career journal 2012 _ ebs media design production

Ediia Nr. 1Anul 2013G R A T I S

BERND KROTTMAYERSTC General Manager

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Star Transmiss ion - is more than work!

Daimlers

PERS O N N EL R EC RU IT ER

Pregtire profesional pentru o carier de succes

Recrutare resurse umane

Motivarea personalului

EX PERT FACTO R I ES

M ot i vat i o n vs. Flu ct uat i o n

J O B PO RTA LSCutare online a unui job

TO P Co m pa n i esCarier la o firm de TOP

Ediia Nr. 1Anul 2013G R A T I SCAREER

Journal

EDIIE ROMN - ENGLEZ / ROMANIAN - ENGLISH EDITION

CAREER JOURNAL Ediia nr. 1 Anul 20132

E D I T O R I A LREDACIE/IMPRINTCareer journal

Edition 2013

Publicat de/ Published by:EBS European Business Service SRL

Str. D. D. Roca Nr. 64D550043 Hermannstadt/ Sibiu

www.ebs.info.rooffi [email protected]

Suport editorial/ Editorial support:SC Pluspole SRL,

www.pluspole.com

Autori/ Authors:Rzvan Bembea, Christian Weident, Holger Wermke (Pluspole SRL), Heike Knzel, Laura Chilom, Prof. Dr. Ing. Ioan G. Trnovan, Jana

Prohaszka, George Butunoiu, Sebastian Metz, Dr. Eva- Nicoleta Burduel, Ruxandra Hanea, Anca

Rhian, Annika Pattberg

Foto/ PhotosAlex Kalmbach, Andres Rodriguez, Michaelis

Panagiotidis, Judith Dzierzawa, Viorel Sima, Jose Manuel Gelpi Diaz, Gunnar Pippel, iqoncept,

Ivana Sel, Blaj Gabriel, Gabriel Tudor, Kirsty Pargeter, Yuri Arcurs, Marco Mayer, Melinda Nagy, Edyta Pawlowska, Cathy Yeulet, Tom Wang, Yanik Chauvin, Wikimedia Commons, mediafax-foto,

Octav Ganea

Editare/ Editing:Jrg Prohaszka

Publicitate/ Sales:Adina Blajiu, Daniel Heghes,

Elena Rhian

Cercetare/ Research:Magdalena Neamu, Elisabeth Kber

Departament fi naciar/ Contracting and fi nancials:

Rodiana Perea

Proiectare/ Projecting:Geanina Ghinu

Cover foto:Bernd Krottmayer, General Manager,

Star Transmission Cugir, Copyright 2013 by SC EBS European Business

Service SRL, Sibiu (Hermannstadt)

Anul apariiei/ year of publication:2013

Tipar/ Print:S.C. Global Print BDV S.R.L.

trademarks, Copyrights and Restrictions.All material in this magazine, including, but not limi-ted to, images, illustrations, is protected by copyrights, trademarks, and other intellectual property rights that are owned by EBS European Business Service, Romania (EBS), its related companies or by other parties that have licensed their material to EBS. Material in this magazine is solely for your personal, non-commercial use. Such material may not be copied, reproduced, republished, modifi ed, uploaded, posted, transmitted, or distributed in any way, including by e-mail or other electronic me-ans, without the express prior written consent of EBS. Use of the materials in any other publications or on Web sites or networked computer environment, or use of the materials for any purpose other than personal, non-com-mercial use is a violation of EBS's copyrights, trademarks and other proprietary rights, and is prohibited.

The titel "Career Journal" is a registered trademark TM of SC EBS European Business Service SRL

Stimate cititor,datorit creterii fenomenului globalizrii i cross-linking-ului pieelor, multe ri i zone urbane economice sunt afectate de problema exodului de creiere. Din aceast cauz, managemen-tul resurselor umane devine nucleul activitii multor, n special cele care au o cerere mare de grupuri profesionale binecunoscu-te cum ar fi ingineri, specialiti IT i personal medical. Provo-care sau abandonare, motivaie sau fl uctuaie, acestea sunt doar cteva din subiectele acestei ediii, care apare anual.V doresc o lectur benefi c i informativ a revistei noastre.

Dear Reader,due to increasing globalization and cross-linking of markets, many countries and economic conurbations are a ected by the problem of brain drain. Th e Personnel Management is therefore taking center stage at many companies. Th is refers predominantly to companies with a high demand for popular professional groups such as engineers, IT experts and medical sta . Challenge or sur-render, motivation or fl uctuation. Th ese are just some of the topics in this edition, which appears annually. I wish you a benefi cial and informative reading of our Career Journal.

Jrg Prohaszka

Jrg Prohaszka - Editor

ISSN 2285-9519ISSN-L 2285-9519

Online version: www.career-journal.ro

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T C U P R I N S

Editorial 3 EditorialManagement romnesc bazat pe principii germane 7 Adopting German principlesCover Story: Star Transmission ...is more than work! 8 Cover Story: Star Transmission ...is more than work!

Motivaie vs. Fluctuaie 15 Motivation vs. FluctuationFocusul pe piaa muncii: n condiie bun n prezent,

nevoie de mbuntiri pe viitor 16 Spotlight on the labor market in Romania

Statistici 18 StatisticsArvato - un angajator puternic n Transilvania 21 Arvato- a powerful employer in Transilvania

PIONIERII pornii la drum 24 PIONEERS on the roadStudiu i munc n strintate - nu totul e ceea ce pare 26 All that glitters is not GOLD

Ghid practic: Detaarea salariailor n Romnia 28 Secondment of employees to Romania a practical guideFactorii de carier 32 Career Factors

Care sunt ateptrile angajailor de la angajatori? 34 What are the expectations of employees from the employers?Ce ateapt companiile de TOP de la tinerii profesioniti? 35 What expect the TOP companies from the young professionals?

Marquardt Schaltsysteme: Noi nu facem compromisuri i nc i angajm pe cei mai buni. 36

Marquardt Schaltsysteme: We do not compromise and still hire only the best

ABILITI cheie pentru succes 38 Key Competences for the successRecrutarea de personal: Scopul scuz mijloacele 40 Personnel Recruitment: The end justifi es the means

Pia sczut, servicii diversifi cate 41 Shrinking market, diversifi ed servicesO zi din viaa unui Headhunter! 44 A day in the life of a Headhunter!

E-Recruiting FAST- FOOD pentru Managerii HR 47 Fast food for HR Managerse-jobs: Din poziia de lider... 48 e-jobs: As a leader...

Parteneriat pentru dezvoltarea resurselor umane 50 Partnership for the human resources development

Cover storyStar transmission is more than work!

8

Motivation vs.Fluctuation

151515 Factorii de carierCareer factors

32 40

Th e ends justify the means Scopul scuz mijloacele


De peste 10 ani compania STC produce cu succes la Cugir i ncepnd cu anul 2011 i la Sebe Alba. Conducerea exemplar i responsabilitatea social a n-treprinderilor sunt doar cteva dintre motivele care stau la baza succesului fi lialei Daimler.

Star Transmission produces successfully for over 10 years at the site Cugir and recently with a 2nd plant in Sebes, Transylvania. Exemplary lea-dership and corporate social responsibility are just some of the reasons for the success of the Daimler subsidiary.

Departamente HR vs. companii de recrutare Interviu cu George Butunoiu 51

HR Department vs. Recruiting CompanyInterview with George Butunoiu

Fabricile de experi 54 Expert "Factories" Universitatea Romneasc

"frumoasa adormit sau instituie educaional modern? 56Romanian Universities - Hundred year slumber or modern educational institutions?

Universitile de-a lungul vremurilor schimbtoare 59 Universities through changing times Formare profesional dual

Decizii importante pentru dezvoltarea economic a Romniei 61Dual Vocational Training Important step for the economic development in Romania

Formarea dual 64 Dual training Formarea profesional dup modelul de succes german 67 A successful professional education according to the German approach

Selecia de personal 70 Personnel selectionCt de fi abile sunt sistemele de selecie a personalului? 72 How reliable are personnel selection systems?

Hogan Assessment 74 Hogan AssessmentCarpathian Transport Line - Poziie de top cu echip de top 76 Carpathian Transport Line - Top position with top staff

10 reguli de aur pentru interviu 78 10 golden rules for the inteview"V rog s mi trimitei CV-ul!" 80 Please send me your CV!

Link-uri utile 80 Useful linksGhid n carier 81 Career Guide

Calendar Trguri de Carier 2013 82 Job fair calendar 2013Pagini web utile 83 Useful Websites

Cri 84 Books

Personnel selection Selecia de personal70

Ghid n carier

81

Career GuideFabricile de experi

54

Expert "Factories"

Dual Vocational Training Important step for the economic development in Romania


Formare profesional dual Decizii importante pentru dezvoltarea economic a Romniei

61

Dipl. Arh. Rzvan BembeaStr. Ioan Lancranjan nr.13Alba Iulia, RomaniaTel: +40 (0) 723 668 195http://www.cineticstudio.roE-Mail: [email protected]

INGENIEURBRO Dipl. Ing. Daniel BabaMetzerstrasse 2226121 Oldenburg, DeutschlandTel: +49 (0) 441 885 9980Mobil: +49 (0) 160 937 169 86E-Mail: [email protected]

CINETIC STUDIO

Founded in 2003, the architecture offi ce of CINETIC STUDIO made its entry into the business with the development of residential, retail spaces and interior design.During the 10 years of activity we have improved dramatically the quality of our services and we have also diversifi ed them in the fi eld of consultancy on European funds. We have been involved in architectural projects such as offi ce, indus-trial and residential buildings, wind farms, park and landscape design. Also, in the meantime, inside the company the management style that was adopted has increased the sta number and consequently, the motivation and the empowerment of our team. In the CINETIC STUDIO team work also topographical engineers, geotehnicians and devisers.There was created a subsidiary group of companies derived from CINETIC STUDIO which, at this time, serves as project manager and urban architecture planner. CAD CONCEPT handles the static side of the project. DINAMIC PROIECT handles all types of installations.

