l l l l l technologies and IT sector, banking/financial
sector, sales and marketing, production
l
Temporary employment agency
Tri najdôležitejšie sektory
pre poradenstvo v oblasti ľudského kapitálu
Executive search firm
Three major sectors for human capital
consulting
Recruitment agency
Management systems / Manažérske systémy
Martin Krekáč
+421(0)2 5443-6001
slovakia@
jeneweingroup.com
Radomír Mako
+421(0)2 3810-1819
mako@
kingfisherexecutive.com
Steven J. Kelly
+421(0)2 5443-2303
kno@
kno.sk
Jana Kupkovičová
+421(0)2 4911-4914
jana.kupkovicova@
kornferry.com
Martin Chinoracký
+421(0)905 700-228
martin.chinoracky@
libellius.com
Lukáš Bakoš
+421(0)2 5263-1515
bakos@
maxman-consultants.com
Luboš Sirota
+421(0)2 5720-0200
info@
mcroygroup.com
Peter Nemčok
+421(0)2 5939-6263
nemcok@
menity-group.com
Miroslav Miartuš
+421(0)905 421-905
miroslav.miartus@
nebotra.com
Miroslav Lichý
+421(0)915 815-732
lichy@
trigon-consulting.sk
2
2005
Slovakia
E, G,
Management audits / Manažérske audity
8 Jenewein Group
www.jeneweingroup.com
Štefanovičova 12
+421(0)2 5443-6001
Bratislava - Staré Mesto 811 04
+421(0)2 5443-6004
[email protected]
9 KINGFISHER Executive Search, s. r. o.
www.kingfisherexecutive.com
Pribinova 4
+421(0)2 3810-1819
Bratislava - Staré Mesto 811 09
NA
10 KNO SLOVENSKO s.r.o.
www.kno.sk
Leškova 3/A
+421(0)2 5443-2303
Bratislava - Staré Mesto 811 04
[email protected]
11 KORN/FERRY company
www.kornferry.com
Tomášikova 64
+421(0)2 4911-4912
Bratislava - Nové Mesto 831 03
+421(0)2 4911-4927
[email protected]
12 Libellius s.r.o.
www.libellius.com
Hattalova 19
+421(0)2 4463-6366
Bratislava - Nové Mesto 831 03
+421(0)2 4463-6367
[email protected]
13 Maxman Consultants, s.r.o.
www.maxman-consultants.com
Gajova 4, P.O. Box 5
+421(0)2 5263-1515
Bratislava - Staré Mesto 820 04
[email protected]
14 McROY Group, a. s.
www.mcroygroup.com
Pribinova 4
+421(0)2 5720-0250
Bratislava - Staré Mesto 811 09
[email protected]
15 MENITY GROUP s. r. o.
www.menity-group.com
Karadžičova 8/A
+421(0)2 5939-6263
Bratislava - Ružinov 821 08
+421(0)2 5939-6200
[email protected]
16 nebotra consulting s.r.o.
www.nebotra.com
Jakubovo námestie 13
+421(0)905 421-905
Bratislava - Staré Mesto 811 09
[email protected]
17 TRIGON Consulting s.r.o.
www.trigon-consulting.sk
Majerská cesta 32
+421(0)915 815-732
Banská Bystrica 974 01
[email protected]
1
Organisation audits / Organizačné audity
Riaditeľ
Telefón
E-mail
Katarína Ikrényiová
+421(0)905 303-291
katarina@
a-omega.sk
Zuzana Krutilova
+421(0)904 356-444
director@
aujob.sk
Daniel Laco
+421(0)2 5441-8513
fbe@
fbe.sk
Erik Gottschall
+421(0)905 561-731
erik.gottschall@
gd-team.de
Dušan Antoš
+421(0)903 778-325
antos@
hr-management.sk
Pavel Uhrinčať
+421(0)903 556-655
uhrincat@
hrman.sk
Miriam Lachová
+421(0)911 844-988
miriam.lachova@
humandynamic.com
Performance management / Riad. výkonnosti
Názov (v abecednom poradí)
www
Adresa
Telefón
Mesto PSČ
Fax
E-mail
A-OMEGA, s.r.o.
www.a-omega.sk
Radlinského 2751 - kancelária
+421(0)34 772-2336
Malacky 901 01
+421(0)34 772-2336
[email protected]
AuJob s.r.o.
www.aujob.eu
Jelenia 11
+421(0)2 5296-6882
Bratislava - Staré Mesto 811 05
+421(0)2 5296-6882
[email protected]
For Business Excellence - FBE
www.fbe.sk
Liptovská 10
+421(0)2 5441-8513
Bratislava - Ružinov 821 09
+421(0)2 5441-8515
[email protected]
gd - Team, a.s.
www.gd-team.sk
Moyzesova 4/A
+421(0)33 641-4173
Pezinok 902 01
+421(0)33 641-4173
[email protected]
HR Management s.r.o.
www.hr-management.sk
Hargašova 21
+421(0)903 778-325
Bratislava - Záhorská Bystrica 841 06
[email protected]
HRman, s.r.o.
www.hrman.sk
Piaristická 2
+421(0)37 655-8888
Nitra 949 01
[email protected]
Human Dynamic Central & Eastern Europe s.r.o.
