The New Focus on Talent

focus on talents

Digital transformation, demographic change, increasing complexity and a global virus are leading to a continuous process of change. For those responsible for Human Resources, this situation brings new opportunities and challenges.

The need for highly qualified employees is growing. Aging teams in digitized work environments are increasingly creating skills gaps. Recruiters are no longer required to select ideal candidates for filling critical positions from a flood of applications. Those times are in the past. The tide has turned, the recruitment processes are more about arousing the applicants’ interest in the company with the help of employer branding activities.

Talent Identification and Management

The magic word is talent. But how do companies succeed in attracting talent? 

Let’s start with the meaning of the word. The term talent can be represented in different ways. What is undisputed is certainly the expectation of talented people to make a valuable contribution to the company’s success. Talents are mostly associated with people outside the company. 

But what about those talents who are already part of the organization and whose potential is (still) undiscovered?
In the “War for Talent”, HR strategies are based on three key factors:

  • Recruitment
  • Education and Development
  • Retention

The relation between looking after current employees and attracting new talent shows what makes a company the workplace of choice, which key factors are necessary for this attractiveness, and how companies differ from the competition.

Learning and Development

Professional training and individual development, flexible career paths and a broader range of tasks are of great importance to the new generation of employees. Attractive employers, therefore, offer a learning and development strategy that integrates learning into the workplace and draws individual learning and development paths.

We believe that GrECo is a great place for great people, where every employee has the chance to learn and work independently and bring in ideas. We developed a sophisticated internal learning and development programme, because we know that lifelong learning is a major factor for new generation of employees.

Learn more on our Careers page.

Employer Branding and New Work Culture

More and more applicants are screening potential employers for their commitment to climate protection, diversity and inclusion, ethical decision-making, and sustainable finance. Generations X, Y and Z in particular, are looking for ways to contribute to change with their work and are increasingly opting for companies that live their Environmental Social Governance (ESG) responsibility and present it transparently.

A realignment of the corporate DNA is therefore based on social responsibility and the creation of sustainable and secure jobs. This requires a work culture that puts people first, even in the time of digital transformation.
The workplace of future needs basic conditions that create space for new things, promote a culture of mistakes and feedback and stimulate social exchange to enable innovation and creativity. Companies need to keep that promise they make in job interviews, on social media and in publications, and remain authentic in their stories.

Gabriele Andratschke

Head of Group Human Resources

T +43 664 962 39 18

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The New Focus on Talent

Digital transformation, demographic change, increasing complexity and a global virus are leading to a continuous process of change. For those responsible for Human Resources, this situation brings new opportunities and challenges.

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GrECo Christmas Charity

For many years we have been refraining from giving Christmas presents to our clients and partners and instead are supporting projects within our GrECo Foundation.

The GrECo Foundation supports socially disadvantaged children and young people in various learning projects, such as supplying study materials, afternoon care, workshops and excursions in 17 countries.

The team of GrECo wishes you a Merry Christmas and a Happy New Year!

Licht ins Dunkel

Licht ins Dunkel is a nationwide traditional Christmas charity in Austria that helps children and young people in need. We have supported these activities for many years.

SOS Kinderdorf

SOS Kinderdorf

GrECo Foundation supports SOS-Kinderdorf/Rat auf Draht.  This project is very close to the heart of the GrECo Foundation. In difficult times, it is above all children and young people who need support and a sympathetic ear for problems. We are happy to contribute again this year.

ART GrECo Scholarship

For the 3rd time, the GrECo Foundation is happy to fund scholarships for talented students, an initiative by our colleagues from Poland.

Education and the promotion of extraordinary talents will be the key to the future of employment markets. Thus, we focus all our projects on supporting children and youngsters in their learning process.

Ö3 Wundertüte

Ö3 Wundertüte

We have donated used company mobile phones in the “Ö3 wonder bag” and thus disposed of them in an environmentally friendly manner and following the law.

The money from device recycling goes to the emergency aid funds of Licht-ins-Dunkel and Caritas, thus helping families in need in Austria. In addition, thanks to this support, permanent jobs are created for people with fewer job opportunities.

Support for Ukraine

The GrECo Foundation has provided emergency assistance to all those colleagues who wanted to leave Ukraine. Many of our colleagues from GrECo markets bordering Ukraine were helping to organize accommodation and the provision of necessities.

Colleagues from GrECo Holding are (still) in an ongoing exchange with the Ukrainian colleagues and are supporting the coordination of the measures.