CINETIC STUDIO off ers all services and solutions in consultancy and design, following the project until the completion of the construction and its reception. Consultancy at the implementation of the project PUZ, PUD urbanism studies Feasibility study Geotechnical and topographical studies Technical documentation for the construction permit (D.Th.A.C.) Technical project Construction site tracking Interior and exterior design

Marquardt Schaltsysteme Sibiu Continental, Sibiu E.ON GAZ Trgu MureMarquardt Schaltsysteme Sibiu Continental, Sibiu E.ON GAZ Trgu Mure

CINETIC STUDIO


Arhitectura este un domeniu n care intrarea pe pia este grea iar meninerea este i mai grea. Cnd am deschis fi rma n anul 2003, am urmrit ndeo-sebi proiecte mari, de construcii civile i industriale, deoarece proiectele de acest gen i permit s te exprimi i te ajut s te remarci rapid.

Ne-am aventurat astfel n parteneriate cu companii prestigioase, n special din do-meniul auto: Continental, Marquardt, Kern-Liebers Carpathia, Siemens, Indus-trieanlagen etc. La nceput, a fost probabil vorba de no-roc ns, pentru a ctiga respectul i n-crederea pe care se bazeaz o relaie du-rabil cu o companie german, a trebuit s dovedim c meritm acest lucru. Iden-titatea noastr a prins noi contururi i am acceptat ca i valori proprii exigena n ndeplinirea proiectelor, standardele ridicate, profesionalismul i seriozitatea. Rennoindu-ne mereu managementul pentru a fi la cerinele care ne-au fost im-puse, am reuit s ne situm ntr-o sfer competitiv, care ne-a adus avantaje de-osebite ntr-o perioad cum a fost criza economic cu care ne-am confruntat.n prezent, simim c avem sufi cient experien i energie deopotriv pen-tru a ne extinde. Astfel, am deschis n anul 2012 un birou nou n Germania, pia la care ne putem adapta uor da-torit experienei noastre cu mediul de lucru german. Este i o provocare ns, dar avem o echip complet, care are toate specialitile i cu toi aceti "ai" n mnec nu ne dorim dect s tu-rm motoarele i s ne punem valorile la treab. CJ

A rchitecture is a branch where it is diffi cult to entry and even harder to maintain. When we started the company in 2003, we aimed especially large projects, such as civil and industrial engineering be-cause this type of projects allow you to express yourself and quickly get noticed.

Therefore, we ventured into partnerships with prestigious companies, especially from the automotive fi eld: Continental, Marquardt, Kern-Liebers Carpathia, Sie-mens, Industrieanlagen etc.At fi rst, it was probably luck but, in order to earn the respect and the confi dence upon which a sustainable relationship with a German company relies, we had to prove that we deserved it.Our identity caught a new shape and we accepted as our own values the exigen-cy in fulfi lling the requirements, the high standards of the work, the professional-ism and the reliability.By constantly renewing our manage-ment to stand up to the requirements that we have been imposed, we man-aged to place ourselves in a competitive fi eld that brought us great benefi ts at a time like the economic crisis that we faced .

Currently, we feel that we have both the experience and the energy to expand. Thus, in 2012 we opened a new offi ce in Germany, a market we can easily adapt to, given our experience with the Ger-man working environment. However, it is also a challenge, but we have a com-plete team that has all specialties and with all these cards up our sleeves, all we want now is to steer up the engines and put our values to work. CJ

Rzvan BEMBEA, Administrator Cinetic Studio, Alba Iulia

Adoptarea unei filosofii de business germane, a nsem-nat pentru CINETIC STUDIO propulsarea ctre o zon nesperat a succesului nc de la nceputul activitii noastre.Adopting a German business philosophy, meant driving the company CINETIC STUDIO towards an unexpected success, even from the start of our activity.

Management romnescbazat pe principii germaneAdopting German principles

EUROPA BUSINESS CENTER, CLUJ-NAPOCA


CosminRejected

CAREER JOURNAL Ediia nr. 1 Anul 20138 CAREER JOURNAL Ediia nr. 1 Anul 20138

9www.CAREER-JOURNAL.ro 9www.CAREER-JOURNAL.ro

Cover story

Star transmission is more than work!

Star Transmission produces successfully for over 10 years at the site Cugir and recently with a 2nd plant in Sebes, Transylvania. Ex-emplary leadership and corporate social re-sponsibility are just some of the reasons for the success of the Daimler subsidiary. The rapid expansion and the resulting increase in the number of employees require motivation factors beyond monetary systems. The article shows how STC is a clear added value for em-ployees in order to meet the increasing need for staff .

De peste 10 ani compania STC produce cu succes la Cugir i ncepnd cu anul 2011 i la Sebe Alba. Conducerea exemplar i res-ponsabilitatea social a ntreprinderilor sunt doar cteva dintre motivele pentru succesul fi lialei Daimler. Extinderea rapid a avut ca rezultat creterea numrului de angajai ceea ce necesit factori de motivare dincolo de sistemele fi nanciare. Articolul descrie modul n care compania STC este pentru angajai o clar valoare n plus, n scopul de a satisface nevoia tot mai mare de personal.

BERND KROTTMAYERSTC General Manager

Cu putere maxim spre un viitor durabil

Atunci cnd producia funcio-neaz fr cusur i la capacita-te maxim, satisfacia este ga-rantat. Dac n plus exist i o oportunitate de dezvoltare a activitii companiei i de extindere a gamei de produse, deja vorbim de o ans nemai-pomenit. n zilele noastre creterea continu nu este att de obinuit cum s-ar putea crede i implic mai mult dect dezvol-tarea unei game de produse. Creterea este orientat spre client i pe dezvolta-rea lor strategic. De aceea, anul trecut am decis s ne canalizm dezvoltarea companiei pe 3 direcii. n primul rnd, domeniul tradiional care se refer la producia de componente pentru mo-toare i cutii de viteze. Am eficientizat acest domeniu i i-am optimizat proce-sele, iar pe viitor l vom stabiliza i mai mult pentru a ne pstra poziia privind costurile. Prin i datorit acestor pro-

iecte vom avea cu siguran ansa unei creteri continue. n viitor ne dorim s dezvoltm i mai mult al doilea domeniu Centrul de teh-nologii unde producem dispozitive, prototipuri, serie mic i oferim servicii de inginerie. Momentan folosim acest departament pentru a ne construi dis-pozitivele i sculele de care avem nevoie intern i pentru a pregti tinerii ntr-un program de instruire dual. Acest plan funcioneaz dup un model german i permite tinerilor s urmeze o coal i n acelai timp s deprind cunotinele tehnice necesare pentru a le facilita intrarea n domeniul industriei auto.Partea cea mai important pentru dez-voltarea noastr se refer la al treilea domeniu montajul de cutii de viteze. Cnd am nceput s montm prime-le cutii de vitez de schimb n 2011 la locaia noastr din Sebe, STC a intrat ntr-o nou er. Un alt model va fi mon-tat la sfritul acestui an i va reprezenta legtura, puntea spre montajul de serie

STAR TRANSMISSION CUGIR- o companie Daimler

Fabrica STC n Cugir I STC plant in Cugir

Cover story

STC este un furnizor internaional din industria auto specializat n producia de roi dinate, axe i alte com-ponente pentru motoare, cutii de viteze i dispozitive. Asigur de asemenea servicii de inginerie i ncepnd de anul acesta asambleaz i cutii de viteze.

"Oamenii cea mai important

resurs a noastr"


CosminRejected

al cutiilor de vitez pe care STC le-ar pu-tea livra n anii care urmeaz. Datorit acestui proiect de anvergur, putem spune c viitorul sun bine pentru STC, angajaii i clienii notri.Suntem foarte ncntai c dezvoltarea continu a firmei noastre atrage crearea de noi locuri de munc, n 2011 STC an-gajnd peste 170 de oameni. Compania noastr promoveaz o cultur de dez-voltare continu i ansa de a dezvolta o carier de succes. Star Transmission este mai mult dect un loc de munc, este un stil de via, este.MUNC I DELECTARE ! n urma colaborrii cu universitile tehnice, exist studeni care vin la noi pentru stagiul de practic i apoi decid s rmn. Ne facem recla-m la radio i participm la trguri de locuri de munc la universiti. n efortul de a gsi cel mai potrivit candidat, de-partamentul nostru de resurse umane este sprijinit i de experi din afar.

i preuim pe oamenii notriDe ce ar alege un potenial candidat s lucreze pentru STC? Pentru o varietate de motive. n primul rnd, STC este mai mult dect un loc de munc este o fa-milie! Problemele care pot aprea sunt privite ca provocri care atrag oportu-nitatea de dezvoltare, de mbuntire a competenelor i abilitilor. Un candidat poate gsi aici un mediu multicultural, ocazia de a munci alturi de specialiti de valoare, dispui s-i sprijine n evoluia lor, acces la know-how de ultim or, seriozitate i rigoare, premise eseniale pentru o calitate de vrf. Conducerea companiei este permanent dedicat procesului de dezvoltare continu a per-sonalului su prin programe de instruire att intern ct i la compania mam din Germania- Daimler, acolo unde angajaii au posibilitatea s interacioneze cu specialiti de prim clas. Mai mult, un candidat poate gsi stabilitate i o ans real de a-i construi o carier de succes. Evoluia unei persoane este atras natu-ral de mediul de lucru care promovea-z performana. Preocuparea noastr pentru educaia angajailor se reflect i n sprijinul financiar pe care l oferim angajailor studeni pentru plata taxelor de colarizare. Odat ce un candidat a intrat n compania noastr, posibilitile nu se opresc la instruirile specializate din Romnia sau din afar, deoarece avem

un program special menit s creasc potenialul angajailor Programul de Talente. Participanii la acest program pot deveni experi n domeniul lor, sau pe de alt parte, s dezvolte abiliti de lider care i vor permite, atunci cnd apar oportuniti, s ocupe o poziie de con-ducere n cadrul companiei. Dup cum am mai subliniat, motto-ul nostru este "STC is more than work" (STC este mai mult dect un loc de munc). De aceea, la fiecare 2 luni, organizm cte un after-work party cu diferite teme. Astfel, angajaii au ocazia s se cu-noasc mai bine, pot lega prietenii care automat duc la o colaborare mai bun n mediul normal de lucru.