www.humandynamic.sk
Dobšinského 14
+421(0)911 844-977
Bratislava - Staré Mesto 811 05
[email protected]
Compensation / Odmeňovanie
Chief executive officer
Phone
E-mail
Staff development / Rozvoj ľudí
www
Phone
Fax
No. of permanent employees in SR / No. of advisors
in SR/ No. of advisors worldwide /
Počet stálych zamestnancov v SR / Počet poradcov v
SR / Počet poradcov celosvetovo
People acquisition / Získavanie ľudí
Company (Listed alphabetically)
Address
City, Postal code
E-mail
Year of establishment in SR / Country of origin /
Languages / Rok založenia v SR / Krajina pôvodu /
Jazyky
Consulting – Human Capital
l l
l
Compiled by The Slovak Spectator team
GENERAL PARTNER
Recruitment agencies
Placements through personnel
leasing in SR in 2015 / Obsadzovanie
pozícií cez personálny lízing v 2015
Názov (v abecednom poradí)
Adresa
Mesto PSČ
E-mail
15 SYNERGIE Slovakia s.r.o.
Dunajská 4
Bratislava - Staré Mesto 811 08
[email protected]
www
Phone
Fax
Chief executive officer
Phone
E-mail
www
Telefón
Fax
Riaditeľ
Telefón
E-mail
Martin Huba
Professional standards /
Average search time
(weeks) /
No. of branches in
SR (No. of branches
worldwide)
Profesný štandard / Priemerný čas vyhľadávania
v týždňoch / Počet pobočiek v SR (vo svete)
Affiliated with: SYNERGIE Group
www.synergie.sk
+421(0)2 5441-5522
+421(0)2 5441-5489
+421(0)2 5441-5522
huba@
synergie.sk
1999
13
E, F, G,
Ján Trgala
Affiliated with: Droege Group
+421(0)2 5710-8343
NA
1991
45
E, H, G,
16 Trenkwalder, a.s.
Nám. 1. mája 18
Bratislava - Staré Mesto 811 06
[email protected]
sk.trenkwalder.com
+421(0)2 5710-8300
l l l l 4-7
1 (600)
l l
l ISO9001:2000
4-6
5 (300)
Other services /
Ostatné služby
Management audits / Manažérske audity
Interim management / Interim management
Training / Trénovanie
Employment abroad / Zamestn. v zahraničí
Temporary jobs / Brigády
Company (Listed alphabetically)
Address
City, Postal code
E-mail
Year of establishment / No.of permanent employees
in SR / Languages
Rok založenia v SR / Počet stálych zamestnancov v SR /
Jazyky
Executive search firm
Human capital consulting firm
Employment agency
Temporary employment agency
Active also as
/ Spoločnosť je
aktívna
aj v oblasti
No. of placement / Upper
& middle
management / Specialists
Celkový počet umiestnení
/ Vyšší
a stredný manažment /
Špecialisti
Administration
& assistants /
Workers /
Other / Administratíva a obslužný
personál /
Robotníci / Iné
120
27%
57%
13%
3%
0%
l
l l
IT & telco, logistics & industry,
finance & sales,, marketing & HR,
temporary staffing
80
50%
20%
10%
0%
0%
l l l l
top management, admin., sales &
marketing, procurement, logistics,
production, HR, accountancy
Major sectors
/Najdôležitejšie sektory
E X ECUTI V E SEARCH FIRMS
Share of
executive
search methods in 2015
(in %)
/Percentuálny
podiel metód
v executive
search v roku
2015 (v %)
Retained
executive
search/
Contingency
search
Other services /
Ostatné služby
Executive board consulting / Poradenstvo správnym orgánom spol.
Management audits / Manažérske audity
Interim management / Interim manažment
Training / Trénovanie
Outplacement / Outplacement
Professionals (lawyers, auditors...) / Odborníci (právnici, auditori...)
Public sector / Verejný sektor
Health care / Zdravotníctvo
Travel & restaurants / Cestovný ruch a reštaurácie
Advertising & media / Reklama a média
Sales / Predaj
Logistics / Logistika
Finance / Finančný sektor
Telecommunications & IT / Telekomunikácie & IT
Riaditeľ
Telefón
E-mail
Automotive / Automobilový priemysel
www
Telefón
Fax
Chief executive officer
Phone
E-mail
Professional standards / Average search
time (weeks) / No. of branches in SR (No. of
branches worldwide) / Profesný štandard /
Priemerný čas vyhľadávania v týždňoch /
Počet pobočiek v SR (vo svete)
Production / Výroba
Názov (v abecednom poradí)
Adresa
Mesto PSČ
E-mail
www
Phone
Fax
Year of establishment / No.of permanent employees
in SR / Languages
Rok založenia v SR / Počet stálych zamestnancov v SR /
Jazyky
Recruitment agency
Human capital consulting firm
Temporary employment agency
Employment agency
Company (Listed alphabetically)
Address
City, Postal code
E-mail
Energy sector / Energetika
Target sectors / Obsadzované sektory
Active also as
/ Aktívna aj v
oblasti
1 Amrop - Leaders For What´s Next
www.amrop.sk
Štefanovičova 12
Bratislava - Staré Mesto +421(0)2 5443-6001
+421(0)2 5443-6004
811 04
[email protected]
2 MENITY GROUP s. r. o.
www.menity-group.com
Karadžičova 8/A
+421(0)2 5939-6263
Bratislava 821 08
+421(0)2 5939-6200
bratislava@
menity-group.com
3 Accord Group Ceska s.r.o., organizačná zložka
www.accord-ece.com
Zámocká 3
+421(0)2 2051-2501
Bratislava - Staré Mesto 811 01
[email protected]
4 Arthur Hunt, s.r.o.
www.arthur-hunt.com
Obchodná 24
+421(0)2 5263-2761
Bratislava - Staré Mesto 811 06
+421(0)2 5273-1090
[email protected]
