Arkadiusz Gasperczyk

#ABSL Conference in Krakow. Debate: Business services sector and FDI go hand in hand. Forget about the past. Transform service center’s to business hubs. Low profiles jobs will be automated or moved to other attractive location. Poland should find its way to respond to transformation strategy. We have employment gap with lowest unemployment rate and attracting talents from other countries is a must. AI is not a game changer, people who possess unique skills to develop AI is game changer. Be brave to reorganise your organisation. Are we playing in local or global league? Change of mentality, behaviour is crucial. Pool of talent is your assets. Math and logic skills are very high in Poland and yet Poland was not on short list for AI competencies. Our role is to build a new narrative and value proposition for future investors. Moving engineers from Ukraine and Bielarus enriched IT talent pool. Don’t ask for permission ask for forgiveness. Take control and take decisions where you see blockers. Try things and form your opinion based on data! Great beginning!

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Is 2+ 2 always 4? It's not so obvious 😊 In business analysis and finance, it depends on many factors and ratios regarding costs, revenues, product price, taxes etc. Last week we organized a finance workshop for students at our Warsaw office. What did they include? 👉Discussions on the specifics of working in the finance department at Philip Morris 👉Solving practical business cases (financial and business analysis) 👉Getting to know our experts in the finance department 👉A tour of the office, pizza time🍕 and snacks 😊 And now it's time for the recruitment process for the internship program in our finance department and the selection of people at the Assessment Center 🙂 #internship #intern #trainee #workshop #finance

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Business has never been sentimental. The closing of branches of foreign companies in Poland is the result of many factors. A high minimum wage combined with energy costs is just one of the important elements. The fact that Poland has become a frontline state also matters. Negative for some, positive for others. It is also worth bearing in mind that companies that have been in Poland for years are moving out. In the case of these companies, the invested capital was paid back with interest, and a decline in profits could threaten the profitability of the investment. Social protests and supply chain blockades are also significant. In the context of the latter, from the investors' perspective, Poland appears to be a weak country, susceptible to populist warlords and easily descending into chaos. This situation should slowly change for the better. I think that the new authorities in our country will understand that protests by "disappointed" and "lost" groups should not destabilize the country's economy. The inflow of funds from KPO (EU) should stimulate the economy and, consequently, internal demand. Unfortunately, the minimum wage cannot be reduced, which is a pity. The challenge for Poland is undoubtedly the energy transformation and let's hope that the blocking of the development of renewable energy that we have been dealing with over the last 8 years will finally come to an end. Locating defense industry plants in our country may also be an opportunity. You don't have to worry about dismissed employees of Western companies. 95% of them will find a job very quickly, and severance pay will help them through the transition period. A very interesting issue will be the issue of lifting vocational and technical education out of the collapse and learning foreign languages among the young generation. Today, especially in the group of young men from smaller towns, there are deficiencies in education, lack of language skills, poor opportunities on the local labor market, and little chance of building a relationship with better-educated women in this age group. Unfortunately, this group becomes an easy target for populists. #poland #economy https://lnkd.in/dWge-aBJ

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Starting in June 2026, Poland will implement a law introducing #pay transparency. This significant change aims to improve the #transparency of the job market and combat wage inequality. 💰 Primarily, pay transparency is intended to prevent wage discrimination, ensuring equal treatment of employees regardless of gender, age, or ethnic background. With access to information about #salaries for similar positions, employees can better assess their negotiation power and monitor if their pay is fair and commensurate with their work. 🔎 Another goal of pay transparency is to increase trust between employees and employers. Transparency in pay can contribute to creating a more open and fair work environment where employees feel more valued and treated fairly. This situation also fosters better engagement and loyalty towards the employer, which in turn translates into higher work efficiency. 📈 The introduction of pay transparency can also lead to positive changes in the organizational culture of companies. Companies required to disclose pay structures may be more inclined to implement policies promoting equality and fairness. Moreover, pay transparency can encourage greater competition in the job market, potentially leading to higher pay standards and better working conditions. However, the implementation of pay transparency also comes with challenges. Companies will need to adjust their management systems and HR policies to comply with new requirements. This may require additional resources and time to ensure full compliance with regulations. It is essential for employers to be prepared for these changes and actively work towards implementing appropriate procedures. ✅ In summary, pay transparency from 2026 aims to increase transparency and fairness in the job market in Poland. It is a step towards equality and building a more trusted and fair work environment, benefiting both employees and employers. 🤝

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Your essential guidebook to hiring tech talent in Poland. Out now and for free!