Angajamentul fa de responsabilitatea socialConvingerea c STC este o companie de success trebuie s combine prezena activ din domeniul tehnic i profesio-nal cu activitile sociale i culturale. De aceea, compania noastr se implic n sprijnirea diverselor activiti din zona cultural, de educaie i sntate pu-blic. De asemenea, suntem contieni de importana protejrii mediului i n consecin acionm ca un membru responsabil al societii prin aplicarea i respectarea reglementrilor romneti i europene din acest domeniu.n 2011, la srbtorirea a 10 ani de existen, am dorit s marcm acest eveniment prin planificarea a 10 aciuni. Fiecare din cele 10 zile premergtoare aniver-srii a fost dedicat unei activiti speciale, prin-tre care putem aminti aciunea de ecologizare, donaia la spitalul din Cugir (pentru echipa-mente medicale) i la un liceu din Sebe (labora-tor de limbi strine).Pn la sfritul anului compania noastr va de-mara o nou aciune de sponsorizare pentru spi-talul din Cugir, de data aceasta sprijinul financi-ar fiind acordat pentru renovarea i moderni-zarea seciei de nou nscui. n Sebe, anul acesta eforturile noastre sunt

direcionate spre renovarea unei coli. Suntem pe deplin contieni c respon-sabilitatea noastr nu se limiteaz doar la acionarii notri sau strict la angajai. Scopul nostru este s ne armonizm ac-tivitatea cu cea a comunitii din care facem parte i ne strduim s ne nde-plinim aceast datorie moral n mod constant i ct putem de bine.

Spre o imagine nou, actual a companiei Pentru a transmite emoia din activita-tea noastr de zi cu zi, potenialul com-paniei i avantajele clienilor notri de a produce n Romnia, este foarte impor-tant s ne promovm ntr-un mod ct mai profesionist. Cu acest scop am nce-put s crem o identitate vizual pentru compania noastr. Am creat o pagin de internet mai atractiv i mai accesibil unde ne vom posta i locurile de mun-c disponibile; vom folosi de asemenea o prezentare actualizat n care ne vom promova compania ntr-un mod pro-fesionist. Anul acesta am realizat i un nou film de prezentare care surprinde valorile nostre de baz i pulsul familiei noastre STC. O familie care dorete s atrag i ali membri valoroi i n care vom continua s investim tot ce avem mai bun. CJ

Cover story

Teambuilding nseamn i s srbtoreti la momentul potrivit.Teambuilding means also to celebrate at the right time.


With full power towards a sustainable future

W hen production functions fl awlessly and at full ca-pacity, satisfaction is guar-anteed. If there is also an opportunity for developing the com-panys activity and extend the product range, this is an amazing prospect. Nowadays, continuous growth is not as common as we might think and it im-plies far more than developing a prod-uct range.

This growth is customer oriented and connected to their strategic develop-ment. This is why last year we decided to develop our companys activity in 3 di-rections. First of all, the traditional fi eld refers to the production of components for engines and transmissions. We have increased the effi ciency of this area and have optimized its processes and we will keep stabilizing it in order to maintain our cost position. By means and due to these projects we will defi nitely have the chance of a constant growth.

In the future we would like to develop more extensively our second fi eld Tech-nology Centre - where we produce jigs, prototypes, small series and we also off er engineering services. For the moment we use this department to build the devices and tools that we need in house and also to train the young people in a dual train-ing plan. This plan functions according to the German model and allows the young people to study in a formal en-vironment (school, universities) and at the same time to acquire the technical knowledge needed to facilitate their en-try in the automotive branch.

The most important point in our devel-opment refers to our third fi eld, i.e. trans-mission assembly. When we started as-sembling the fi rst spare transmissions in 2011 at our location in Sebes, STC began a new era. Another model will be as-sembled at the end of this year and it will represent the connection, the bridge to the series assembly of the transmissions that could be delivered in the follow-ing years by STC. Due to this important project we can say that the future holds great prospects for STC, our employees and our customers.

People our mostimportant resource

We are very pleased that the constant de-velopment of our company triggers the creation of new workplaces, as in 2011 we managed to employ over 170 people. In our company an employee can fi nd a culture which allows continuous growth and chances to develop a successful ca-reer.

Star Transmission is more than work, it is a lifestyle, it is WORK and FUN! Due to the collaboration with the tech-nical universities, there are students who come for their practical training in our company and then remain here. We advertise our open positions on the ra-dio and we take part in job fairs at the universities. When we look for new em-ployees our HR department gets support also from external experts, in our eff orts to spot the best candidate. We value our peopleWhy would a potential candidate choose to work for STC? There is not just one rea-son! First of all, STC is more than work - it

is a family! The problems that sometimes appear are seen as challenges that bring along the opportunity for development, for improving skills and abilities. A po-tential candidate can fi nd here a multi-cultural environment, the opportunity to work with highly skilled and supportive specialists, access to cutting edge know-how, seriousness and thoroughness, es-sential premises for high quality.

The company management is perma-nently committed to the continuous development of its personnel through training programs in house and also at the mother company in Germany - Daimler where our employees have the opportunity to interfere with highly trained specialists. Above all these, a po-tential candidate can fi nd stability and a real chance to develop a successful career. Our company prompts a persons development due to its working envi-ronment that encourages performance. Our preoccupation for the employees education is translated also through the fi nancial support we off er to students working in our company for the pay-ment of their tuition fees.

Once a candidate enters our company, the possibilities are not limited to spe-cialized trainings in and outside Roma-nia, as we carry out a distinctive pro-gram meant to boost our employees potential the Talents Program. The participants in this program may grow to become highly trained specialists or develop leadership abilities which will allow them to occupy a management position in the company when opportu-nities arise.

As we have already pointed out our motto is "STC is more than work". There-

Cover story

STC is an international automotive supplier specialized in the production of gears, shafts and other engine, transmis-sion and jig components. Moreover, it provides engineer-ing services and starting with this year it also deals with transmission assembly.

STAR TRANSMISSION

- a Daimler company


fore, every 2 months we celebrate an after work party with diff erent themes. Thus, our employees can get to know each other better; they can develop friendships, which automatically lead to a better collaboration in the normal working environment.

Commitment toSocial Responsibility

The belief that STC is a successful compa-ny must combine the active presence in the technical and professional fi eld with social and cultural activities. Therefore our company is involved in supporting various activities in areas such as culture, education and public health. We are also aware of the importance of environment protection and as a consequence, we act as a responsible member of society by applying and observing Romanian and European regulations in the fi eld.

In 2011, when we celebrated our 10th an-niversary, we wanted to mark this event by planning 10 actions. Each of the 10 days before the anniversary was dedi-cated to a special activity, among which we can mention the cleaning action and the donations to the hospital in Cugir (for medical equipment) and a high school in Sebes (foreign languages lab).

By the end of the year our company will start a new sponsoring action for the hospital in Cugir, this time providing funds for the renovation and modern-

ization of the Maternity Department. In Sebes this year our eff orts are directed to the renovation of a school.

We are perfectly aware that our respon-sibility is not limited to just our share-holders or strictly to our employees. Our goal is to harmonize our business with the community we are activating in and we strive to fulfi ll this duty constantly and at our best.

Towards a new,fresh corporate image

In order to transfer the emotions of our daily business, the potential of the com-pany and the advantages for our cus-tomers to produce in Romania, it is very important to advertise our company in a professional way. With these goals in mind we started to strengthen our cor-porate identity.

We created a fresh, more user friendly and attractive webpage where we will also post our open jobs; we will also use an updated company presentation that will allow us to present ourselves more professionally.

This year we have also made a brand new company movie which highlights our core values and sends out the heart-beat of our STC family. A family that is willing to attract more valuable mem-bers and that we will continue to care for and invest in. CJ

Cover story

the way a team works together determines its success. this includes to be aware of the strengths and weaknesses of all team members and to rely on each other at any time.


Locaia CugirSTAR TRANSMISSION

Strada Victoriei Nr. 10 ARO-515600 Cugir, jud. Alba

Locaia SebeSTAR TRANSMISSION

Strada Augustin Bena Nr. 106Secretariat & Media RelationsTelefon: +40 (0) 258 806 100Telefax: +40 (0) 258 806 101RO-515800 Sebe, jud. Alba

http://www.stcu.ro/

V invitm s trimitei CV-urile la adresa de email [email protected]


Testo Romnia - Soluii complete de msurare

Testo Romnia este cea mai nou lial aproductorului mondial de instrumente de msurTesto AG. ninat n 1957, Testo s-a remarcat prininovaii importante - primul termometru digital produsvreodat (1976) sau primul analizor de gaze de ardere(1981).

Produse n Germania, instrumentele au o aplicabilitateextrem de variat n domenii precum cel al instalaiilor,construciilor, proceselor industriale, industrieialimentare, energetice sau farmaceutice. Liderulmondial este prezent cu liale i agenii de distribuien peste 70 de ri, calitatea i serviciile oferitetransformndu-l ntr-un angajator de top la nivelglobal.

Testo Romnia vine n sprijinul utilizatorilor cuinformaii i instrumente care beneciaz de tehnolo-gia avansat dezvoltat de cercettorii germani.

Testo Romania is the newest subsidiary of the worldleading measuring instruments manufacturer TestoAG. Founded in 1957, Testo stood out throughimportant innovations - the rst ever produced digitalthermometer (1976) or the rst ue gas analyzer(1981).

Produced in Germany, the tools are useful for manyapplications in areas such as instalations, buildings,industrial processes, food industry, energy andpharmaceuticals. The worldwide leader hassubsidiaries and distribution agencies in over 70countries. Its customer service and quality contributedto becoming a top global employer.

Testo Romania supports users with information andtools that benet from the advanced technologydeveloped by German researchers.

We measure it.

Testo Romnia - Cluj NapocaT. 0264 202 170 - F. 0264 202 171

[email protected] - www.testo.ro

Testo Romnia - Soluii complete de msurare

Testo Romnia este cea mai nou lial aproductorului mondial de instrumente de msurTesto AG. ninat n 1957, Testo s-a remarcat prininovaii importante - primul termometru digital produsvreodat (1976) sau primul analizor de gaze de ardere(1981).