5 Blechova Management Consulting s.r.o.
www.blechovaconsulting.sk
Drieňová 31
+421(0)2 4425-1026
Bratislava - Ružinov 821 01
[email protected]
6 BUSINESS ESSENTIALS spol. s r.o.
www.essentials.sk
Jakubovo námestie 13
+421(0)918 538-357
Bratislava - Staré Mesto 811 02
[email protected]
7 CNA International - Slovakia s.r.o.
www.cnaint.eu
Carlton Savoy Building, Mostová 2
+421(0)2 3266-1725
Bratislava - Staré Mesto 811 02
[email protected]
Igor Šulík, Mario Fondati, Martin Krekáč
1990
+421(0)2 5443-6001
l
25
slovakia@
E, F, H, G, R,
amrop.sk
Affiliated with: Amrop - Leaders For What´s Next
AESC, ECGI
l l l l l l l l l l l l 90%
4-6
10%
1 (83)
PREMIUM LISTING
l l l
Peter Nemčok
+421(0)2 5939-6263
nemcok@
menity-group.com
Affiliated with: Menity Group
l l l l l l l
5
1 (6)
PREMIUM LISTING
l l
l
8 Consilium Consulting, s.r.o.
www.consilium.sk
Štefanovičova 18
+421(0)2 5443-4873
Bratislava - Staré Mesto 811 04
+421(0)2 5441-0272
[email protected]
Dr. Pendl & Dr. Piswanger
9
Management Consulting s.r.o.
www.pendlpiswanger.sk
Cukrová 14
+421(0)2 5932-4488
Bratislava - Staré Mesto 813 39
[email protected]
Vladimír Koša
Jana Martin
+420(0)2 4245-8401
prague@
accord-ece.com
Blanka Schellingová
+421(0)2 5263-2761
schellingova@
arthur-hunt.sk
Dana Blechová
+421(0)917 617-005
dana.blechova@
blechovaconsulting.sk
Jana Srpoňová
+421(0)903 104-077
srponova@
essentials.sk
Klaudia Demianová
+421(0)905 486-762
kdemianova@
cnaint.eu
kosa@
consilium.sk
2007
3
E, G, R,
2004
1
E, F, G,
2000
6
E, G,
l
Affiliated with: AltoPartners Executive Search Worldwide
l l l l AESC
l l l
l l l l
l
l 100%
4-6
0%
1 (52)
Affiliated with: Arthur Hunt Group
l
l l l l l l l l l l l l 95%
3-4
5%
1 (9)
2014
3
E, G,
l l
2006
4
E,
l
2013
l l
5
E, Bul, Cr, H, G,
R, Pl, Sl, I, S,
2005
10
E, H, G,
l l
1993
4
E, G,
l l
Eva Strečková
+421(0)2 5932-4488
streckova@
pendlpiswanger.sk
l 95%
5%
4-6
1 (0)
2-3
1 (0)
l
3-5
1 (32)
2-3
1 (0)
l l l l
l 100%
0%
l l l l l l l l l
l
l 30%
70%
l
l l
l l l l l l l l l l l l 80%
20%
l
l l l
l
l l l l l
l
l l l l l l l l l
l 30%
70%
l l l l l
Affiliated with: Intersearch Worldwide, Dr. Pendl & Dr. Piswanger Group
4-6
1 (90)
l l l l l l l l l l l l 80%
20%
NA- not available, Ar-Arabic, Bul-Bulgarian, Cr-Croatian, D-Dutch, E-English, F-French, G-German, H-Hungarian, Chi-Chinese, I-Italian, J-Japanese, K-Korean, N-Norwegian, Pl-Polish, P-Portuguese, R-Russian, Sl-Slovenian, S-Spanish
56
l l l l
l l l l l
Compiled by The Slovak Spectator team
GENERAL PARTNER
PR manažér
Telefón
E-mail
Katarína Klembalová
+421(0)917 697-726
klembalova@
profesia.sk
Zuzana Semancová
+421(0)911 797-799
l
semancova@
hrda.sk
Andrea Gondova
+421(0)2 5564-2471
andrea.gondova@
hrcomm.sk
Slavomíra Urbanová
+421(0)948 688-879
slavomira.urbanova@
nadaciapontis.sk
Oľga Pietruchová
+421(0)2 2046-1812
olga.pietruchova@
employment.gov.sk
Simona Gembická
+421(0)903 619-549
simona.gembicka@
nadaciapontis.sk
Monika Benková
+421(0)2 2046-1828
monika.benkova@
employment.gov.sk
6 HR days
+421(0)2 3220-9110
Profesia, s.r.o.
+421(0)2 3220-9118
Pribinova 25, Bratislava - Staré Mesto 811 09
www.profesia.sk
[email protected]
Practical Experiences in HR: Performance management
7
and Motivation
HRcomm - ZDRUŽENIE PRE RIADENIE A ROZVOJ +421(0)2 5564-2471
ĽUDSKÝCH ZDROJOV
www.hrcomm.sk
Kominárska 2, Bratislava - Nové Mesto 831 04
[email protected]
8 HR Pohoda
+421(0)2 5443-6001
Amrop - Leaders For What´s Next
Štefanovičova 12, Bratislava - Staré Mesto 811 04 +421(0)2 5443-6004
www.amrop.sk
[email protected]
9 HRLeaders 2016 and HRTalent 2016
+421(0)2 5263-1515
Maxman Consultants, s.r.o.
