Drazena Pavic Vrgoc

Excited to hear our Kathrin Hess on the important topic Wird HR jetzt grün? #manpowergroupgermany #humanpower #rightmanagement #hr #hrgruen #hrtrends #hrsummit #greentransformation #greentrends

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Are you facing challenges with the financial performance of your business? 💼💰 Our tailored solutions can support you in shaping your business towards sustainable financial results. 🌿📈 At Horváth, we understand the complexities of performance improvement and restructuring. Therefore, we offer a range of solutions designed to address your specific needs. Our five distinct solutions, "Create Transparency", “IBR & Rapid Assessment", “Holistic Transformation", “SG&A optimization”, and "Transformation Management", are designed to address your needs regarding analysis depth and project duration. But all solutions have one thing in common: Our focus is on identifying and enabling financial optimization to drive profitable growth and success for your business. 🚀💼 Get in touch to learn more about how we unlock the full potential of your business. ✨ #EBITImprovement #CostCutting #CorporateTransformation #Horváth #ShapeCreateEmpower 

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Today is Mental Health Day 2024 🌍 Seriously, how are you? "Reden ist Gold, wenn die Psyche mitspielen soll." 🌟 For me, it's important to take responsibility – for myself and for others. Together, we can highlight the importance of mental health. #WorldMentalHealthDay #SocialResponsibility #StrongerTogether #TeamOetiker #OneOetiker

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I just finished this course: Leadership Communication in the Flow of Work by Molly Tschang! My most valuable takeaway is the Me, You & We Communication Framework.  You can check it out here: https://lnkd.in/egJ6t6YZ #leadershipcommunication. #LearningatSRIExecutive #SRIExecutive #LeadershipCommunication 

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🌟Portfolio insights: HR Tech 🤖 One of our investment focus areas is #HRTech, where we can rely on the extraordinary expertise of our #superangel Stefan Menden, who founded several companies in that space (e.g. squeaker.net GmbH) and built a large portfolio ever since turning investor via MVC Menden Ventures and the HR Angels Club 👼🏼 Jointly, we have already invested in 7(!!!) truly amazing companies (Wandel.com, CareerOS, Jamie, Huzzle 💚…and 3 still undisclosed champions). So when it comes to identifying the next big trends and the most promising tech companies in this space, Stefan is THE go-to #expert! 😇 It is no surprise, that he is the 'VC Voice' for July at UNLEASH, profiling leading investors in the HR tech space 🎉 Stefan shares so many valuable insights on what future challenges startups need to solve for their HR customers, you certainly don’t want to miss out checking out the full article (link in comments 👇🏼) Stefan, we are #superthrilled to have you as part of our #superangels family and we can’t wait for our next joint deal! 🚀 #VCVoices #HRtechstartups #HRtechinvestments #portfolioconstruction #investwiththebest #businessangels #superangels 🌟 Rudy Rüdiger Fajen, Katja Ruhnke, Conny Hörl, Johannis Hatt, Jan Dzulko, Martin Ostermayer, Florian Huber, Dr.-Ing. Claudia Nagel, Björn Jopen, Manuel Bönisch, Marc Schuler, Sebastian Johnston, Christoph Zoeller, Volker Rofalski, Matthias Helfrich, Marc Müller, Prof. Dr. Roland Fassauer, Hanna Marie Asmussen, Raffaela Rein, Anna Alex 🌟 😇 Franzi Majer, Alexander Brand, Florian Gottschaller 😇

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HR Leadership Dinner in Vienna This time we discussed the pros and especially the cons of full-time employees. Because the truth is: The costs for companies due to full-time employees increase not only through salaries, benefits, and vacation entitlements. But also through inefficient use of resources. Because full-time employees are often not consistently busy with recruiting tasks. What helps against it? The fractional model. Here we hire highly qualified professionals for specific tasks or projects without having to employ them full-time. This brings several benefits: a. Flexibility: Companies can quickly respond to short-term staffing needs without lengthy hiring processes for full-time recruiters. This speeds up hiring processes by up to 40%. b. Expertise: Companies can onboard highly skilled recruiters who are not interested in full-time positions. According to Indeed, about 60% of part-time recruiters have specialized knowledge that full-time employees often lack. c. Risk Mitigation: In times of crisis, companies minimize financial risk through freelancers. Without long-term salary commitments or benefits, they can respond more flexibly to demand fluctuations and avoid costs for unused work time. But we didn't just talk about the fractional model. But also about: 1) Expansion into new markets like Italy, with the ability to quickly scale up and down. 2) Various scaling stories on how markets have been opened and closed. 3) The importance of office work for junior employees to promote their personal training. For experienced employees, remote work can still be more productive and easier to manage than office work. All in all it was a very pleasant evening. Special thanks to Julia Stöckl, Karin Steinacher, Margit Rottmann, Dajana Weinhofer (ehem. Janjatovic), Diana Schubert, Johanna Panse, Lisa Schindl, Nina Aichinger, Petra Buranich, BA, Tereza Salandova, Christian Semrajc and Tijana Kovacevic for coming. PS: What are your thoughts on the fractional model?