Produse n Germania, instrumentele au o aplicabilitateextrem de variat n domenii precum cel al instalaiilor,construciilor, proceselor industriale, industrieialimentare, energetice sau farmaceutice. Liderulmondial este prezent cu liale i agenii de distribuien peste 70 de ri, calitatea i serviciile oferitetransformndu-l ntr-un angajator de top la nivelglobal.

Testo Romnia vine n sprijinul utilizatorilor cuinformaii i instrumente care beneciaz de tehnolo-gia avansat dezvoltat de cercettorii germani.

Testo Romania is the newest subsidiary of the worldleading measuring instruments manufacturer TestoAG. Founded in 1957, Testo stood out throughimportant innovations - the rst ever produced digitalthermometer (1976) or the rst ue gas analyzer(1981).

Produced in Germany, the tools are useful for manyapplications in areas such as instalations, buildings,industrial processes, food industry, energy andpharmaceuticals. The worldwide leader hassubsidiaries and distribution agencies in over 70countries. Its customer service and quality contributedto becoming a top global employer.

Testo Romania supports users with information andtools that benet from the advanced technologydeveloped by German researchers.

We measure it.

Testo Romnia - Cluj NapocaT. 0264 202 170 - F. 0264 202 171

[email protected] - www.testo.ro


Problema privind lipsa de experi nu este un fe-nomen pur romnesc. Aceasta este o proble-m european. rile industrializate sunt ntr-o concuren constant i se lupt pentru specialiti de nalt califi care. Migraia forei de munc ntre ri creeaz un dezechilibru pe termen lung n sis-temele de recompens. Experii pleac acolo unde sunt cel mai bine pltii, n timp ce industria se mut acolo unde suport cele mai reduse costuri.

The problem concerning the lack of experts is not a pure Romanian phenomenon. It is an European prob-lem. The industrialized countries are in a constant competition and are fi ghting for high qualifi ed spe-cialists. The massive shift of labor force inbetween the countries creates a long-term imbalance in the com-pensation systems. The experts are going where they get best paid. The industry will go where they have to pay the least.

www.CAREER-JOURNAL.ro

sunt cel mai bine pltii, n timp ce industria se mut acolo unde suport cele mai reduse costuri.

get best paid. The industry will go where they have to pay the least.

Motivaie vs. FluctuaieMotivation vs. Fluctuation

Cererea de for de munc este n continuare mare, ce a dus ca salariile s creasc n mod con-stant ncepnd cu anul 2000. Parial salariile au crescut mai repede dect productivitatea. Salariul mediu brut a crescut ntre 2008 i 2011 cu 13 la sut, ajungnd de la 1.682 RON la 1.920 de RON. Costul mediu de mun-c era n anul 2011 n valoare de 3.73 euro, comparnd statele UE, costul este mai mic numai n Bulgaria. Sec-toarele cu cele mai mari creteri sala-riale au fost industria auto, inginerie mecanic i prelucrarea lemnului.

Numrul populaiei cu drept de mun-c se ridic la 8,3 milioane de persoa-ne, dintre care 4,6 milioane au o mese-rie n care este obligatorie asigurarea social, iar 2,3 milioane lucreaz neo-fi cial conform estimrilor guvernului. Majoritatea, adic 2,8 milioane, lucrea-z n sectorul serviciilor iar 1,7 milioa-ne n industrie. n ar exist diferene regionale mari cnd este vorba de ocuparea forei de munc. n timp ce regiunile de vest i centrale, precum i Bucuretiul nregistreaz o rat de ocupaie foarte ridicat, mai exist n nordul i n estul rii un potenial ne-folosit al forei de munc.

Anual, aproximativ 90.000 de ab-solveni prsesc universitile pu-blice i private. Cte 25 la sut au o diplom pe profi l economic sau teh-nic. Neglijat n ultimii ani, a fost ns formarea de lucrtori califi cai. n urma reformei de nvmnt din anul 2011 s-a hotrt ca colile profesionale s fi e reintroduse. 38 la sut dintre romni

vorbesc potrivit unui studiu realizat de British Council fl uent o limb strin. n primul rnd este engleza, urmat de francez, spaniol, italian i german.

Ca i angajator strin, este util s se cunoasc i s se neleag fondul cultural al angajailor romni. n societatea romn, care este foarte centrat pe familie, relaiile personale joac un rol foarte important. Relaiile pe termen lung sunt adesea carac-terizate prin loialitate i ncredere. Credina ortodox i deceniile de co-munism au ncurajat o gndire n ierar-hii stricte. n acest sistem procesul de luare a deciziilor este de sus n jos, adi-c managerii decid, angajaii execut. Aceast mentalitate se schimb lent.

Pn acum civa ani, multe companii erau expuse lipsei de loialitate fa de angajator. Schimbrile frecvente ale locului de munc erau un fenomen frecvent observat. Ca urmare a crizei economice, muli angajai se sfi esc s-i schimbe locul, dar apreciaz o surs sigur de venit. n timp ce n anii 2009 i 2010 a fost nregistrat o rat a fl uctuaiei de pn la 20 la sut, la nce-putul anului 2012 rata a ajuns la doar 7,8 la sut, susine un studiu realizat de ctre fi rma de consultan Mercer.

Piaa muncii din Romnia va scdea, probabil, n urmtorii ani din cauza

mbtrnirii si a scderii populaiei. Acest scenariu l descrie fi rma de consultan Manpower ntr-un studiu bazat pe rezultatele recensmntului din 2011. Populaia a sczut n 10 ani cu 2,6 milioane de persoane i a ajuns la 19 milioane de locuitori. Se estimea-z c aproximativ 2 milioane de ro-mni lucreaz n strintate. Dup p-rerea Comisiei UE majoritatea lucreaz n Italia (890.000), Spania (825.000) i Germania (110.000).

O alt problem este proporia din-tre populaia lucrtoare i pensio-nari, ea fi ind ntre 4,8 i 6,2 milioane de persoane. O mare problem este situaia educaional din ar care n comparaie cu nivelul UE este medi-ocr. Experii de la Manpower aver-tizeaz asupra deteriorrii nivelului educaional n urmtorii ani, dac guvernul nu se mpotrivete acestui lucru. Cele mai mari probleme pe care le vd constau n sub-fi nanarea siste-melor de nvmnt i a profesorilor care sunt prost pltii i, prin urmare, insufi cient motivai. CJ

FOCUSUL PE PIAA MUNCII: n condiie bun n prezent, nevoie de mbuntiri pe viitorDatorit msurilor politico-economice din ultimii ani, situaia de pe piaa forei de munc romneasc arat destul de pozitiv n comparaie cu alte ri din regiune. Rata oficial a omajului pentru 2012 este estimat de ctre Institutul Naional de Statistic cu 7,4 la sut, ceea ce reprezint 1,6 la sut mai mult dect n 2008, cnd rata omajului a atins cel mai sczut nivel din 1990 ncoace. Multe companii au profitat de relaxarea temporar de pe piaa muncii n anul 2009, fcnd n acea perioad angajri noi.


Foto

: Ghin

u

T he offi cial unemployment rate for 2012 is estimated by the Na-tional Statistics Institute at 7.4 percent that is 1.6 percent more than in 2008, when the number reached its lowest level since 1990. The tempo-rary relief on the labor market in 2009 arose as an opportunity from which many companies took advantage im-mediately to employ new staff .

Due to the high demand for labor, the average wages have seen a steadily in-crease since 2000. Partially wages grew faster than productivity. The gross aver-age wage rose from 2008 to 2011 by 13 percent from 1,682 RON to 1,920 RON (425 euros). The average labor cost amounted to EUR 3.73 in 2011, com-pared with the EU average, lower costs are to be found only in Bulgaria. The sectors recording the highest wage in-creases were the automotive industry, mechanical engineering and wood pro-cessing.

The number of employable population is 8.3 million people, of whom 4.6 mil-lion are in an offi cial employment, an-other 2.3 million are estimated to work without working contracts.

The majority, 2.8 million, works in the service sector, 1.7 million in the industry. In the country, there are large regional diff erences in the employment situation: While the western and central regions, as well as Bucharest show very high employment rates, there are potential workforce reserves in the north and east of the country.

Every year, about 90,000 students leave the public and private universities. 50 percent of them graduate with a techni-cal (25%) or economic degree (25%). On the other hand, the governments have neglected in recent years the training of skilled workers. As part of a reform of the educational system in 2011 the abolishment of the professional schools was revoked. One positive aspect that should be mentioned is the relatively good command of foreign languages. According to a study of the British Coun-cil 38 percent of the Romanians speak a foreign language fl uently. Foremost is English, followed by French, Spanish, Italian and German.

As a foreign employer, it is helpful to understand the cultural background of his Romanian work-force. The family-centered Romanian society ranks personal relationships very high. Long term relationships are often char-acterized by loyalty and trust. Orthodox faith and decades of communism have also encouraged thinking in strict hi-erarchies. Decision-making processes within this system work mostly top-bottom, which means managers and supervisors demand, the staff delivers.

Weak relationships may result in a lack of loyalty towards the employer. Many companies have faced this phenome-non not long ago. Frequent job changes in the workforce were commonplace. In consequence of the economic crisis, many workers who intended to change the job dismissed such plans in favor of a secure income. While between 2009 and 2010 the companies recorded change rates up to 20 percent, in early 2012 the ratio went down to only 7-8 percent, ac-cording to a study carried out by con-sulting fi rm Mercer.

Another study forecasts a shrinking of the Romanian labor market in the com-ing years because of the aging and a declining population. This scenario is described by Manpower based on the census results of 2011. The population already declined in 10 years by 2.6 mil-lion people ending up at some 19 mil-lion. It is estimated that about 2 million Romanians are still working abroad, in accordance with EU Commission mostly in Italy (890,000), Spain (825,000) and Germany (110,000).

Another problem is the ratio between working population and retirees. This is in Romania at 4.8 to 6.2 million - and this gap will widen in the coming years. A big issue regards the educational sys-tem in the country, which ranks at EU average. The experts from Manpower warn against a deterioration of the educational level in the coming years, if the government will not take measures. The biggest problems they see are the fi nancing shortfall of the education sys-tem and poorly paid, and therefore in-suffi ciently motivated teachers. CJ

spotlight on the labor market in RomaniaThanks to the political actions under taken in recent years in order to stabilize the economy, the situation on the Romanian labor market seems to be quite positive compared to other countr ies in the region.

n Bucureti, perei ntregi sunt acoperii de anunuri, pentru a atrage n stri-ntate tinerii muncitori califi cai.

in Bucharest everywhere billboards stuck to the walls, to entice young skilled workers abroad.