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Slovak companies plan to hire more in the summer, the most of the new jobs will be in the IT sector and healthcare. 📄According to the ManpowerGroup report, up to 37% of companies plan to increase the number of employees, while 20% plan to lay off employees. ⬆️ The labor market index is 15%, which is an increase of three percentage points compared to the first quarter. ▪️The highest increase in employment is in the IT sector with an index of 34%, which is a significant contrast to the global trend. The smallest increase is expected in transport, logistics and automotive, with the telecommunications sector on the tail, where the index reaches minus 26%. ▪️Large companies with more than 5,000 employees are planning the biggest recruitments, while medium-sized companies with less than 1,000 employees will be more cautious. The smallest companies, with fewer than 10 employees, face the greatest risk of layoffs. 🌍🌎🌏Globally, the largest recruitments are planned in Costa Rica, Switzerland, Guatemala, Mexico and South Africa, the weakest in Israel, Argentina and Romania. 🔗Source of information: https://lnkd.in/gBkfveBs #technologiesunionsslovakia #itmakessense

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It is a great proud when you read in the Google's 11th Diversity Annual Report about the project Fundacja Mamo Pracuj was part of: ✳" In Poland, we were proud to earn recognition from the Fundacja Mamo Pracuj, whose “Parent-Friendly Database” certification is granted to companies after a series of individual interviews with its employees. Mamo Pracuj’s published report found that Google’s flexible work arrangements, benefits, access to medical care, and strong community of parent employees make it a great place to be a working parent.”✳   Emma McGinty (Trickitt), Katarzyna Kamińska - thank you for your trust and great cooperation 💚 Read the full 2024 Diversity Annual Report here 👇 https://lnkd.in/eJHwHVB7 And if you feel your organisation could also join our 'Parent-Friendly Employer Database' or you want to hear more about the 'Parent-Friendly Employer' study' and certification – don' hesitate to contact me, Anna Łabno-Kucharska or Dominika Cienkiewicz.   #DiversityAnnualReport #GooglePoland #ParentFriendlyEmployerDatabase #MamoPracuj

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🤝 First impressions are more than just a friendly meet-and-greet. They’re about laying a rock-solid foundation for long-term engagement and productivity 🤝 Recently I have joined TRS in Gliwice, Poland and my manager Janina (Nina) Frąckowiak did a very good job when it comes to onboarding. After the warm welcome, I felt a surge of positivity and enthusiasm. The genuine kindness and openness in her approach made me feel valued and appreciated. It was a reassuring experience that instilled in me a sense of belonging and confidence, making me eager to contribute to the team and the organization. This warm welcome truly set a positive tone for my journey ahead ❤️ If you have colleagues stepping into a new role, these tips can help you navigate the onboarding maze: 🧩 📅 Pre-Arrival Preparation: Inform the team about the new colleague’s arrival in advance. Share their role, background, and any relevant experience. 🎉 Warm Welcome: Organize a small welcome meeting or event. Prepare a welcome kit with essential information and resources. 👥 Personal Introductions: Introduce the new colleague to each team member individually. Encourage team members to share a bit about themselves. 🏢 Office Tour: Provide a tour of the office or virtual workspace. Highlight important areas like restrooms, kitchen, and emergency exits. 🤝 Assign a Buddy: Pair the new colleague with a buddy or mentor. The buddy should be available to answer questions and offer support. 🗓️ Initial Meetings: Schedule introductory meetings with key stakeholders. Include a mix of formal and informal meetings. 📚 Training and Resources: Provide access to necessary training sessions and materials. Ensure they have the tools and software they need. 🔄 Feedback and Check-Ins: Schedule regular check-ins during the first few weeks. Encourage feedback and be open to addressing any concerns. 🎈 Social Integration: Arrange social activities or team-building events. Foster an inclusive and welcoming environment. By following these steps, you can help new colleagues feel valued and integrated, paving the way for their success and contributing positively to the team’s dynamics. 💼🚀 Remember, a successful onboarding process is the first step towards a productive and happy team! 🌟 #Onboarding #NewHire #Welcome #TeamBuilding

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Great achievement for Miasto Poznań! The Oxford Economics Global Cities Index ranks Poznań among the top cities in the world and showcases its thriving and growing economy👏 This ranking covers the largest 1,000 cities globally and highlights the best cities based on Economics, Human capital, Quality of life, Environment, and Governance. Overall, Miasto Poznań is the second-best city in Poland (210), just after the capital city, Warsaw (193). However, Poznań ranks number one🥇in the economics category among Polish cities🔝. The Economics category considers: ✅ Size of the economy (GDP size) ✅ Growth of the economy (GDP growth) ✅ Wealth per person (GDP per person) ✅ Job growth (employment growth) ✅ Economic stability ✅ Economic diversity This recognition positions Poznań as a city with significant investment potential and a promising hub for business development. Congratulations to the Poznań business community and Invest in Poznan👏. #poznan #poland # #topcity #investmentpotential #strongeconomy #business https://lnkd.in/dt-h3V4J).