Gajova 4, P.O. Box 5, Bratislava - Staré Mesto 811 09
www.maxman-consultants.com
[email protected]
Peter Krutý
+421(0)915 912-827
kruty@
profesia.sk
Lucia Lauková
+421(0)2 5564-2471
lucia.laukova@
hrcomm.sk
Katarína Klembalová
+421(0)917 697-726
l l l
klembalova@
profesia.sk
Andrea Gondová
+421(0)2 5564-2471
l
andrea.gondova@
hrcomm.sk
Lucia Nacíková
+421(0)917 814-440
lucia.nacikova@
amrop.sk
Kristina Oravcova
+421(0)904 985-699
oravcova@
maxman-consultants.com
Jana Hyžová
+421(0)904 159-473
hyzova@
jeneweingroup.com
Matúš Trnkus
+421(0)949 154-090
trnkus@
maxman-consultants.com
10 Human Resources Development and Employee Training
HRcomm - ZDRUŽENIE PRE RIADENIE A ROZVOJ +421(0)2 5564-2471
ĽUDSKÝCH ZDROJOV
www.hrcomm.sk
Kominárska 2, Bratislava - Nové Mesto 831 04
[email protected]
11 The employer of the year
+44(0)20 7234-3535
The European Business Awards
Friars Court, 20 Rushworth Street, London, SE1 0RB,
www.businessawardseuroUnited Kingdom,
pe.com
[email protected]
Lucia Lauková
+421(0)2 5564-2471
lucia.laukova@
hrcomm.sk
Andrea Gondová
+421(0)2 5564-2471
andrea.gondova@
hrcomm.sk
Emma Cozens
+44(0)207 234-3544
emma.cozens@
businessawardseurope.com
Vanessa Wood
+44(0)796 666-6657
vanessa.wood@
businessawardseurope.com
12 Corporates for Children. THANK YOU!
+421(0)2 5443-6001
Amrop - Leaders For What´s Next
Štefanovičova 12, Bratislava - Staré Mesto 811 04 +421(0)2 5443-6004
www.amrop.sk
[email protected]
13 New Visions in HR
+421(0)904 859-228
In Form Slovakia, s.r.o.
Račianska 69/B, Bratislava - Nové Mesto 831 02
www.informslovakia.sk
[email protected]
Mario Fondati
+421(0)905 658-103
mario.fondati@
amrop.sk
Erika Jankajová
+421(0)904 859-228
jankajova@
informslovakia.sk
Jana Hyžová
+421(0)904 159-473
hyzova@
jeneweingroup.com
Jana Mujkošová
+421(0)911 175-753
mujkosova@
informslovakia.sk
14 Leading HR Organisation
PwC
Twin City Business Centre A, Karadžičova 2, Bratislava - Ružinov 815 32
[email protected]
15 Personal Management
News and Media Holding a.s.
Tomášikova 23, Bratislava - Ružinov 821 01
[email protected]
16 Aon Best Employers Slovakia
Aon Hewitt CZ/SK
Václavské náměstí 832/19, Praha, 110 00
[email protected]
Peter Lackó
+421(0)2 5935-0660
peter.lacko@
sk.pwc.com
Kristína Gašparíková
+421(0)2 5935-0715
kristina.gasparikova@
sk.pwc.com
Pavla Pohanková
+421(0)2 2082-2109
pohankova@
trend.sk
Ivana Botošová
+420(0)774 439-481
ivana.botosova@
aonhewitt.com
Ingrid Schnurmacherová
+421(0)2 2082-2137
l
schnurmacherova@
trend.sk
Pavel Skuhrovec
+420(0)731 545-625
l
pavel.skuhrovec@
aon.cz
Branislav Moravík
+421(0)32 770-4334
moravik@
expocenter.sk
Ivana Ridékyová
+421(0)32 770-4311
expocenter@
expocenter.sk
1
2
3
4
5
17 Job Forum
EXPO CENTER a.s.
K výstavisku 447/14, Trenčín 911 40
[email protected]
+421(0)2 5935-0111
+421(0)2 5935-0222
www.pwc.com/sk
+421(0)2 2082-2109
+421(0)2 2082-2223
www.trendkonferencie.sk
+420(0)2 7100-1370
bestemployerseurope.aon.
com/sk
+421(0)32 770-4320
+421(0)32 770-4324
www.expocenter.sk
l
l
l
l
Annual survey reflects the true perspectives
of people in Slovakia as to how they perceive companies, their benefits and image.
March
www.hrda.sk
[email protected]
2009
50
Bratislava
Attend The 7th annual conference of human
resource development, where again we
welcome many interesting public speakers.
l March
www.hrgold.sk
[email protected]
1998
50
Bratislava
Award for the HR personality of the year
and award for HR project of the year.
l March
www.viabona.sk
[email protected]
1998
350
Bratislava
Prestigious prize from Pontis Foundation to
most the responsible employers in Slovakia.
l April
www.gender.gov.sk
[email protected]
2000
50
Bratislava
Award for those employers that pay
systematic attention to harmonising work
and family life.
April
www.hrdays.sk
[email protected]
2011
230
Bratislava
Unique job fair in the area of HR for recruitment professionals, HR managers and
professionals in the labour market.
April
www.hrcomm.sk
[email protected]
Exchange of experience (information).
2000
Inspiration for companies in fields of
120
Demänovská dolina performance management and motivation
of employees.
May
www.hrpohoda.sk
[email protected]
2015
97
Bratislava
May feast for all professionals from HR
departments in Slovakia.
2014
200
Bratislava
Tips how to think of HR in the context of
trends and future challenges. Part of the
event is HRTalent award for young HR
managers.
June
www.hrcomm.sk
[email protected]
Exchange of experience of corporate trai1997
ning specialists and providers of training.
120
Demänovská dolina Inspiration for development of personality.
l June
www.businessawardseurope.com
[email protected]
The European Business Awards recognize
2007
excellence in countries across Europe in 11
32,000
London / Bratislava categories, employee of the year is one.