Support for Ukraine

Breakfast at the Caritas Gruft for homeless people in Vienna

Our IT-colleagues had an early start on this cold December morning to prepare and serve breakfast to around 80 homeless people who seek shelter in Vienna’s Gruft that is run by the Caritas in Austria. The GrECo Foundation served freshly baked Croissants and provided several winter care packages for the upcoming months.

Reverse Advent Calendar

Every year, our colleagues donate generously towards our Christmas project. This year we are collecting health and beauty products for the women and children at Haus Immanuel in Vienna.

Gabriele Andratschke

Head of Group Human Resources

T +43 664 962 39 18

Related News

Menopause matters in the workplace!

In 2020 there were over 650 million women aged 45- 59, many contributing to the workforce throughout their menopausal years

October signifies World Menopause Month, the first held in October 2014, and the theme for 2022 is “Cognition & Mood”. It is a time to raise awareness, address support options for improving the wider health & wellbeing, and of course jointly looking at ways, globally, we can break down the barriers, which for many has become a “taboo” subject, in order for this to be widely and freely discussed without a stigma being attached.
 
The House of Commons Women and Equalities Committee (UK) recently reported that over a third of women reported taking time off work due to menopause symptoms, which included problems with memory or concentration, anxiety/ depression and headaches. Additionally, a third of women didn’t tell work colleagues or Human Resources they were going through the menopause as were worried about the reaction of others!
 
As with other health & wellbeing related areas, there is no one-size-fits-all approach to dealing with the menopause at work, and with a steady rise of information becoming available (and misinformation) can be overwhelming and confusing. Whilst the menopause isn’t a mental health condition, changes in hormones during menopause can impact mental health as well as a woman’s physical health.

A key challenge for Human Resources is how to embed a robust wellbeing strategy across different countries.
 
In 2020 there were over 650 million women aged 45- 59, many contributing to the workforce throughout their menopausal years. The menopausal transition most often begins between ages 45 and 55 but can sometimes happen earlier naturally, and usually lasts about seven years but can be as long as 14 years. The duration can depend on lifestyle factors such as smoking, age it begins, and race and ethnicity.

Workplace health and wellbeing frameworks and policies should therefore incorporate menopausal health as part of the wider context of gender and age equality and reproductive and post-reproductive health. With menopausal women now the fastest-growing workforce demographic, menopause is no longer an issue employers can ignore!
 
A 2021 report by the Fawcett Society, found that more than half of women and transgender men experiencing menopause said their symptoms had made them less likely to want to apply for a promotion (Menopause in the Workplace: Impact on Women in Financial Services (Fawcett Society, 2021).

Meanwhile, when looking at menopause In Australia, where women make up 57% of the higher-education workforce and 78% of the health and social-care sector, a survey last year of menopausal women working in health care and universities discovered that many felt guilty about their perceived underperformance. (Riach, K. & Jack, G. Int. J. Environ. Res. Public Health 18, 10793 (2021).
 
In 2019 a UK survey of 1,400 women experiencing menopause symptoms found that nearly two-thirds were less able to concentrate at work, more than half experienced more stress and nearly one-third took sick leave because of symptoms.

The reality is these are not isolated results, but the Australian study identified respondents disagreeing on whether employers should introduce menopause-specific policies. Some felt such policies might marginalise older female workers.
 
Looking at Turkey – following research undertaken (ending January 2020) by Mashhad University of Medical Sciences, they went on to recommend that the Turkish health system should design wider health promotional programmes and counselling services to promote positive attitudes towards menopause in women during the climacteric period. This research was carried out to assess the attitudes towards menopause in Turkey, in order to plan more comprehensive healthcare pathway promotions. The recommendations made followed responses of two-thirds of participating women experiencing the menopause reported it has / had a negative impact on them.
 
Meanwhile, in the UK, Channel 4 recently surveyed over 4,000 UK women, aged 45-55 and experiencing the perimenopause or menopause. The results were staggering! 77% of women experienced at least one “very difficult” symptom and 69% experienced some form of anxiety or depression due to the menopause. Meanwhile, inflexible dress codes were shown to cause discomfort, particularly for key workers and women working in semi-skilled and unskilled manual operations roles.

Related Insights

The New Focus on Talent

Digital transformation, demographic change, increasing complexity and a global virus are leading to a continuous process of change. For those responsible for Human Resources, this situation brings new opportunities and challenges.

Read more …

Gabriele Andratschke

Head of Group Human Resources

T +43 664 962 39 18