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I really enjoyed the first round of projects evaluation as part of the HR Pro Awards 2024 HRPro Ukrainian Association/Українська Асоціація HR Професіоналів Some companies are presenting another “peace of the art” initiative that follows their systematic, future-oriented and ambitious approach to HR. Some new players are also entering the race with strong ideas. We are looking forward to a very interesting FINAL. ✅On my third time taking part this year, I have identified 3 completely new strengths, but still 3 old areas for improvement. Keep that in mind the next time you apply ⭐️The goals of the HR projects are much more intelligent and aligned with the company's goals. There is already less trendy or fancy things, but more pragmatic results expected. ⭐️The projects are aimed at growth, development and scaling, not war, crisis or risk management projects. Resilience and courage in action👌 ⭐️ The involvement of management and employees is much deeper and broader than it used to be. Certainly the trend has been caused by the talent shortage, yet HR leaders have done a good job of catching the moment 🌱When it comes to measuring intermediate and final results, HR project leaders still have room for improvement, as there is still a lack of comprehensive understanding of the impact of initiatives. The correlation between the stated metrics is often not proven or clear. 🌱Despite hundreds of local HR meetings and conferences, HR leaders still have room for improvement in market orientation and the classic things awareness to avoid falling into the trap of proving that your idea is unique and can serve as a benchmark for others. 🌱Storytelling is a good skill that needs to be developed further. When it comes to reaching a diverse and highly experienced audience, it's better if your story is clear, inspiring and holistic

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Do you know what the basic skill is, without which you will not be invited to an interview in an international company? Knowledge of foreign language. By joining the Vention team in Slovakia, overseen by Sergei S. ➡️ https://lnkd.in/dd_92QSH, you can improve and expand your language background. 🔹 We are opening new horizons and have recently taken on our first fully German-language project. 🎤 Here is what the developer of the project, Maksim Biarnadski, has to say about it: "This is a case where school knowledge came in very handy. I got a strong foundation in learning German while I was still at school. My technical experience and excellent language background played a role and helped me to get a successful interview for the project, which I’m very happy about. Today I’m fully integrated into all work processes: I communicate with the customer and my colleagues in German without any problems and participate in meetings and planning. There are a lot of people with good language backgrounds in our company and it's great that we have the opportunity to get useful practice on projects. I am confident that this is just a start in conquering the DACH region. More to come! 😊” What is more: 🔹 Our developers work in international teams and communicate with clients from the USA and Europe. This allows them to constantly practice and improve their English.  🔹 We organize Slovak language courses for foreign employees from outside Slovakia. Additionally, top-notch instructors offer English courses within the company. #Vention #Slovakia #JoinVentionTeam #InternationalProjects #Experience #CareerOpportunities #SoftwareDevelopment  

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Professional growth thrives on personal connections. At Gernius Coaching, we emphasise understanding each client's unique context and needs, fostering deeper professional development. How has a personal connection influenced your career? 📨 lietta@gernius.co.nz 🌏 gernius.co.nz #Gernius #GerniusCoaching #PersonalGrowth #BusinessGrowth #BusinessGoals

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Our COO, Krisztina Kovács gave an interview to Behaviour - a HR-magazin where she explained where we stand on the question: is developing employees a risk or an investment? Read the interview for details! #Chemaxon

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With Vitali Svishchev, we are currently looking for skilled .NET engineers to join our teams in Vention Warsaw. Besides technical requirements, what is important in this role? And what does Vitali's team have to offer? We spoke a bit on this topic.   👉 What are the characteristics of your ideal candidate in terms of soft skills? What fits your group and team best?   "What's important to me is the candidate's open and proactive mindset. I'm proud of developers and engineers who are building their career paths and improving their skills, and it's even better when such a person is thinking about involving at the company level. It's important to engage in the company's technical activities to gain extra knowledge and share experience with others. Like in life, it's crucial not only to receive but also to give something to others. People with a social mindset are highly appreciated."   👉 As a manager, what could you offer this person, and what does your group have to offer?   "In our department, we're improving the expertise of our engineers in different spheres. We provide an atmosphere of collaboration where one developer can help another. We support personal improvement plans with technical and non-technical aspects, including advice, sharing experiences, certifications, and book recommendations. We also offer opportunities to broaden technology stacks and get closer to the business side, such as involvement in pre-sales or client calls. This helps developers who want to grow into architect or solution architect positions."   👉 What's specifically cool about us at the company level?   "If you want to build your career, are interested in growing your skills, and take on more responsibilities, it's always possible here. Also, our employees are really open to helping others and sharing their expertise. We're not bound to any specific structure, so you can reach out to someone from another country and just have a person-to-person conversation. If a person is open to communication, they'll easily find support and others with the same interest in technology."   Sounds encouraging! If you want to work with Vitali, check out these positions: Middle .NET Engineer: https://bit.ly/3S7divz Senior .NET Engineer: https://bit.ly/4f7qNp4