September
www.21kmpredeti.ldi.sk
[email protected]
2009
250
Bratislava
This initiative is part of a 21-km Charity run
for children in need organised by Children’s
Safety Line.
September
www.informslovakia.sk
[email protected]
2008
260
Bratislava
Permanently sustainable development
of HR and company. Support of culture,
health and safety. Education & development
of employees.
2012
l October
www.pwc.com/sk/leading-hr- 100
Bratislava
-organisation
[email protected]
Leading HR Organisation Award - a
competition in which firms with the most
effective HR management and HR practice
are awarded.
1994
200
Bratislava
One of the greatest HR conferences in SR,
organised by Trend and HRComm. Part of
the conference is HR Gold.
2004
100
Bratislava
Aon Best Employers programme measures
employee engagement and recognises the
Best Employers, anywhere in the world.
2009
Trenčín
International job & education opportunities fair.
October
www.trendkonferencie.sk
[email protected]
l November
bestemployerseurope.aon.
com/sk
[email protected]
l
November
www.expocenter.sk
[email protected]
NA- not available, Ar-Arabic, Bul-Bulgarian, Cr-Croatian, D-Dutch, E-English, F-French, G-German, H-Hungarian, Chi-Chinese, I-Italian, J-Japanese, K-Korean, N-Norwegian, Pl-Polish, P-Portuguese, R-Russian, Sl-Slovenian, S-Spanish
58
Description / Popis
2012
l January
253
www.najzamestnavatel.sk
[email protected] Bratislava
l June
www.hrleaders.sk
[email protected]
l
Conference (exhibition) was first held in
(year) / No. of visitors in 2015 /Location of
the event / Rok prvého konania konferencie
(výstavy) / Počet návštevníkov v roku 2015/
Miesto konania konferencie (výstavy)
Riaditeľ konferencie
Telefón
E-mail
Peter Krutý
+421(0)915 912-827
kruty@
profesia.sk
Boris Kapucian
+421(0)911 797-799
semancova@
hrda.sk
Lucia Lauková
+421(0)2 5564-2471
lucia.laukova@
hrcomm.sk
Event / Podujatie
PR manager
Phone
E-mail
Conference / Konferencia
Exhibition / Výstava
Conference director
Phone
E-mail
Month (date) event is held / Conference
(exhibition) www /Conference (exhibition)
e-mail / Obdobie konania konferencie
(výstavy) /www konferencie (výstavy) / E-mail
konferencie (výstavy)
Name of conference / exhibition (Listed by date of events)
Organiser
Phone
Address, City, Postal code
Fax
E-mail
www
Názov konferencie / výstavy (zoradené podľa dátumu
konania)
Telefón
Organizátor
Fax
Adresa, Mesto, PSČ
www
E-mail
Best employers
+421(0)2 3220-9110
Profesia, s.r.o.
Pribinova 25, Bratislava - Staré Mesto 811 09
www.profesia.sk
[email protected]
HR Development Academy
+421(0)911 797-799
HR Development Academy
Leškova 3A, Bratislava - Staré Mesto 811 04
www.hrda.sk
[email protected]
HR GOLD
HRcomm - ZDRUŽENIE PRE RIADENIE A ROZVOJ +421(0)2 5564-2471
ĽUDSKÝCH ZDROJOV
www.hrcomm.sk
Kominárska 2, Bratislava - Nové Mesto 831 04
[email protected]
Via Bona - Great Employer
+421(0)2 5710-8111
Nadácia Pontis
Zelinárska 2, Bratislava - Ružinov 821 08
www.nadaciapontis.sk
[email protected]
Employers Friendly to Family, Gender Equality and
Equality of Chances
+421(0)2 597-5111
Ministerstvo práce, sociálnych vecí a rodiny SR
Špitálska 4-6, Bratislava - Staré Mesto 816 43
www.employment.gov.sk
[email protected]
Ocenenie / Award
CONFERENCES , a w a r d S & E V ENTS FOCUSING ON HUMAN CA P ITAL i n s l o v a k i a
Compiled by The Slovak Spectator team
.2013
Comenius University in Bratislava
Your Education
Your Future
4 the biggest and oldest university in the Slovak Republic
4 a wide range of several hundreds of study programmes
at 13 colleges
4 an outstanding scientic institution
4 almost 26,000 students including 2,400 international
students from 70 countries all over the world
4 in TOP 500 of prestigious world university rankings
STRATEGIC
MANAGEMENT
CONSULTING
Executive Search
Government Relations
Founder of Business Innovation Network
Comenius University in Bratislava, Slovak Republic
Jenewein Group, s. r. o., Štefanovičova 12, 811 04 Bratislava 1, Slovak Republic
T/F: +421 2 5443 6001–4 | [email protected] | www.jeneweingroup.com
[email protected]
www.uniba.sk
Excellence
Creating
Value
Ing. Miroslav Garaj
Country Manager
Slovakia
Noerr s.r.o. - AC Diplomat, Palisády 29/A
811 06 Bratislava - Slovakia
T +421 2 59101010
F +421 2 59101011
[email protected], www.noerr.com
M +421 910 744 007
E [email protected]
W Grafton.sk
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•
•
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Berlin
Dresden
Düsseldorf
Frankfurt
Munich
Bratislava
Budapest
Bucharest
Moscow
Prague
Warsaw
Alicante
Brussels
London
New York
Stránka 1
University of Veterinary Medicine
Stránka
1 in Košice
and Pharmacy
ADDRESS: Komenského 73, 041 81 Košice
Slovak Republic
GREENPAGES
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GREENPAGES
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.PECTATO
SPECTATOR.SK R
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SLOVAK BUSINESS DIRECTOR
GreenPages:Sestava 1
15.2.2013
17:34
Stránka 1
RECTOR'S OFFICE
Phone/fax: + 421 55 632 52 93
Mobile: + 421 915 923 195
Mail:
[email protected]
Web:
www.uvlf.sk l facebook.com/uvlf.sk
SLOVAK BUSINESS DIRECTORY
SLOVAK BUSINESS DIRECTORY
NESS
DIRECTORY
Contacts
to more
than 2,600
c
Contacts
to more
than 2,600
compan
more than 2,600 companies in 106 cat
mpanies in 106 categories
Contacts to more than 2,600 companies in 106 categories
Mame tu rok oslav.
