TALENT SWOT OF POLAND
Undoubtedly, human capital and its outstanding quality is one of the greatest assets of Poland. Existence of excellent universities and technical schools provide a large pool of well-educated personnel. Employees possess excellent qualifications, communication skills and have a great motivation to work. Nowadays, more than ever, the priority for employees is personal development and focus on career progression, this is why they are eager to participate in trainings and sophisticated projects abroad which enable them to gain knowledge and skills which they then implement in the companies they work for in Poland.
Moreover, there is a high percentage of Polish employees who are proficient in foreign languages with the most common being English, followed by German, Russian and French.
In addition, the costs of employing highly qualified personnel in Poland are still lower than in Western Europe.
▪ Highly qualified personnel
▪ Modern educated young people
▪ Employees focused on development
▪ International work experience
▪ High foreign language and IT skills
▪ Competitive salary on the EU job market
Employment market in Poland has recently transformed from the employer’s market to the employee’s market where employees especially those with specific skills receive many job offers. As a result, their self-esteem as well as requirements towards new employers arise. It is them who decide for which employer they want to work based on their preferences. The most common are: organizational culture, friendly working atmosphere, additional benefits on top of basic salary, flexible working. Furthermore, there is a low mobility of ‘blue collar’ workers in Poland.
▪ Labour market is the "employee's market"
▪ More job offers than specialists
▪ Increasing expectations from employees
▪ Low mobility of blue collar workers
Education in Poland is not keeping up with the real expectations of the employment market, as a result there are shortages of employees in particular industries. In addition, in Poland there is still a low amount of practical training as well as exchange of knowledge with companies during years of education, which then requires employees to be trained in the initial period of their employment.
Furthermore, there may be high turnover of employees resulting in an increasing choice of possibilities and due to the fact that employees continuously look for new possibilities of development.
Lastly, there is also a percentage of specialists who leave for work abroad, therefore this decreases the number of top- notch specialists available on the market.
▪ Education is not fit to the labour market needs
▪ Not practical training for graduates
▪ High turnover of employees
▪ Some top-notch specialists are working abroad
Based on the above, especially the weaknesses and threats, new opportunities and solutions can be presented:
- Developing potential of talents- matching potential employees to businesses i.e. opportunity to open up or establish courses of studies which are especially tailored to future employers. Educational institutions are generally opened to cooperate with companies on this.
- Enabling employees flexible work, friendly working environment, possibility of creating the company.
- Reaching to employees who are not professionally active, creating additional evening shifts, introducing home – office, reaching for employees from other countries i.e. Ukraine- they have the same excellent skills, experience as Polish workers, know English/ Polish and can work in any position- production, engineering, IT and other.
- There is a high number of foreign employees who come to Poland due to family or personal reasons and they can be employed by Polish companies, even though they do not speak Polish in some cases.
- The success of gaining and retaining employees is connected to matching those employees to companies. This is possible thanks to HR specialists with the know- how and experience in direct search, who have access to database of specialists and can find talents quickly, as well as attract employees and raise their interest in the position and the company. Taking into account, that employees nowadays do not actively look for employment it is the most efficient solution.
▪ Developing potential of talents
▪ Custom courses and fields of study
▪ International school
▪ Comfort and flexibility for workers
▪ Potential of non -active workers
▪ Availability of specialist from Ukraine and Asia
▪ Talents from UE market
▪ Recruitment outsourcing