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I'm happy to share that together with Monika Paradowska we participate in the IT Manager Of Tomorrow! ✨ Let's meet to talk about experiences, interesting trends, and new practices in the IT industry 🤖 See you soon! 👋 #ITMT #ITManagerOfTomorrow #ITDS

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🤩 I'm excited to share my recent interview with delo.ua, especially for my colleagues in Ukraine. delo.ua is a prominent Ukrainian business and economic news platform, similar to Hospodářské noviny (hn.cz) in the Czech Republic and Hospodárske noviny (hnonline.sk) in Slovakia. This interview highlights our strategic merger in the Czech Republic, Slovakia, and Ukraine, showcasing how our combined efforts have optimized operations and created new international growth opportunities for our employees. 🙌 I hope this makes you as proud of our achievements as I am. Thank you, Nazar Bedii, for shaping my thoughts and helping me express them so effectively in this article. Here are some key highlights: - “We merged our businesses in the Czech Republic, Slovakia, and Ukraine to optimize processes and increase resource efficiency. Together, we have almost 300 restaurants.” - “99% of McDonald's restaurant directors in Ukraine started their careers as restaurant employees. Some reached this position in less than three years, and 11 employees became restaurant directors before the age of 25.” - “Currently, 41% of head office employees have started their careers in a McDonald's restaurant, and three are members of the international leadership team.” - “Already, 96% of our employees have activated their accounts on our internal social network, and we see high engagement as 95% of employees visit this platform at least 10 days a month.” - “In 2024, salaries were increased by an average of 15%, and in 2023 - by 20%.” ✨ For more insights on HR challenges, employee development and career paths, technological innovations, our shared DEI culture, and support during the war in Ukraine, read the full interview here: https://lnkd.in/ecmsuHwv #McDonalds #HR #Leadership #Inclusion #CareerDevelopment

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#fearofchange For me, April was all about change. I participated in two events focused on wellbeing (thank you American Chamber of Commerce in Lithuania and HR klubas for the invitations). Both of the events took the topic of wellbeing from completely different angles, but the focus was clear - this is something we must talk about! According to the Oxford dictionary, #wellbeing is defined as “the state of being comfortable, healthy, or happy.” And here we come to my topic: Fear of change. Our brain works in mysterious ways. Through my studies in psychology, I uncovered a fundamental truth: we fear change because it disrupts our sense of comfort and security. And this is what scares us the most: being out of control, feeling insecure. Because change can bring positive things, but it also carries the risk of making things worse. Can wellbeing and fear of change coexist? The answer is both Yes and No. Remaining stagnant leads to a sense of safety and security, but it leaves the aspects of ourselves that yearn for self-actualisation and self-esteem unfulfilled, resulting in a growing void. So next time you say NO to an opportunity, or next time you find yourself feeling uncomfortable, unhealthy, or unhappy - ask yourself, maybe a little voice inside your head is just afraid of change. If you need a sign to try something new today, to make a small step towards a change, here it is - A SIGN 💡 P.S. In the picture you will see a more elaborate and understandable curve of change and emotions that you can feel while embracing change!

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Why do people stay in the organization? That's the question that Mercer ask regularly in their studies about workplace 🎙 Last week during the ABSL Poland meeting, the subject was on the agenda. Connecting the dots between Transformational Leadership and the environment where people work on a daily basis 👩‍🎓 Interesting insights for us as leaders: 🚶‍♀️Job security is #1: but, for every person it can mean something else. 🤾‍♀️ There is a huge change in HR perspective in the area of well-being / mental & physical health programs available for employees (from 12 to 4 place). Meaning that there is a visible need in data (qualitative & quantitative) from People's perspective in taking care more of HOW we are in the organizations, not only WHAT we do. 🤺 Learning opportunities, REAL space to grow, have time and permission to learn (lately HCM Deck x Dorota Piotrowska she/her were mentioning this subject in their channels) is crucial for people to stay in the company. And from your perspective: why do people stay in the organization? 🤔

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