Statistici /Statistics


Sursa: Institutul Naional de Statistic (INS) Sursa: Institutul Naional de Statistic (INS)

hART RATA OMAJULUI OCTOMBRIE 2012

Sursa: Agenia Naional pentru Ocuparea Forei de Munc


Legend


technik und Knstler zu un-schlagbaren Konditionen

Beratung und Organisation von Firmen- und Privatevents

Firmen PR

Plakat und tV Werbung

Nationales Brandmarketing

Hotelsaal bis 1600 Pltze mietfrei5 Sterne (30,- eUR /F, Spa, Internet, tiefgarage)

"GANZJHRIG AUCH

OHNE EVENT BUCHBAR"

Tel.: +40 740 454 390Email: [email protected]

WEITERE INFORMATIONEN UND BUCHUNGEN:

Arvato este o companie foar-te mare, cu aproximativ 63.000 de persoane, exper-tul n outsourcing angajeaz aproape dou treimi din personalul existent n cadrul companiei-mam, Bertelsmann. O mare parte dintre aceti angajai lucreaz n domeniul Relaii Clieni. Cu un total de 75 de centre de servicii n ntreaga lume, Arvato se numr printre furnizorii de top ai acestei brane. Actualmente la nivel global, aproximativ 150 de mili-oane de consumatori sunt deservii n mai mult de 30 de limbi, de un numr de peste 20.000 de angajai Arvato. n locaiile afl ate n continu dezvolta-re din Transilvania, sunt angajate apro-ximativ 650 de persoane. n nou limbi

diferite, printre care se numr engle-za, germana, franceza, italiana, olan-deza i rusa, se ofer servicii pentru clienii unor angajatori de renume din domenii precum turism, E-Commerce, IT i Consumer Electronics.n Romnia, furnizorul de servicii din Gtersloh este reprezentat, nc din 2010, n Braov. Aici aproape 500 de angajai opereaz n departamente de Servicii Clieni, oferite diverilor clieni Arvato. La nceputul acestui an, compania a decis s creeze mai multe locuri de munc n regiune i a deschis n mijlocul rii nc un centru de servicii, la Sibiu. Pe o suprafa de 1350 metri ptrai, ocupat de Arva-to n Centrul de afaceri din Sibiu, se numr n prezent aproximativ 150

de operatori servicii clieni, numr ce tinde s creasc pe viitor. Datorit potenialului de dezvoltare ridicat al clienilor Arvato, crete i nevoia supli-mentar a acestora n ceea ce privete Serviciul Clieni de bun calitate. Ser-viciile excelente oferite pn acum de echipele din Braov i Sibiu au reuit s conving angajatorii, astfel nct i pe viitor Arvato s poat prelua n Rom-nia servicii aferente domeniului Relaii Clieni.Datorit acestei creteri durabile Ar-vato se dovedete a fi un angajator puternic pe termen lung n regiune i crete numrul angajailor n punc-tele de lucru din Romnia. Furnizorul de servicii sprijin talente naionale i internaionale i este preocupat s g-

Un angajator puternic n TransilvaniaFurnizor internaional de servicii de outsourcing, Arvato a deschis n aprilie 2012 un centru de servicii n Sibiu, Romnia. Dup Braov este deja al doilea punct de lucru din Transilvania pe care compania din Gtersloh l ntrebuineaz n do-meniul servicii clieni. Filiala Ber-telsmann se alf n topul furnizo-rilor de servicii din acest domeniu de activitate i ofer soluii pen-tru angajatori din ntreaga lume. n Romnia, compania presteaz servicii pentru clieni renumii i cu potenial de dezvoltare ridicat, crescnd totodat constant ca an-gajator atractiv pe plan local.


CosminRejected

Arvato- a powerful employer in TransilvaniaInternational outsourcing services provider, Arvato opened a service center in Sibiu, Ro-mania in April 2012. After Brasov, the Sibiu center is the second office in Transilvania the company in Gtersloh employs for customer service. The Bertelsmann subsidiary ranks among the top service providers in this field and offers so-lutions to employers all over the world. In Romania, the company delivers services to well-known custom-ers who have a high development potential and it continually grows so as to become an attractive local employer.

seasc persoane motivate, care s susin serviciul clieni. Ceea ce presupune a fi n contact direct cu cel mai de pre capital al angajatorilor Arvato, i anume cu clienii acestora, a rspunde telefonic, prin e-mail i n chat-uri att la ntre-bri simple ct i la cele specifice cu un grad de dificulta-te mai ridicat. O nevoie permanent o constituie fora de munc, vorbitorii de limb german, englez, francez sau italian. De asemenea, Arvato ofer angajailor si, pe lng activitile din cadrul Servicii clieni, oportuniti extinse de dezvoltare n funcii de conducere ale centrului de servicii.

Arvato partener internaional de outsourcing cu oferte integratePe lng serviciile pentru clieni aferente domeniului Relaii Clieni, Arvato ofer i diverse alte servicii pentru clienii din ntreaga lume. Expertul n outsourcing este activ n 39 de ri, n peste 110 locaii i ofer soluii integrate n do-menii de activitate ca IT, comer electronic, Managemen-tul Lanului de Aprovizionare, Management Relaii Clieni,

Creaie i Finane, precum i diverse servicii legate de cre-area i distribuirea de materiale tiprite i medii de stocare digitale. La nceputuri, portofoliul Arvato se rezuma doar la activiti de tiprire i livrarea materialelor printate pentru compania mam, Bertelsmann. Astzi, expertul n outsour-cing se numr printre furnizorii de top din brana sa. Arva-to se bazeaz pe integrarea unui ansamblu larg, pentru a le putea oferi clienilor si soluii complete, ce aduc o valoare adugat semnificativ. Astfel compania din Gtersloh ofe-r, de exemplu, nu doar producia materialelor tiprite, ci totodat dezvolt la cerere soluii logistice eficiente pentru a economisi la transport, timp i costuri. Clientul alege ce pachet de soluii individualizat s i fie pregtit de Arvato. Datorit acestei oferte de servicii integrate, expertul n out-sourcing se distinge cu succes din rndurile concurenei. Clieni din domenii precum Automotive, energie, bnci i asigurri, comer, Entertainment, High Tech i sntate au ncredere n furnizorul de servicii. Orice soluie se axeaz pe raportul clienilor de afaceri cu clienii finali ai acestora. Astfel, domeniul Relaii Clieni reprezint o parte esenial n filosofia companiei Arvato. CJ


A rvato is a large company, with approximately 63,000 employees, whose outsourc-ing expert hires close to two thirds of the total number of staff mem-bers within the mother company, Ber-telsmann. Many of these work for the Customer Service Department. Having as many as 75 service centers around the world, Arvato ranks among the top providers in this line of business. Glob-ally, approximately 150 million consum-ers are served at present in more than 30 languages by more than 20,000 Arvato employees.

In the continually developing locations in Transilvania, approximately 650 em-ployees serve customers in nine diff er-ent languages, among which we might mention English, German, French, Ital-ian, Dutch and Russian; these are the customers of well-renowned companies with fi elds of activity like tourism, E-Commerce, IT and Consumer Electronics.

In Romania, the Gtersloh service pro-vider has penetrated the market since 2010, starting in Brasov. Close to 500 employees operate in Customer Service Departments, serving various Arvato customers. At the beginning of this year, the company has decided to create more jobs in the area and has opened a new service center in the central region-in Sibiu to be more specifi c. Arvato offi ces cover a 1350 square meters area in The Sibiu Business Center building. At present there are around 150 operators working in customer service, and their number is expected to increase in the future. Due to Arvato customers' high development potential, the additional need for high quality customer service will also in-crease. The excellent services provided so far by the teams in Brasov and Sibiu have managed to satisfy the employers' expectations to the extent that in the future Arvato may again take over cus-tomer care related services in Romania.

Due to this durable growth, Arvato proves itself to be a powerful regional employer in the long run, constantly in-creasing the employees' number in the offi ces in Romania. The service provider encourages national and international people talented in this fi eld and is pre-occupied with fi nding motivated per-sons to support the customer services.

This implies being in direct contact with Arvato's most valuable asset which is their customers, it implies answering by phone calls, via e-mail or chat to questions ranging from very simple to specifi c ones, having a higher degree of diffi culty. A permanent need is the work force, coming from German, English, French or Italian language speakers.

Furthermore, Arvato off ers its employ-ees, in addition to the activities within the Customer Service Department, wide-spread opportunities to develop profes-sionally, by being promoted to leader-ship positions in the service center.