Oslavujte snami.
NOVEMBER 2015
MENU NA
Mame tu rok oslav.
Oslavujte s nami.
www.jeneweingroup.com
Mame tu rok oslav.
Oslavujte s nami.
www.amrop.sk
JAR 2016
MENU NA
JANKO
Venujeme čas mladým talentom
Vďaka vlastnej iniciatíve a spojeniu síl s Neziskovou
organizáciou EPIC a organizáciou Úsmev ako dar Amrop dobrovoľníckymi aktivitami sprevádza a vedie
nadaných študentov vrátane talentov z detských domovov pri vstupe do reálneho pracovného života.
JA
14
Vianočný večierok vo Viedni
JANUÁR
MODUSus
Rozumieme talentu, jedinečnosti i sile osobností.
Aj preto sme sa odmenili spoluprácou s fotografom
Alanom Hyžom. Podporili sme vydanie knihy
portrétov sto
významných
predstaviteľov
slovenskej kultúry DECEMBER
a ich najmilších
miest na Slovensku,
ľ u d í a i c h m i e s t
ktorú venujeme nielen
stovkám čitateľov,
ale aj sebe i našim
ALAN HYŽA
partnerom.
Marcové
prekvapenie!
Alan Hyža (1964) žije v Bratislave.
Je autorom kníh Ríša zla na konci sna
(2000), Koniec (2003), Misia (2010),
Genius loci (2011), Bratislava včera
a dnes (2014) a iných publikácií. Je
viacnásobným laureátom cien Czech
Press Photo, na Slovensku v roku
2009 získal ocenenenie Fotograf roka.
Fotografie publikované v knihe 100
boli zhotovené analógovým procesom
na formát negatívov 6x6 cm a 10x12,5
cm v rokoch 2012 až 2015.
14/15
Alan Hyža (1964) lives in Bratislava.
He is author of The Empire of Evil at
the End of A Dream [Ríša zla na konci
sna, 2000], The End [Koniec, 2003],
The Mission [Misia, 2010], Genius
loci (2011), Bratislava Yesterday and
Today [Bratislava včera a dnes, 2014]
and a number of other publications.
Alan Hyža is multiple laureate of
awards within the Czech Press
Photo. In 2009 he was awarded the
Photographer of the Year in Slovakia.
The photographs published in this
volume 100 were made with the use
of analogous process in the negative
format 6x6 cm and 10x12.5 cm
between 2012 and 2015.
24
100
DECEMBER
Svet sa mení.
Anjeli sú veční.
www.jeneweingroup.com
MENU NA
Pokojné Vianoce
a šťastný nový rok
www.jeneweingroup.com
MENU NA
Jenewein Group počas uplynulých 25 rokov výrazne
prispela k formovaniu trhu personálneho, resp.
manažérskeho poradenstva a rozvoju jednotlivých
disciplín manažmentu a líderstva na Slovensku.
O to väčšia je naša radosť z vydania špeciálnej
prílohy týždenníka Trend 25 rokov podnikania.
Spoločne predstavujeme 27 osobností a 25 príbehov
predstaviteľov silnej generácie slovenských manažérov.
MEET the
new CHIEFS
Webová stránka Amropu prechádza
výraznou úpravou dizajnu. Výsledkom
je jednoduchšia a rýchlejšia orientácia
v širokom a neustále inovovanom
portfóliu služieb, aktivít a kontaktov
na členov nášho tímu poskytujúcich
riešenia v rámci jedinečnej 3D
špecializácie.
25
JÚN
MÁJ
stretnutie
o rodinnom podnikaní
6
SEPTEMBER
pohoda
pohoda
Od začiatku leta aktívne oslovujeme firmy pôsobiace
na Slovensku, aby sme ich majiteľov, vrcholových
manažérov, personálnych riaditeľov a všetkých
zamestnancov spojili a nadchli pre dobrú vec. Cieľom je
na štart behu 21 km pre deti pozvať čo najviac bežcov
z radov kolegov, klientov či obchodných partnerov. Všetky
finančné prostriedky získané zo štartovného putujú
priamo na účet Linky detskej istoty, ktorá je hlavným
organizátorom behu.
Mame tu rok oslav.
Oslavujte s nami.
Viac informácií na
www.amrop.sk
www.jeneweingroup.com
Viac informácií na
www.amrop.sk
MENU NA
MAREC 2015
www.amrop.sk
Career & Employment Guide
Amrop ako generálny partner
dlhodobo podporuje vydanie ročenky
Career & Employment Guide. Vysokou
expertnosťou prispieva k zvyšovaniu jej
kvality a ďalším šírením podnecuje
inovácie v rozvoji ľudského kapitálu.
MAREC
12
APRÍL
Axis Tel Aviv
28
MÁJ
APRÍL
Vrcholom aprílového menu je nepochybne
tanečná večerná párty – oslava našich
25 rokov v klube Loft! pri miešaných
nápojoch a ešte lepšej hudbe Replay Band.
