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Ljudje so ključni del vsake organizacije. Tega se zavedajo tudi sodobna podjetja, ki s strateškim upravljanjem človeških virov poskušajo doseči cilje organizacije, pri tem pa na zaposlenega gledajo celostno. Da bi organizacija zaposlila kvalitetne ljudi, mora izvesti postopek privabljanja kadrov. V ta namen mora sprva opredeliti potrebe dela in delovnega mesta, nato se odloči za privabljanje kandidatov z različnimi metodami, čemur sledi selekcijski postopek. Med pandemijo je strateško upravljanje človeških virov doživelo nenadne spremembe, kar je zahtevalo hitre prilagoditve pri pridobivanju kadrov. Skozi empirično študijo, v kateri sem anketirala deset kadrovskih strokovnjakov, sem prišla do ugotovitve, da je večina slovenskih podjetij svoje aktivnosti pri privabljanju in selekciji v še večji meri usmerila v virtualno okolje s pomočjo digitalnih orodij. Pri tem so podjetja ugotovila, kako pomembna je blagovna znamka delodajalca, ki je pripomogla tudi k uspešnejšemu headhuntingu. Kadrovniki so namreč morali postati veliko bolj proaktivni pri iskanju novih kadrov, saj je bilo prijav malo ali pa so se prijavljali neustrezni kandidati. V večini so tudi celotni selekcijski postopki potekali v virtualnem okolju. Kadrovniki so se morali v veliki meri prilagoditi pandemičnim razmeram in samostojno usvojiti nova znanja. Kljub vsem izzivom menijo, da so bili pri privabljanju enako uspešni kot pred pandemijo. Prav tako v glavnini trdijo, da bodo prilagojene prakse privabljanja izvajali tudi po pandemiji. Priporočam nadaljnjo raziskavo v dveh letih, da se preveri, so se ohranile oz. spremenile. People are a key part of any organization. Modern companies are also aware of this, and through strategic human resource management they try to achieve the goals of the organization, while looking at the employee holistically. In order for an organization to hire quality people, it must perform the recruitment process. To this end, it must first identify the new needs of the company and define a new job position, then decide to attract candidates using a variety of methods. The selection process follows. In times of pandemic, strategic human resource management undergoes sudden changes, requiring rapid adjustments in the recruitment process. Through the empirical study, in which I interviewed ten Human Resources experts, I came to the conclusion that in most of their attraction and selection activities, Slovenian companies have focused even more on the virtual environment with the help of digital tools. In doing so, they found the importance of the employer’s brand, which also helped them with headhunting. Recruiters had to become more proactive in finding new candidates, as the number of applications was low or unsuitable candidates applied. Selection processes were also conducted virtually. The staff had to adapt to the pandemic situation to a large extent and acquire new knowledge on their own. Despite all the challenges, they believe that they were as successful in attracting candidates as before the pandemic. They also mostly claim that they will implement customized attraction practices in the post-pandemic period. I recommend further research within two years to check the future situation. |