Arvato- international outsourcing partner providing integrated off ers In addition to the services provided for the Customer Service Departments, Ar-vato also off ers a wide variety of diff erent services to customers all over the world. The outsourcing expert is present in 39 countries, in over 110 locations, off er-ing integrated solutions in fi elds of ac-tivity like IT, E-Commerce, supply chain management, customer services man-agement, creative departments and fi -nance, as well as services related to the design and distribution of printed mate-rial and digital storage media. In the be-ginning, the Arvato portfolio comprised activities of printing and delivering the printed material for the mother compa-ny, Bertelsmann. Today, the outsourcing expert ranks among the top providers in this fi eld. Arvato aims at integrating a large information system in order to off er its customers complex solutions, which return a signifi cant added value to their business. Thus, the company in Gtersloh off ers, for example, not only the production of printed materials, but also fi nds, on request, eff ective logistic solutions to save time and money with transportation. The client may ask for a personalized solutions package to be prepared by Arvato. Due to this inte-grated services off er, the outsourcing expert becomes easily distinguishable from other competitors. Customers from fi elds of activity like automotive indus-

tries, energy, banks and insurance, com-merce, entertainment, high tech and health care trust their service provider. Every solution found is based on the re-lationship between customers and their end users. As a conclusion, the Customer Service fi eld of activity plays an essen-tial part in the philosophy of the Arvato company. CJ

Adres Braov: Braov Business Park

Ionescu Crum 1Tower 1, Floor 6500446 Braov

Adres Sibiu: Business Center Sibiu

Nicolaus Olahus Str., no 5.RO-550370 Sibiu

Mail: [email protected]: +40 (0) 784 278 286

www.arvato.com


Mai sunt nc multe dincolo de orizont - acesta este titlul unei piese rock, a muzicianului ger-man Udo Lindenberg, care pare o descriere po-trivit a oportunitii pe care au avut-o studenii i cursanii de la Cooperative State University la sfritul anului 2011, nainte de a ncepe efectiv s lucreze la proiec-tul WITTENSTEIN. Precum PIONIERII pornii la drum, ace-tia cltoresc ntr-o ar strin, la alegere, dup ce termi-n cursul sau trainingul, pentru a ctiga experien peste hotare i pentru a nva lecii importante, nu doar despre activitatea lor, ci i despre via n general. Ei ajung s cu-noasc ndeaproape att ara respectiv, ct i oamenii i cultura de acolo- dar mai presus de toate se descoper cu adevrat pe sine. mpreun cu PIONIERII pornii la drum proiectul WITTENSTEIN a readus la via o tradiie datnd din Evul Mediu, care a devenit iari de actualitate i a do-bndit o importan special pentru era globalizrii din timpurile noastre. Tradiia de a pleca n cltorie (numit uneori i vals sau anii zilierului) era la origini practicat de tinerii care i terminaser ucenicia de meteugari. n vremurile de demult, multe ghilde le impuneau s plece s lucreze cu ziua, aceasta fiind o etap obligatorie a instruirii lor profesionale, nainte de a fi achitai de orice ndatorire pe care o aveau fa de meterul lor.Pionierii care aleg s o porneasc la drum vor face o cl-torie de dou sau trei luni care la va schimba viaa, prin care se sper ca toate aceste ntrebri s devin experiene tr-ite, s le lrgeasc orizonturile, s le mbunteasc com-petenele culturale i s le dezvolte personalitatea- ceea ce i va ajuta att pe tinerii respectivi ct i pe cei de la WITTEN-STEIN, ca i angajator, s progreseze pn la a deveni o cor-poraie multinaional de mecatronic.

Cltorind singur, dar nu lsat singurModul n care absolvenii de la WITTENSTEIN abordeaz ide-ea de cltorie necesit un spirit de pionier. n limita a civa parametri oferii orientativ de companie, acetia i stabilesc propria misiune i i organizeaz ederea ntr-o ar strin. Urmresc, identific i exploreaz noi posibiliti. Ridicndu-se la nlimea ateptrilor create de un mediu intercultural i acumulnd experien relevant pentru viitor, ei vor deveni adevrai deschiztori de drumuri.Totui, s cltoreti de unul singur nu nseamn c vei fi lsat s te descurci singur: departamentul de resurse umane de la WITTENSTEIN le ofer tinerilor tot sprijinul necesar, ine leg-tura cu acetia n mod constant pe durata deplasrii lor i i ajut la rezolvarea a numeroase probleme. Pionierii continu s fie angajai la WITTENSTEIN pentru a le da posibilitatea s se concentreze la o anumit ar i la poporul ei, fr a li se distrage atenia inutil. CJ

PIONIERII pornii la drum

WITTENSTEIN AG


Carl Wolff Gesellschaft, Siebenbrgischer Wirtschaftsclub in Deutschland e. V.

Anschrift:Karlstrae 10080335 Mnchen

Kontakt:E-Mail: [email protected]: www.carlwolff.de

Consulting service for investors in Romania

Business Consulting Industrial estate HR-Management Media Design

Sibiu/ HermannstadtPhone: +40 (0) 269 21 53 45Fax: +40 (0) 372 87 51 95E-mail: offi [email protected]: www.ebs.info.ro

T heres more beyond the horizon this title of a song by the German rock musician Udo Lindenberg is also an apt description of the opportunity that has been available to Cooperative State University students and trainees since the end of 2011, prior to fi nally starting work at WITTENSTEIN. As PIONEERS on the road they travel to a country of their choice after completing their training or degree course in order to gain experience abroad and learn important lessons not only about work but also about life in general. They get to know the coun-try concerned as well as its people and its cultural heritage and above all they discover valuable insights into themselves.With its PIONEERS on the road project WITTENSTEIN has revi-ved a tradition that dates back to the Middle Ages but which has acquired new topicality and special relevance in todays global age. The tradition of taking to the road (sometimes also referred to as the waltz or the journeyman years) was originally par-taken in by youngsters who had completed their apprenticeship as a craftsman. In the olden days, many guilds required them to become journeymen as a compulsory part of their professional training before they could be absolved from the obligations that bound them to their master.The pioneers who opt for/choose to take to the road spend two or three months on a life-changing journey, which () is hoped to transform all these questions into lived experi-ences, broaden their horizons, improve their cultural compe-tence and develop their personality and help both the young people themselves and WITTENSTEIN, as their employer, move forward on the way to becoming a global mechatronics cor-poration.

Travelling alone but not left aloneThe manner in which WITTENSTEIN graduates approach their time on the road calls for pioneering spirit. With only a few pa-rameters provided by the company as guidance, they defi ne their own mission and organize their stay in a foreign country. They pursue, identify and explore new avenues. By rising to the challenges of an intercultural environment and accumulating experience relevant to the future, they ripen into true pioneers.However, travelling alone doesnt mean being left alone: WIT-TENSTEINs Human Resources department provides the young-sters with all the necessary backup, maintains regular contact with them while they are away on the road and frees them up in many respects. The pioneers continue to be employed by WITTENSTEIN in order to enable them to focus on the country and its people without any unnecessary distractions. CJ

PIONeeRs on the road

More information youll fi nd at: http://www.wittenstein.de/en/career.html or just simply scan the QR-code with your smart phone.

Mai multe informaii putei gsi la:http://www.wittenstein.de/en/career.html sau scanai codul QR cu smartphone-ul.


Am avut ocazia s nu m ntorc acas, s lucrez i s locuiesc ntr-o alt ar dar am refuzat, pentru c aa cum spuneam, aveam i am o datorie fa de mine i fa de lucrurile n care cred. Dac a re-greta, nu m-ar ajuta deloc, aa c prefer s nu m lamentez n faa problemelor ce apar n Romnia, spunndu-mi ce bine mi-ar fi fost dac nu m-a fi ntors.

I had the opportunity not to come back home and to work and live in another country but I refused be-cause, as I was saying, I had and I still have a duty to myself and to things in which I believe. If I regret, it would not help at all, so I prefer not complain about the problems that Romania faces, by telling myself "how good it could have been if I didnt come back.Sursa: elite.lsrs.ro

Ciprian StaneSCu, Head of department , Leadership Programs Department, Aspen Institute Romania

Privind rezultatele ultimului recensmnt, se nelege ct de mare este pierderea de muncitori. Exist sute de mii de oameni care au prsit ara pentru tot-deauna sau doar pentru o perioad limitat. Tentaia de a-i cuta norocul la distan este mare, muli romni viseaz la o carier n rile occidentale industrializate sau n cele de peste oceane. Dar ateptrile rmn n mare par-te nendeplinite. Ulterior, imigranii sunt nevoii s admit c n strintate este cu mult mai dificil dect se ateptau. Surprinztor, aspectele lingvistice au o importan secun-dar. Mai dificil este s in pasul cu mentalitatea occiden-tal i cu ateptrile ridicate ale companiilor din strintate. Un alt obstacol este recunoaterea profesiei nvate sau a studiilor. Acest lucru este valabil, de exemplu, la asistentele medicale din Romnia, care trebuie s fac teste suplimen-tare n Germania n vederea recunoaterii finale. Prin-tre sectoarele cele mai populare se numr medicina, inginerii i de civa ani toate categoriile de experi IT (programatori, web designeri, specialiti n baze de date). n Romnia ar fi foarte fericii, dac aceste posturi vacante s-ar ocupa. Rmne sperana c dorul de cas este mai mare de-ct dorina de a cltori. CJ

L ooking at the results of the last census, it becomes clear how big is the loss of workers. There are hun-dreds of thousands who have left the country - forever or only for a limited time.The temptation to seek his fortune in the distance is big. Many Romanians dream of a career in the Western industrialized countries or even overseas. But the high expectations remain largely unfulfilled. Far too late have the immigrants to admit that there is abroad a lot harder than they expected. The lan-guage issues are only of secondary importance, it is much more difficult to keep pace with the Western mentality and the high expectations of the companies abroad. Another obstacle is the recognition of the learned profession or of the studies. This applies for example to the Romanian nurses who have to take further tests in Germany for final approval. Among the

most popular sectors belongs the medical profession, the group of engineers and since some years all

kinds of IT experts (programmers, web designers, database specialists). In Romania they would

be happy if these vacancies could soon be occupied again. It remains the hope

that the homesickness is greater than the desire to travel. CJ

STUDIU I MUNC N STRINTATENu totul e ceea ce pare


"Romnia din multe perspective este un pmnt fertil"La nivel personal, Romnia este patria mea i locul cruia i datorez primele mele mari bucurii i succese, pe scurt cre-terea i dezvoltarea mea. Romnia este identitatea mea. Dar s fiu pragmatic: Romnia din multe perspective este un p-mnt fertil, o ar n curs de dezvoltare cu multe oportuni-ti de carier, poate chiar mai multe dect n Occident. Mai uor poi deveni un psiholog de succes aici dect n Ger-mania unde competiia este mult mai strns. Romnia nc faciliteaz o anume pia a muncii, un anume tip de succes profesional chiar cu toat instabilitatea legilor sau a econo-miei din prezent. n Romnia sunt oameni de calitate, iar ro-mnii sunt o naie de persoane inteligente i descurcree, buni ntreprinztori! Aici tinerii oneti, intelectuali i mun-citori pot deveni n scurt timp oameni de afaceri de top pe cnd ntr-un sistem oarecum binedefinit, cu reguli stricte, termene ndelungate, rigid, precum cel din Marea Britanie nu poi fenta ndeplinirea unor pai necesari spre progres.

