In an ever-evolving world that requires continuous adaptation, human resource management is critical to organisational success.
The Chief People Officer of PAPAELLINAS Group, Melanie Michaelidou, spoke to Inbusinessnews about the organisation’s strategy which focuses on attracting talent, rapid quality hiring, as well as on the balance between salary and work environment.
Read the interview below:
What philosophy do you follow as head of HR in your organisation?
We focus on the skills that our organisation needs and that will be most beneficial to us in the future. It is our belief that a lack of talent and the wrong skills in all positions will result in a lack of strategic advantage.
Talent retention is essential to the sustainable development of our organisation.
In the context of this strategy, the role of human resources management is crucial. This is why there is a focus on sustainable HRM, which deals with planning and implementing sustainable development strategies within organisations.
HR focuses on building the requisite capabilities and cultivating commitment and trust within the organisation, which constitute the foundation for achieving the 3Ps (People, Planet, Profit), while ensuring the health and well-being of employees.
How do you define talent in the context of the modern workplace?
In my view, a talent is an individual who possesses specific skills and qualifications and the capacity to utilise these abilities to optimise their role within an organisation.
It is not simply a matter of performing their duties in a straightforward and efficient manner. Rather, it is about contributing ideas, developing new practices with innovative tools, optimising the way they operate, and adding value to the department they work in, the customer, and the organisation as a whole.
How easy is it to recruit?
We strive to fill staffing needs with the most suitable individuals as quickly as possible. In the case of specific positions, particularly those involving direct contact with the customer, it is required that we respond immediately. However, this does not mean that we are willing to compromise on the quality of the individuals we wish to employ.
In each recruitment process, we base our decision on a thorough human job analysis of the specific position while applying the DISC model during the selection process. This allows us to make an informed decision about the candidate’s profile and ensure that it aligns with the requirements and responsibilities of the position.
How do you deal with a difficult employee?
First of all, we need to understand the way they think and find out why they are considered to be difficult to work with.
We need to find out, for example, if it is not clear what is expected of them, if they do not have the right guidance and training in the workplace, if they do not fit in with the team and the company and why. We will then take corresponding actions for improvement and follow-up.
It is essential that we listen, investigate and allow for improvements to be made in a manner that is both transparent and conducive to dialogue.
Work environment or salary? What is more important?
It is clear that salary is a significant consideration for employees. It is important that they are fairly and adequately compensated for their work to meet their needs.
Fairness and equity in pay is very important. However, it is proven that it’s not just the money that counts.
It is also important for each employee to feel that they are part of a healthy working environment where they can develop both personally and professionally. A positive work environment demonstrates that their contributions are valued, while it allows them to see opportunities for career advancement and enjoy positive relationships with their colleagues.