Aktívnym pôsobením na svetovej
konferencii Axis 2015 v Izraeli
prinášame na Slovensko najlepšie
praktiky, aby sme v rámci
služby Investment Advisory
rozširovali a efektívne podporovali
spájanie globálnych investorov
s najúspešnejšími lokálnymi startupmi.
18/19
MAREC
Mame tu rok oslav.
Oslavujte s nami.
www.jeneweingroup.com
MENU NA
www.jeneweingroup.com
DECEMBER 2014
Mame tu rok oslav.
Oslavujte s nami.
Mame tu rok oslav.
Oslavujte s nami.
MENU NA
www.jeneweingroup.com
6
17/18
JANUÁR
Presne na poludnie sviatku Troch kráľov
v roku 1990 sa začala písať slovenská
história značky Jenewein.
Mame tu rok oslav.
Oslavujte s nami.
APRÍL 2015
pohoda
Hlavný dátum nášho výročia.
Dynamika
talentu
NOVEMBER
1
www.hrpohoda.sk
HR
pohoda
tentoraz
na tému
24/25
Na ďalšom z úspešnej série diskusných stretnutí Coffee
time with Amrop pri šálke dobrej kávy pozvaným hosťom
predstavíme manuál efektívneho lídra obsahujúci najlepšie
fungujúce a najosvedčenejšie manažérske štýly pozitívne
vplývajúce na motiváciu jednotlivcov i tímu, vzťahy
a organizačnú klímu, celkový výkon a spokojnosť v práci.
V ďalšom mesiaci osláv 25. výročia sa o radosť z minulých i budúcich úspechov podelíme
so súčasnými i s bývalými zamestnancami, externými spolupracovníkmi a partnermi –
členmi Jenewein Alumni, ktorí rástli so značkami Jenewein – Amrop – Fipra – EPPP
a sú súčasťou nášho úspešného príbehu.
Mame tu rok oslav.
Oslavujte s nami.
HR
FEBRUÁR 2015
21
OKTÓBER
Hosť: Rastislav Madunický
Mame tu rok oslav.
Oslavujte s nami.
27
JANUÁR 2015
Mame tu rok oslav.
Oslavujte s nami.
Ako sa hrať a vyhrať
o tretinu väčší výkon
Bratislava
Jenewein Anniversary Party
Amrop pri príležitosti 25. výročia
organizuje prvý ročník májovej
slávnosti HR Pohoda. Určená je
ľuďom, ktorí sa profesijne pohybujú
vo svete HR oddelení.
Pod konármi stromov v bratislavskej
reštaurácii Pohoda vytvoríme priestor
na zábavu, rozhovory a spoznávanie
ľudí bez odborných tém, prezentácií,
partnerov a produktov.
MENU NA
tentoraz na tému
Mame tu rok oslav.
Oslavujte s nami.
Jenewein bežecký tím spolu s podporou mnohých
priaznivcov medzi divákmi na 68. ročníku Národného
behu Devín – Bratislava na každom z odbehnutých
11 625 metrov potvrdí rokmi overenú zdatnosť,
súhru, nasadenie, cit pre fair play a vytrvalosť.
www.amrop.sk
samostatne nepredajné
november 2015
ImrIch Béreš, BranIslav cvIk/ ĽuBomír vančo, andrej Glatz, juraj heGer, Pavol lančarIč, ĽuBoš loPatka,
mIroslav majoroš, marIan marek, mIchal meško, jozef ondáš, reGIna ovesny-straka, roBert redhammer, štefan rosIna,
rIchard ryBníček, vladImír soták, Peter škodný, vladImír šrámek, Ivan štefunko, mIchal štencl, mIroslav trnka,
mIroslav trnovský, jozef uhrík, juraj vaculík, alexander varGa/eva stejskalová, Peter zálešák
www.jeneweingroup.com
Beh Devín – Bratislava
Family Business Practice slovenského Amropu
spolu s RSM TACOMA Family Office
v exkluzívnom prostredí Hotela Amade
Chateau**** vytvoria optimálne podmienky na výmenu
odborných vedomostí a osobných skúseností majiteľov rodinných
firiem, ktoré v rámci Slovenska dosiahli pozoruhodný úspech.
25 rokov
podnikania
MESTO PRE
RODINU A
BIZNIS
Mame tu rok oslav.
Oslavujte s nami.
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Spúšťame nový web!
3
19
OD JESENE
DO MARCA 2016
NOVEMBER
Je nám cťou, že v rámci našich výročných stretnutí
môžeme slovenskej CEO komunite predstaviť názory
a skúsenosti globálneho CEO Amropu.
José Ignacio Leyún je vyhľadávaný a rešpektovaný
profesionál, ktorý osobne radí mnohým vrcholovým
manažérom a členom správnych orgánov medzinárodných
spoločností v otázkach líderstva. Okrem prehliadky mesta a interných
rokovaní absolvuje aj stretnutia s pozvanými hosťami a médiami.
PF 2016
MÁJ 2015
Takmer rodinné
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Sviatok sv. Martina je na Slovensku spojený nielen s prvým snehom,
ale aj s dobre vykŕmenou a do zlatista upečenou tzv. martinskou
husou. Aj túto jeseň sa preto všetci zamestnanci Jenewein Group
vrátia k stáročným slovenským tradíciám – na pozvanie chairmana
Martina Krekáča strávia spoločné chvíle na hostine v Pivnici U Zlatej
Husi v Slovenskom Grobe.
Mame tu rok oslav.