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One of my many passions is staying abreast on state-of-the-art thinking for organizational development. Often times, the best examples are not simply "on trend" but rather are embedded with what has proven to last / make an impact while adds a fresh element adapted to today's challenges. David Fiorucci's approach under the name of Octocracy is one such example. Where do you seek inspiration or sources for solid but fresh approaches to organizational development or leadership?

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🌟 Excited to Share 🌟 I'm thrilled to be featured in today's Tages-Anzeiger article discussing the importance and impact of parental leave policies. At AstraZeneca Switzerland, we've pioneered a four-month parental leave program, a significant step towards fostering a balanced work-life environment and supporting our employees in their personal and professional lives. Implementing this policy was a unanimous decision, as we recognized the necessity for societal change and the role companies must play in driving this forward. My own experience as a working mother highlighted the need for such initiatives, and seeing colleagues like Diederik Eijsvogel benefit from this policy reaffirms its value. Creating a workplace that supports both career aspirations and family commitments is not just beneficial for the individual but also for the organization as a whole. It's encouraging to see more companies embracing similar policies, and I hope this trend continues to grow across industries. Let's continue to champion and advocate for parental leave policies that empower our teams and build a more inclusive and supportive work environment. https://lnkd.in/eY6aZiFK #ParentalLeave #WorkLifeBalance #InclusiveWorkplace #Leadership #AstraZeneca #AstraZenecaSchweiz #AstraZenecaSwitzerland #AstraZenecaSuisse

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The (business) world started moving a whole while ago towards more #data-informed assumptions and decisions. And it seems that HR/TA/People is catching up. But what does it mean to work data-driven in our function? Looking at sickness share and churn from now and then is a yesterday's story. What we need to move towards is finding causations, correlations and interdependencies between all the areas: from usual workforce management data, to engagement, performance, hiring process, onboarding, offboarding, org structure and benefits & comp data. And the amazing tool that the team at peopleIX is building, can help you to do exactly that ⛵ HR colleagues, check it out! #peopleanalytics

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In the area of ​​#GRC and especially #NIS2 or #DORA, I currently see hundreds of advertisements on LinkedIn Jobs every day. - Some of them have been open for months. They are always looking for full-time specialists with several decades of experience who are used to acting at the CxO level or, ideally, have already held the role of CTO, CCO, or CRO themselves. Well, the number of these people is limited - and the question is how to generate decades of experience within a few weeks, except from "fake it until you make it". But seriously: small and medium-sized institutes only need such experts for a few hours or days per month or year, which none of these experts have any illusions about. So why always look for a full-time five-star pastry chef when you only need a piece of cake❓ No wonder the trend towards fractional/shared so-called vCxOs is prevalent among SME companies in other industries and geographical areas outside the EU. There are some clear benefits of engaging vCxOs: - Speed to reliable knowledge Organizations can quickly access the expertise needed to streamline operations or manage pressing challenges - Cost savings Engaging vCxOs is in several ways more cost-effective than hiring full-time executives as you only pay for services and expertise you need when you need it and reduce trial and error - Flexibility vCxOs provide organizations with flexibility scaling teams up or down as needed and adapting faster to threats, changing business and regulatory requirements - Direct Access to your personal expert familiar with the company and teams vCxOs typically possess the skills to onboard themselves quickly as self-starters and coach organizations into specialized skill sets as reliable long-time companion - Proven and sound perspectives As vCxOs work with multiple clients, they bring diverse experiences on board thus driving innovation and creative problem-solving Maybe it is worth evaluating whether this option is better than ending up with no piece of any cake at all.😉 Have a nice weekend! [🦍] #DORA #NIS2 #GreyApe #Innovation #Management #HumanResources #Technology #BankingIndustry #Sustainability #CustomerRelations #Productivity #Law #LawandLegislation #Consultants #CloudComputing #Business #InformationSecurity #Riskmanagement #HR #Insurance #Cybersecurity #FinTech #Collaboration #Cloud #Banking #SupplyChain #Security #FinancialServices #Infrastructure #Consulting #Investment #Legal #Audit #Compliance #Procurement #cybercrime #Freelance #B2B #Freelancer #Openbanking #Outsourcing #CISO #Risk #Regulatory #Governance #Contracting #RegulatoryCompliance #Vulnerability #Negotiation