"Romania from many perspectives is a fertile land"On a personal level, Romania is my homeland and the place to which I owe my first great joys and successes, shortly my growth and development. Romania is my identity. But to be pragmatic: Romania from many perspectives is a fertile land, a developing country with many career opportunities, perhaps even more than in the West. Easier you can become a success-ful psychologist here than in Germany, where the competition is more tight. Romania still facilitates a specific labor market, a certain type of professional success even with all laws or economic instability. In Romania there are people of quality, and Romanians are a smart nation and good entrepreneurs! Here the young intellectual and honest workers may become in a short period of time top businessmen, while somehow in a clearly defined system, with strict rules, extended terms, stiff, such as United Kingdom one cannot "get around" the fulfill-ment of the necessary steps toward progress.

All that glitters is not GOLD

Mihai COPCEANUPsiholog I Psychologist

"Vreau s lucrez pe cont propriu, pentru a profita de multele oportuniti pe care le vd n fiecare zi aproape."

Aici poi s aduci ceva nou i chiar s schimbi lucrurile. n Romnia pot aplica definiia pentru business de a lua o idee i a o face relevant pieei. Senzaia mea era c n SUA e mult mai greu s inventezi roata, lucrurile sunt puse la punct i funcioneaz ntr-un sistem stabilizat.

n cazul meu, valorile etice nu vin din cursurile de la Univer-sitate dei n State am urmat astfel de cursuri, i acolo se pune accent pe ele -, ci din familie. Acolo am nvat ce n-seamn corectitudinea, ncepnd de la a nu da gol cu min-gea unui copil care a czut i s-a accidentat, pn la inerea promisiunilor, chiar dac nu sunt contractuale. Valoarea mea cea mai mare n Romnia este c sunt integru i c oamenii tiu c se pot baza pe mine.

"I want to work on my own, to take advan-tages of all the opportunities I see every day very close."

Here you can bring something new and even change things. In Romania you can apply the definition for business from taking an idea and make it relevant on the market. My feeling is that in the USA its much more difficult to invent the wheel, the things are made at the point and work in a stabilized system.

In my case, the ethical values are not coming from the courses from University - even though in the USA I have followed such courses and there is a focus on them - it comes from the family. Then I learned what it means to be correct, not to score with a ball of a boy who fell and got injured, to keep the promises even though they are not contractual.

My greatest value in Romania is that I am honest and people know they can rely on me.

Sursa: elite.lsrs.ro

Andrei ROTHFost analist financiar la Microsoft I Former financial analyst at Microsoft


Cadru legal general Odat cu aderarea Romniei la UE s-au simplificat considerabil condiiile de ede-re i de munc pentru persoane detaate din UE, nefiind necesare n acest caz nici o autorizaie de munc i nici un permis de edere. Dac durata ederii depete 90 de zile este totui necesar nregistrarea la Oficiul Romn pentru Imigrri (ORI). ORI eliberea-z n acest sens certificate de nregistrare, a cror obinere nu este problematic n cazul persoanelor detaate din UE. Obser-vaie: n cazul ederilor pe o durat mai ndelungat se impune nregistrarea din timp, avnd n vedere c certificatul de n-registrare este necesar pentru nregistrarea fiscal.Detarile n cadrul prestrii de servicii transnaionale trebuie de asemenea s fie notificate inspectoratului teritorial de mun-c (ITM) cu indicarea unei persoane de con-tact la faa locului.

Paii de urmat n vederea unei detari legale1. naintea sosirii n Romnia nc naintea sosirii detaailor sunt necesa-re activiti prealabile: a. ncheierea unui contract ntre societa-

tea care detaeaz i societatea la care are loc detaarea;

b. ncheierea unui contract de detaare/ unei convenii de detaare ntre anga-jator i cel care urmeaz s fie detaat;

c. obinerea unui certificat de reziden fiscal pentru persoana care urmeaz s fie detaat de la autoritatea fiscal din ara de origine;

d. obinerea dovezii necesare privind meninerea apartenenei la sistemul de asigurri sociale din ara de origine (certificat A1);

e. nregistrarea persoanei care urmeaz s fie detaat la ITM (formular n limba

romn care se depune de ctre anga-jatorul strin).

2. Dup sosirea n Romnia n funcie de durata detarii sunt necesari urmtorii pai importani:a. notificarea autoritii fiscale cu privire

la nceperea activitii persoanei deta-ate de ctre societatea romn la care are loc detaarea;

b. cererea persoanei detaate n vederea clarificrii situaiei sale fiscale;

c. obinerea certificatului de nregistrare de la ORI;

d. nregistrarea fiscal; e. depunerea unui formular pentru stabi-

lirea rezidenei fiscale;f. lunar: declararea i plata la termen a

impozitului pe venit pentru luna prece-dent, personal sau prin reprezentant fiscal;

g. depunerea formularului pentru stabili-rea rezidenei fiscale naintea prsirii Romniei.

Modificri care privesc locuina, angaja-torul .a. asemntoare vor fi notificate n mod obligatoriu autoritii fiscale i ITM.

3. Dup prsirea Romniei de ctre persoana detaat: a. notificarea autoritii fiscale de ctre

societatea romn la care a avut loc de-taarea cu privire la ncetarea activitii persoanei detaate (nu este o cerin legal, ns de regul este impus de ctre autoriti)

b. obinerea unei confirmri cu privire la impozitele achitate n Romnia.

Observaii cu privire la detaare Durata maxim a detarii se determin n principiu conform dreptului aplicabil ra-portului de munc al persoanei detaate. Menionm n special prevederile art. 6 din Legea nr. 344/2006 privind detaarea sala-riailor n cadrul prestrii de servicii trans-

Deseori asigurarea know-how-ului necesar n proiectele unei companii n Romnia presupune n mod inevitabil detaarea transnaional de salariai. n contextul unei detari n Romnia se impune respectarea unor prevederi care in att de drept fiscal ct i de dreptul muncii, cel al asigurrilor sociale i de dreptul de edere. Urmeaz observaii importante i un ghid practic referitor la detaarea salariailor din UE.

Detaarea salariailor n Romnia GhID PRACTIC

Christian WEIDENT este avocat german, partener i coordonator al departamentului de dreptul muncii al casei de avocatur STALFORT. Legal. Tax. Audit. n cadrul procesului legislativ n vederea flexi-bilzrii dreptului muncii romn, a formulat cu succes propuneri legislative n cooperare cu Camera de Comer i Industrie Romno- German. De la publicarea legislaiei modifica-te, a inut mai multe prezentri n Germania i Romnia despre aceasta.

Christian WEIDENT is a German attorney at law, partner and head of the labour law de-partment of the law firm STALFORT. Legal. Tax. Audit. During the legislative procedure in view of the flexibilisation of the Romanian labour law, he has successfully submitted legislative proposals in cooperation with the German- Romanian Chamber of Commerce. Since the publication of the amended legislation, he has given speeches pertaining thereto in both Romania and Germany.

"Majoritatea reglementrilor au la baz dreptul UE"


naionale, potrivit crora, indiferent de legea aplicabil raportului de munc, persoanele detaate n Romnia be-nefi ciaz de condiiile de munc stabilite prin legea respec-tiv prin contractul colectiv de munc aplicabil n Romnia cu privire la:

a. durata maxim a timpului de munc i durata minim a repausului periodic;

b. durata minim a concediilor;c. salariul minim, inclusiv compensarea muncii suplimen-

tare;d. condiiile de punere la dispoziie a salariailor de ctre

agenii de munc temporar;e. sntatea i securitatea n munc;f. msurile de protecie pentru femeile nsrcinate sau

pentru cele care au nscut recent, precum i pentru co-pii i tineri;

g. egalitatea de tratament dintre brbai i femei, precum i alte dispoziii n materie de nediscriminare.

Aceasta reprezint transpunerea principiului locului de munc stabilit n directiva UE privind detaarea, ns nu m-piedic aplicarea condiiilor de munc mai favorabile sala-riatului. CJ

secondment of employees to Romania A PRACTICAL GUIDEIn order to ensure the necessary flow of know-how into Romanian projects of a company, the transnational assignment of employees is often unavoidable. In the context of a secondment to Romania, many provisions pertaining to fiscal, labour, so-cial security as well as residence legislation must be observed. Please find hereinafter some important aspects as well as a guide concerning the secondment of employees from the EU.

Common legal frameworkPursuant to Romanias EU accession, the residence and labour conditions for employees seconded from the EU have been simplifi ed substantially: neither a work nor a residence permit is required.However, in case the stay exceeds 90 days, registration with the immigration offi ce ORI is required. ORI issues registration certifi cates (certifi cat de inregistrare) to this purpose an un-complicated procedure for persons assigned from the EU. In practice, however, in case of longer stays, such registration should occur at an early stage, as the registration certifi cate is necessary for the fi scal registration.

O B S E R V A I I F I N A L EMajoritatea reglementrilor au la baz dreptul UE. Acestea sunt aplicabile n mare parte i persoanelor detaate din SEE i din Elveia.n cadrul acestui articol, majoritatea ntrebrilor pot fi abordate doar cu titlu general sau nu pot fi abordate deloc spre exemplu ntrebarea interesant cu privire la legislaia asigurrilor sociale aplicabil detaatului. n mod cert, fi ecare detaare presupune o pregtire particularizat adaptat la cazul concret.


Secondment in the framework of trans-national provision of services is fur-thermore subject to notifi cation to the labour inspectorate ITM; additionally, a local contact person has to be indicated.

Steps for a secondment which is in line with the law1. BEFORE ARRIVAL IN ROMANIA Even before the arrival of the assigned person, certain preliminary activities are required:

a. conclusion of an agreement be-tween the seconding and the receiv-ing company;

b. conclusion of a secondment con-tract/ agreement between the em-ployer and the employee to be as-signed;

c. obtaining a fi scal residence certifi -cate for the employee from the fi scal authority in the state of origin;

d. obtaining the necessary evidence of the fact that the employee will remain in the social security system of the state of origin (A1 certifi cate);

e. registration of the seconded person with the Romanian labour inspec-torate (ITM) (Romanian form, to be submitted by the foreign employer).