Oslavujte s nami.
www.amrop.sk
Amrop v roku osláv 25. výročia pôsobenia
na slovenskom trhu, na ktorý vstúpil ako pôvodom
rakúska spoločnosť Jenewein & Partners, symbolicky
v Slovenskom inštitúte vo Viedni a v spolupráci so
Slovensko-rakúskou obchodnou komorou predstavuje
inšpiratívne príbehy dvoch nových vrcholových
manažérov – Reginy Ovesny-Straka, generálnej
riaditeľky a predsedníčky predstavenstva poisťovne
Kooperativa, a Michala Lidaya, generálneho riaditeľa
a predsedu predstavenstva Tatra banky.
JÚN
podnikania
OKTÓBER 2015
Poradensko-analytický inštitút Európske partnerstvo pre verejné
stratégie (EPPP) ako člen Platformy žien Slovenska podporuje
a aktívne pomáha realizovať projekt zameraný na riešenie
problematiky podpory podnikania a zamestnanosti, relatívne
obmedzené možnosti sebarealizácie žien v regiónoch
a zosúladenie pracovného, osobného a rodinného života.
Svätomartinská hus
LETO 2015
Mame tu rok oslav.
Oslavujte s nami.
5
NOVEMBER
25
rokov
MENU NA
rodinné stretnutie
o rodinnom podnikaní
Po mimoriadne priaznivej odozve od hostí júnového
stretnutia sa Family Business Practice slovenského Amropu
spolu s RSM TACOMA Family Office presúva na východ.
V Hoteli Slamený Dom*** opäť vytvoria optimálne podmienky na výmenu
odborných vedomostí a osobných skúseností majiteľov rodinných firiem,
ktoré na Slovensku dosiahli pozoruhodný úspech.
11
Portréty osobností ako darček
Kam inam ako do Viedne – mesta zrodu
značky Jenewein, by sme sa v roku osláv nášho
25. výročia mohli vybrať na vianočný výlet?
Dva dni v rakúskej metropole sú odmenou
za celoročnú prácu i prostriedkom na stmelenie
celého tímu pred vstupom do roku 2016.
21.12.2015 11:29
Jana Hyžová
JL_BOOKLET.indd 1
Takmer
OD DECEMBRA DO JÚNA 2016
100
Máme chuť tvoriť a prispievať k tvorbe hodnôt inšpirujúcich nielen súčasnú,
ale aj budúce generácie. Aj preto sme podporili vydanie nového CD Janka
Lehotského Moje mladšie ja. Prezentácia albumu bola súčasťou vernisáže
rovnomennej výstavy výtvarných diel, ktorou známy spevák, jeden
z najúspešnejších skladateľov slovenskej modernej populárnej hudby a líder
skupiny Modus pred verejnosťou premiérovo odkryl aj svoj výtvarný rozmer.
6
NOVEMBER
LEHOTSKÝ
MOJE
MLADŠIE
Janko Lehotský a jeho mladšie ja
DECEMBER 2015
ALAN HYŽA
MENU NA
DECEMBER
NOVEMBER 2014
Praha
Amrop ako partner seminára Prečo
sú rodinné podniky na Slovensku
neviditeľné? a spoluautor štúdie
Rodinné podnikanie alebo (ne)
zostane to v rodine šíri najnovšie
poznatky a iniciuje odbornú diskusiu
o trendoch v rodinnom podnikaní.
Vianočný výlet do Prahy ako úprimné poďakovanie zamestnancom
Jenewein Group a spoločností Amrop a Fipra v jej portfóliu. Zároveň
je skvelou prípravou celého tímu na nadchádzajúci rok 2015.
Uplynulých 25 rokov je úžasným príbehom.
1
NOVEMBER
Bratislava
Hosť: Vladimír Vůjtek,
úspešný hokejový tréner
17
FEBRUÁR
Košice
CORPORATE AFFAIRS OFFICERS
Hosť: Martin Kohút, úspešný
manažér a podnikateľ
18
Žilina
Hosť: Richard Rybníček, úspešný
manažér a komunálny politik
FEBRUÁR
Záležitosti
najvyššieho
poschodia
31
JANUÁR
24
Vychádza profilový rozhovor –
ďalší zo série Context Matters/
Amrop Interview. S cieľom priblížiť
trendy v oblasti Corporate Affairs
všeobecne i osobné pohľady
a skúsenosti sa Amrop rozprával
s Henrichom Krejčím, vedúcim
útvaru energetického práva, regulácie
a verejných záležitostí spoločnosti
Slovenský plynárenský priemysel.
FEBRUÁR
PF 2015
Náš úspech je podmienený nielen vlastným úsilím, ale aj
úspechom iných. Ďakujeme našim partnerom a klientom
za inšpirácie, ktoré prinášajú na slovenský trh. V roku
2015 sa tešíme na spoluprácu a stretnutia na viacerých
odborných i spoločenských podujatiach.
31
DECEMBER
TREND seminárom
Attitude is everything,
ktorého je Amrop hrdým generálnym
partnerom, oficiálne otvárame rok
osláv 25. výročia personálneho
poradenstva na Slovensku a našej
aktívnej a inšpirujúcej prítomnosti na
slovenskom a stredoeurópskom trhu.
Prečo je koučingový spôsob riadenia
vo firme dnes taký účinný
Mame tu rok oslav.
Oslavujte s nami.
Moderátorkou stretnutí s pozvanými hosťami
pri šálke dobrej kávy bude Andrea Vadkerti,
ambasádorka nášho 25. výročia.
Viac informácií na
www.amrop.sk
We enjoyed our
13
NOVEMBER
www.amrop.sk
www.jeneweingroup.com
Viac informácií na
www.amrop.sk
year to the fullest!
Štefanovičova 12, 811 04 Bratislava
SP015003/001
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www.jeneweingroup.com