Peter Dosedla for the HR Forum: We are all responsible for how the labour market is evolving

Article
30. November 2018


CEO Manuvia Peter Dosedla has been researching the labour market for several years. Based on the economic situation, he predicts labour movements and looks for countries where workers become a good substitute for missing people in companies in Central Europe. He shares his knowledge with professional associations and presents them on various lectures or training.

Peter has explained to the HR Forum why it is not possible to prevent the movement on the global labour market.

“The labour market has always been on the move, yet not as intensely as these last ten years. An open market within the European Union makes it a lot easier” explains Peter Dosedla. Its citizens can quickly move for work in member countries excluding, e.g. Ukrainians who are no longer EU citizens.

“Central Europe has become a “buffer zone” because we no longer have enough options to get labour. We turn to Ukraine, a large country with 40 million inhabitants, in which the area around Kiev, in particular, offers qualified workers. Our agency is also looking for employees in the Baltic States, Georgia, Kyrgyzstan, Macedonia or Bosnia and Herzegovina.” Manuvia CEO Peter Dosedla continues. “Given our industrial tradition, we should try to keep investors and firms with high added value so that we can continue to develop a highly skilled workforce. Especially from countries like Ukraine, Romania, Bulgaria or Serbia from where people come to us.”

How Peter Dosedla assesses the development between the level of education and the booming industry?

“To be able to adapt during one’s lifetime and to change their trade, they should learn to acquire specific competencies and skills. Unfortunately, our school system does not allow this, and I think it is a serious problem.”

We learn much theory yet the practice is minimal. In the west, school systems work differently. Practice accounts for up to 70 % of teaching. Schools are linked to future employers and use state-of-the-art technologies. For example, in Germany, the apprentice student is already working in a company while studying. At the same time, they receive a scholarship and a salary of 800–1,200 Euros.

Higher education institutions are not doing much better with practice. According to Mr Dosedla, the HR community should call for the education to change – from the perspective of parents, schools and the state, and create the conditions for more intensive interconnection of schools with employers.

The system of lifelong learning in Slovakia and the Czech Republic is no better than that

Education for workers in our country is far from fine-tuned. Companies relieve it when they need to retrain people. The situation does not simplify the fact that several generations work together and all require a different learning approach to their education. Employees aged 40+, although skilled and experienced, need to learn to work with modern technologies. Those who are born later do not have the problem, says Peter Dosedla. “The younger Generation Z is at home in the virtual world like fish in water, so here is the potential to develop employees through online learning activities.”

What is the process of adopting a foreign employee?

The process of implementing foreign workers consists of 3 phases — the first starts in a person’s homeland, to whom we provide the most relevant information like details about the job, wages, working conditions, accommodation, health care, and so on. For workers from non-EU countries, the first thing we do is that we help them to get work permits in the European Union, transport, accommodation, we help them get acquainted with the new environment, and our coordinators are available 24/7 for any assistance. The third stage is the adaptation of the employee to the workplace. Interpreters, foremen and supervisors provide help with that.

A high-quality HR agency monitors the markets and the recruitment process in the countries in which they operate

According to Manuvia CEO Peter Dosedla, a top HR agency should have a branch office and operate in an area where recruiting staff are working. “It is also important to be able to meet the requirements of the client in the given location or to travel to the place and arrange the selection process. The professional agency is an expert on mobilising the workforce, transferring, adapting and assisting the HR department in a company that does not know how to recruit abroad. It’s not the art to employ people but to keep them. It also applies to foreign staff from third countries, who can also choose where they want to work. The agency is not here to import cheap labour but workers who will be compatible with the expectations of domestic business.”

You can find the whole article on the People Management Forum in the latest HR Forum issue.

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