2. AFTER ARRIVAL IN ROMANIA Depending on the duration of the as-signment, the following important steps are required: a. notifi cation by the Romanian re-

ceiving company to the Romanian fi scal authority regarding the be-ginning of activity of the seconded person;

b. request of the seconded person for clarifi cation of his fi scal situation;

c. obtaining the registration certifi -cate from the ORI;

d. fi scal registration;e. submission of a form for the deter-

mination of the fi scal residence; f. monthly: declaration and pay-

ment of income tax for the previous month in due time, personally or through a fi scal representative;

g. submission of a form for the deter-mination of the fi scal residence be-fore the departure from Romania.

Changes concerning accommodation, employer or the like are subject to notifi -cation to the fi scal authority and to the ITM.

3. UPON DEPARTURE OF THE SECONDED PERSON:a. notifi cation by the Romanian re-

ceiving company to the fi scal au-thority concerning the termination of the activity of the seconded per-son (not a legal requirement, how-ever in practice often required by the authorities);

b. obtaining a confi rmation regarding the taxes paid in Romania;

Observations on secondment The maximum duration of the second-ment is determined according to the law applicable to the labour relationship of the seconded person. In particular, reference to art. 6 of law no. 344/2006 concerning the posting of workers to Romania in the framework of the transnational provision of services is relevant. Hereunder, persons seconded to Romania, irrespective of the law ap-plicable to their labour relationship, are entitled to work conditions according to the applicable Romanian law and man-datory collective labour agreements as concerns:

a. maximum working hours and mini-mum rest periods;

b. minimum annual holidays; c. minimum wage, including compen-

sation of overtime; d. conditions for the supply of tem-

porary workers by temporary work agencies;

e. safety and health protection at the work place;

f. protection of pregnant employees, employees who have recently given birth, children and young employ-ees;

g. equal treatment between wom-en and men and further pro-tection against discrimination;

The above is an implementation of the place-of-work-principle set forth in the EU Posting of Workers Directive, how-ever does not impede the application of work conditions which are more favor-able to the employee. CJ

STALFORT Legal. Tax. Audit.Bucureti Sibiu Bistria Berlin

Birou Bucureti:Tel.: +40 (0) 21 301 03 53Fax: +40 (0) 21 315 78 36

E-Mail: [email protected]: www.stalfort.ro

Final observationsMost provisions are based on EU law. Most of them apply to per-sons seconded from the EEA and

Switzerland, as well. In this article, most questions can

only be addressed on a general note or cannot be addressed at

all e.g. the interesting question regarding the social security law

applicable to posted workers. Cer-tainly, each assignment requires a thorough preparation adapted to

each individual case.


Career Factors

Factorii de carier

What factors affect a person's career? It is also questionable whether the expectations are justified. Young people who are considering a career, must however be aware of the fact that they have to own key competences in order to have a real chance to advance.

Care sunt factorii ce influeneaz cariera unei persoane? Este discutabil dac ateptrile sunt justificabile. Tinerii care intesc o carier, trebuie s fie contieni de faptul c ar trebui s dein competene cheie pentru a avea o ans real de promovare.


Ce ateapt tinerii angajai de la angajatori?What are the expectations of employees from the employers?

Ateptrile mele ca i angajat sunt strns le-gate de climatul de lucru, recunoaterea performanelor profesionale, comunicare i su-port. Cu alte cuvinte, a opta pentru o companie care este atent la mediul de lucru pe care l ofe-r, investete n angajai, apreciaz cu sinceritate munca i eforturile depuse, implic angajaii n cadrul companiei astfel nct s simt c fac par-te din acea companie i cred n valorile i obiec-tivele ei i nu n ultimul rnd ofer siguran.

My expectations as an employee are tightly re-lated to the work environment, the recognition of the professional performance, communica-tion and support. In other words, I would rather choose a company that pays attention to the working environment it creates, that invests in the employees, that honestly appreciates the work and eff orts, that gets its employees involved in the company culture thus making them feel they are an important part of the company and last but not least, off ers security.

Ateptrile tinerilor sunt exact motivele pentru care ei se angajeaz. Renumele companiei e unul din-tre principalele motive pentru care ei se prezint la interviu. A face parte dintr-o companie multi-naional ofer automat posibiliti multiple de dezvolta-re i promovare. Tnrul angajat aspirant la o carier intr-o companie de top, ii dorete posibilitatea obinerii unei funcii manageriale, o recompens fi nanciar considerabil si contracte de munc pe perioade ndelungate. Stabilita-tea, transparena, ncrederea, nevoia de confi rmare a valorii adugate pe care o aduce proiectului, un mediu in care sco-pul muncii sale s fi e bine defi nit, profesionist, sunt cteva dintre ateptrile pe care le au angajaii. Unii dintre ei caut ceva nou, unii sunt in cutarea unui mentor, unora le pro-vocarea, unii ii doresc dezvoltare personal i profesiona-l. Din orice categorie fac parte, ateptrile fi nanciare sunt cele care primeaz , indiferent c se numesc salar, bonus, recompens, benefi ciu. CJ

Y oung people's expectations are exactly the reasons why they get employed. The company's reputation is one of the main reasons why they are at-tending the interview. To be a part of a multinational company off ers multiple possibilities of promotion and devel-opment. The young employee, who aspires to a career in a top company, wants to have the possibility to obtain a manage-rial function, a substantial fi nancial reward and work con-tracts for a long period of time. Stability, transparency, trust, the need for confi rmation of the value added to the project, a professional medium , well defi ned, are some of the main expectations that employees have. Some of them are look-ing for something new, some are looking for a mentor, some loves the challenge, and some wants personal and profes-sional development. In any category, fi nancial expectations are the ones that prevail, whether they are called salary, bo-nus, reward or benefi t. CJ

Anca SCORU,Trgu-Mure

Referent proiecte Consultan accesare Fonduri EuropeneReferent - EU Projects and Funding

Nu m atept s ne deschid ua pentru c am fcut o facultate, dar m atept s aprecieze experienele pe care am ncercat s le valo-rifi cm pn atunci. Nu m atept s ne pun pe acelai loc cu oamenii ce au ani buni de experien, dar m atept s ne susin n explo-rarea potenialului. Nu m atept s ne tolereze lipsurile, dar m atept s neleag c suntem o generaie cu valori i nevoi diferite.

I do not expect them to open their door just be-cause we graduated an university, but I expect them to appreciate the experiences we tried to value until that moment. I do not expect them to place us at the same level with the professionals, but I expect them to support us exploring our po-tential. I do not expect them to tolerate our weak-nesses, but I expect them to understand that we are a generation with diff erent needs and values.

Raluca TNASE,Bucureti

nceptor n Marketing Beginner in Marketing

Pentru mine este la fel de important s am un salar satisfctor ct i un mediu plcut de lucru. Din punct de vedere material, pe lng un salar de baz, ar fi utile bonuri de consum lunare sau prime de srbtori. De asemenea, plata orelor suplimentare const un alt avantaj. Pun foar-te mare pre i pe oportunitile de dezvoltare oferite de companie: training-uri, schimburi de experien, accesul la tehnologii i informaii de ultim or, posibiliti de promovare sau reori-entare profesional n cadrul aceleiai companii.

For me is both important to have a good salary as well as a pleasant working environment. From the material point of view, apart from a basic salary, monthly meal tickets, paid extra-hours or holiday bonuses would be more than welcome. I also cher-ish the improvement and development opportuni-ties off ered by the company: trainings, experience exchange, access to modern information and technology, promotion possibilities or professional reorientation inside the company.

Drago TITUS,Timioara

Director Calitate, DecathlonQuality Production Leader, Decathlon


Ce ateapt companiile de TOP de la tinerii profesioniti?What expect the TOP companies from the young professionals?Companiile se pot deosebi prin serviciile sau produsele oferite ns ateptrile pe care le au de la angajai rmn aceleai. n funcie de natura jobului, efii au ateptri foarte speci-fice de la angajai, ns n general, se ateap-t la urmtoarele caliti cu caracter general.

Angajatorii caut angajai care au o atitudine pozi-tiv. De la un angajat cu atitudine pozitiv, se a-teapt s: Aib un comportament agreabil Fie politicos Aib o inut corect, o igien excelent i s tie cum

s se mbrace adecvat Aib o perspectiv optimist. Sarcinile sunt percepute

mai degrab ca i posibile oportuniti, nu ca i difi cul-ti insurmontabile

Arate entuziasm pentru job. Chiar dac nu sunt nc angajai, au nceput deja s gseasc soluii la sarcini legate de serviciu. Ascult activ i pun ntrebri perti-nente si pline de perspicacitate

Fie dornic s munceasc din greu Fie serios, cinstit i de ncredere. Angajatorii pot verifi ca

referinele pentru a-i confi rma impresiile pe care i le fac n timpul interviului

Aib spirit de echip, s i plac colaborarea i s relai-oneze uor cu oamenii

S fi e bine integrat n organizaie

Angajatorii se ateapt ca angajaii s se integreze n me-diul de lucru. Perspectiva angajatorului:n general, angajatorii presupun c o persoan care aplic la un anumit job cunoate mediul obinuit de lucru. Dac un candidat accept o ofert de munc, el accept totodat i mediul n care va lucra. Anumite condiii sunt negociabile, dar ele difer n mare msur de la un loc de munc la altul. Este mult mai probabil pentru angajaii care pot cola-

bora cu colegii lor s creasc productivitatea compa-niei

Angajaii care lucreaz ca o echip i ating obiectivele n mod mai efi cient

Munca n echip ncununat de succes conduce la un moral ridicat i la un mediu de lucru plcut

Se pierde mai puin timp cu medierea confl ictelor din-tre angajai. CJ

Companies may differ in services or products, but ex-pectations for employees remain the same. While most bosses will have very specific expecta-tions of their employees depend-ing on the job, they will expect these general qualities.

E mployers are looking for employees who have a positive attitude. An employee with a positive attitude is expected to: Have a pleasant demeanor Be courteous Have good posture and excellent hygiene and know how

to dress appropriately Have an optimistic outlook. They see tasks as potential

opportunities, rather than insurmountable problems Show enthusiasm for the job. Even without being hired,

they already engaged in problem-solving tasks related to the job. They listen actively and ask insightful, pertinent questions

Be willing to work hard Be reliable, dependable and trustworthy. Employers may

check references to confi rm impressions they form from the interview

Be a team player wh

career journal 2012 _ ebs media design production

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