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Are you ready for the next Bohemian HR Masterclass? I met the wonderful Dagmar Albers and Ursula Tavender, from Innovation in Equity, at the The HR Big Meet earlier this year. Their mission is to create a more equitable world of work, in which everyone can reach their full potential and carve their own unique career path. They collaborate with organisations and individuals to dismantle the barriers and structural inequities that can hold people back from reaching their full potential, so that everyone can thrive at work. They ran a session called 'Shine Baby Shine'. I loved it, so much so I asked them if they would be willing to run a masterclass for my HR community and they said YES!   So that leads me to a couple of questions I have for you… ❓ How would it feel if you could rebel against stereotypes, ditch modesty culture, cage the gremlin on your shoulder, speak up confidently and handpick all the evidence you need to let your work speak loudly for you?​ ❓ What if…. when asked about your impact and achievements, you could confidently clarify the outcomes of what ‘YOU’ did instead of what ‘WE’ as a team did in that big project? ​ This is your chance to learn how to:​ ✨ Define which achievements matter when it comes to demonstrating your impact and value ​ ✨ Tame your inner critic​ ✨ Unhook yourself from praise and criticism​ ✨ Train your self-advocacy muscles ​ ✨ Practice showcasing your achievements using facts and evidence​ ​ This session is perfect for HR Execs. You might be looking to create more impact at work, or are planning for an upcoming interview. Whatever your reason, we would love to see you.   We are running this session on Thursday 26th September 2024 at 10am online. Please pop your name in the comments or email me to book a place at [email protected].

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2024 is coming to an end in 41 days. And I am so glad to close this chapter.   Because it has been the most brutal year. Personally. Financially. Professionally.   Since the inception of Bodenmiller Recruitment GmbH, I closed   2021 in profits. 2022 in profits. 2023 in profits. In short: I only knew one way – up.   But this year, it has come all crashing down on me:   - employees who are catered to in every possible way only to stab you in the back - clients who rescind an offer the weekend after they had actually extended it - candidates who receive offers but decide not to pursue them after all - clients who give you a mandate, only to cancel the role in the end - employees who prefer holidaying instead of building a business - candidates who ghost you despite being in final interviews   Ultimately, and for first time in my career, this has caused a lot of   - Self-doubt - Sleepless nights - Frustration and helplessness   And it has affected the business dramatically.   I am in deep red. 6-figures red. But bury my head in the sand?   Not an option, especially after yesterday, when we came together from the Swiss Recruitment Start-Ups Community to exactly discuss these matters transparently. From owner to owner,   - exchanging on ideas - sharing best practices - discussing market trends   The power of community has instilled in me a new   - hope - energy - optimism.   Because, in the end, it is not about me.   It is about the people and clients who rely on me, the vision I set out to achieve, and the business I am determined to build.   2024 may have knocked me down, but it has not taken me out.   The question is not whether I will bounce back—it is about how strong I will rise from here.   Let us turn the page and rewrite what is next.

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In Stream ein Video mit Forms verbinden - Teil 3/3 #microsoftstream #microsoftforms #lernvideo #teams

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Did you know that prioritizing mental health in the workplace is essential for both employees and organizations? At yesterday's event hosted nilo.health and Personio Jonas Keil, Michael Becher, Felix Berghöfer and I spoke about why this matters. With the ever-increasing demands of our fast-paced world, mental well-being has become a significant aspect of our overall health. When employees are mentally healthy, they can perform at their best, contributing to a thriving and productive work environment. 🌟 Here are a few reasons why focusing on mental health in the workplace is crucial: - Enhanced productivity: When employees have a healthy state of mind, they are more focused, creative, and efficient in their tasks. ✅   - Reduced absenteeism: Mental health issues are a leading cause of absenteeism. Addressing these concerns can significantly improve attendance and commitment. 📆 - Improved employee retention: A supportive work environment that prioritizes mental health can foster loyalty and reduce turnover, saving time and resources spent on recruitment and training. 💼 - Stronger team dynamics: Open conversations about mental health can lead to a more empathetic and supportive team, improving collaboration and morale. 🤝 - Better company reputation: Demonstrating a commitment to employee mental health can enhance your company's image and attract top talent. 🏆 Let's continue to break the stigma surrounding mental health and create inclusive, supportive workplaces where everyone can thrive. #MentalHealth #WorkplaceWellbeing #EmployeeEngagement #Productivity #CompanyCulture

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So, German language skills have opened up new opportunities for participating in diverse conferences and engaging with a broader professional community. Today, I would like to share my experience participating in the Digital Bash x t3n – HR NEW WORK event. Here are my key highlights and insights: 🔸 New Leadership and New Competences: Exploring the evolving role of leaders to foster company strength in the market. The focus is on motivating managers to pay more attention to the individual strengths and the development potential of employees. Managers act as mentors, encouraging their teams to take initiative and act responsibly. We develop creativity in our approach to team management. 🔸 AI in HR Insights: Many conferences highlight understanding the transformative power of AI in revolutionizing recruitment, performance management, and employee engagement. There are always new case studies on the exploration and use of tools like ChatGPT. 🔸 Digital Workplaces: New trends in creating digital workplaces require implementing cutting-edge technologies to create flexible, efficient, and engaging work environments. Special attention is given to IT security. 🔸 AI Revolution - New Qualifications and Professions: Preparing for the future by identifying emerging skills and qualifications required in the AI-driven work world. We are at the intersection of several professions, where employees need to have professional competencies in their field and develop creative solutions using artificial intelligence. A heartfelt thanks to the organizers and speakers for their enriching sessions and invaluable insights! 🌟

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Stay ahead with the latest HR trends for 2024. From remote work evolution to advancements in technology, find out what’s shaping the HR landscape this year. #onblick #hrtrends #stayahead #hr #humanresources #evolution

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