Given the current challenges of the labor market in Croatia, such as the increasingly pronounced shortage of skilled labor, the high rate of young people leaving the country, and the need to adapt to new ways of working, innovative HR practices play a key role in the progress and development of every business. These practices address existing problems and create conditions for sustainable business and a culture of satisfied employees.
Since 2010, Alma Career Croatia has recognized and rewarded innovations in human resources management through the ‘Best Regional HR Practices’ award.The award acknowledges companies that raise standards through quality projects, with the decision made by an expert jury as well as the HR community itself during a formal ceremony at the HR Days conference. In 2022, this initiative expanded to the region, opening up submissions from Slovenia, Macedonia, Bosnia and Herzegovina, and Serbia. This step not only increases competition but also the diversity of ideas shaping the future of HR.
So, what do the 37 practices that went through the hands of our expert jury last year tell us about the direction and trends in the labor market and human resources? We reveal this below.
Work-life Balance: The Foundation of Successful Companies
The balance between work and private life is becoming an increasingly important aspect. Family benefits, mental health programs, and free psychotherapy are just some of the benefits companies use to ensure greater employee satisfaction and loyalty. This is exactly the basis of the winning practice by Imaco Systemtechnik in the small/medium-sized enterprise category, titled 'Family is Future'. Through this practice, employees were given a better balance between their private and professional lives by introducing family benefits, mental health care, and various health education programs. Such practices not only address employee needs but also reduce the risk of burnout and increase productivity.
Internal Communication as the Key to Productivity
Good internal communication is crucial for team alignment and employee motivation. This is demonstrated by the winning practice in the large company category, ‘Path of Praise’, which encouraged managers to praise employees more frequently due to previous poor experiences. The initiative also had a humanitarian aspect, as employees could later "exchange" the praises they collected for items at Humana Nova. Other good practice examples include the development of internal social networks for better communication or platforms for sharing ideas to improve business operations. There are also different types of team-building activities where employees and managers exchange roles for a day to better understand each other, as well as numerous other innovative practices showing that good communication simply requires conversation.
The Future is in Education
Education proves to be a key investment for employee development and talent retention. Programs such as Leadership programs, academies, onboarding academies, and digital transformation modules ensure continuous professional growth. Special attention in the past year was also given to mentoring through internship programs, which contribute to building a foundation for future experts.
Transparent Career Paths
Transparency in career development is becoming a priority, and companies are increasingly investing in assessment systems and individual development plans. Initiatives such as the introduction of transparent salary systems and talent pool programs ensure that employees recognize their advancement opportunities, motivating them for long-term engagement. An example of such a practice is Carlsberg’s 'Upskill', where they developed an individual career development plan to improve functional competencies and skills.
Collaboration for Better Results
Networking and collaboration bring numerous benefits, as confirmed by the first-ever submitted practice conducted in cooperation between two companies, Cemex and Studenac. Through joint mentoring programs, companies from different industries decided to stimulate and enrich women’s career development while promoting diversity within organizations. Such projects further highlight the importance of knowledge and experience exchange within seemingly incompatible industries.
Combining Science and Practice for Better Work Solutions
Collaboration with the academic community brings significant insights into contemporary work challenges. One such result is a study on employee satisfaction while working from home, published in the international journal Frontiers in Psychology. The research was conducted in collaboration with Harvard, initiated by the Mplus group. This practice shows how working with researchers can bring innovative solutions and encourage companies to make data-driven decisions. Without accurate data and detailed analysis, managers would struggle to realize that their employees are more satisfied with remote work and wish to continue with this model.
A Culture of Adaptation as an Answer to Future Challenges
Changes in the market require constant adaptation of organizational culture. Through focus groups and active employee involvement in transformation processes, companies can increase resilience to external challenges. By listening to employees, companies can learn a great deal about the true picture of company culture. Many practices that passed through our expert jury’s hands show that only through teamwork, conversation, and questioning opinions can the right "recipe" for success be found.
Quality HR practices are not only a response to current challenges but also a roadmap towards sustainable development of the labor market, aiming to create better conditions for all participants. If you too have developed a good practice in your company, share it with us and apply for the „Best Regional HR Practices“ award, because even the smallest positive change can lead to the creation of a better labor market for all its stakeholders.