Hays Romania Salary Guide

1y ago
4 Views
1 Downloads
8.28 MB
56 Pages
Last View : 24d ago
Last Download : 2m ago
Upload by : Xander Jaffe
Transcription

HAYS ROMANIASALARY GUIDE2021-2022hays.rohays.xx/salaryguide

CONTENTSIntroduction 3About the Guide 4Recruiting trends 6Overview 7At a glance 8Salary satisfaction & expectations 9Salary increases: On the employers’ agenda 11Pandemic side effects on organisations 12What matters most to skilled professionals 13Today’s most wanted skills 15Hybrid working 16Salary Trends 17Accountancy & Finance 18Business Services 22Engineering & Manufacturing 27Human Resources 30IT Perm 35IT Contracting 38Life Sciences 43Marketing 49Sales 52About us 55Contact us 56Hays Romania Salary Guide 2021-2022 2

INTRODUCTIONA POSITIVE OUTLOOK FOR ROMANIAThirdly, this study shows that businesses across all sectorshave changed considerably – and for good – in terms ofadaptability and flexibility while keeping high productivity.The digital shift and hybrid working are crucial parts of thischange, contributing to much leaner recruitment logistics,among other benefits. Looking back at February last year,who would have imagined that hybrid and remote workwould become the standard practice only one year later?Finally, the outlook for the upcoming period in Romaniais positive, with companies and professionals keen tocontinue pursuing the best professionals and the bestcareer opportunities regardless of how socioeconomiccircumstances might evolve, as the pandemic is not yetover. Nine out of ten respondents are hiring at the moment,with more than half expecting permanent hiring to onlyincrease next year. Sober about the future, employerscontinue to focus on soft skills – with adaptability andteamwork at the top of the list.This study is based on data collected by our expertconsultants specialised in eight market areas and directfeedback from employers and employees collectedthrough a survey. It allows us to provide readers with anunbiased perspective on the current and future Romanianrecruiting market.Bine ați venit (that’s how we welcome people in Romania)to the Hays Romania Salary Guide 2021-2022.I am pleased to introduce the second edition of our annualsalary guide for several reasons:First, I would like to start by saying this guide helps usall make more informed and, hence, better decisions forour businesses, as it provides a snapshot of the presentrecruitment trends and salaries and allows us to glimpsefuture trends.Secondly, it confirms the first signs of business recoveryfrom the Covid-19 crisis. In Romania, like in many otherlocations worldwide, employers and employees are makingup for the time they spent on hold, reluctant to recruit andchange jobs. The vast majority of surveyed professionals(88%) is open to considering new job opportunities (bothpassively and proactively) fuelled by an unfulfilled appetitefor salary increases.All in all, in the upcoming period, the recruiting marketwill still be one of high activity for employers and highexpectations from employees. I am certain it will bean interesting and challenging period for all of us –organisations, professionals and for us at Hays, facilitatingthe best choices for both sides.Timur Makhmutov,Managing Director, Hays RomaniaHays Romania Salary Guide 2021-2022 3

ABOUT THE GUIDESALARIESIT TECHNOLOGYAboutThe Hays Romania Salary Guide is our annualremuneration report prepared by Hays Romania’sexperts with recruitment market insights and salaryreferences for companies, hiring managers andcandidates. It includes an overview of the Romanianrecruiting market, expert viewpoint and wages for over200 positions.MethodologyThe salary data has been compiled using informationgathered during 2021 from the Hays Romaniadatabase. It is based on job listings, job offers andour candidate database. The recruiting trends andbenefits data is based on a survey conducted in Julyand August 2021. The survey was completed by 350employees and employers from organisations of allsizes and 8 market areas.Thank youWe would like to express our gratitude to all theorganisations and skilled professionals who completedour survey. Your contribution allows us to produce thiscomprehensive guide and provides invaluable insightinto salaries, benefits and recruiting trends.Hays Romania Salary Guide 2021-2022 4

ABOUT THE SURVEYEmployers and employees56%EmployeeTop 8 industries our participants work in44%EmployerAccountancy& FinanceBusinessServices30%Engineering& ManufacturingHumanResourcesIT TechnologyLife SciencesMarketingSalesGender split70%FemaleMaleSurvey participants by sector96%Private4%PublicSeniorityLocation of survey participantsOwner1%Board Member3%Director12%Manager34%Senior Specialist26%76%24%Specialist17%Bucharest - IlfovRest of the countryJunior Specialist7%Organisations’ size of survey participants21%25%31%17%6%Very large(more than 1,000employees)Large(between 251 and1,000 employees)Medium(between 51 and250 employees)Small(between 11 and50 employees)Micro(up to 10employees)Hays Romania Salary Guide 2021-2022 5

RECRUITINGTRENDSHays Romania Salary Guide 2021-2022 6

RECRUITING TRENDSOVERVIEWOPTIMISTIC EMPLOYERS ANDHIRING UNFREEZEEmployers are optimistic about the wider economic climateand employment opportunities for the coming years.Besides the negative side effects of the pandemic, whichaffected some industries considerably, our respondents thatwork on specific specialisms declared that they didn’t haveto lay off employees (82%). Moreover, almost 90% of themdeclared they are hiring for permanent, temporary, interim,or contract roles, and 54% expect permanent staffing levelsto increase in the next 12 months.TEAMWORK AND ADAPTABILITY THE MOST APPRECIATED SOFT SKILLSWhile most employers focused on hard skills when hiringnew professionals before the pandemic, now the perspectivechanged – soft skills became crucial in some industries andfor specific roles. New skills and competencies are nowmaking a difference in the context of hybrid working, socialdistancing and online communication in addition to fieldexpertise and qualifications. Employers declared that themost important soft skills they are looking for are teamworkspirit, adaptability, and problem-solving skills.SALARIES - DIFFERENT EXPECTATIONSIn the next 12 months, employers plan to offer minimalsalary increases (between 3-6% in general) or maintainthe same wages – intentions that do not meet skilledprofessionals’ expectations. Employees believe thesalary increase offered does not reflect their individualperformance and does not align with the market average.These employees are now more than ever open to explorenew career opportunities by choosing to leave the currentcompany – 88% of our survey participants declared theyhave already started to search for a new job or, when notactively seeking, are happy to consider an interesting offerfrom a new employer.OLD WORKING MODELS LEFT BEHINDEmployers and employees agree: both prefer a hybridworking model from now on. Employees feel that workingfrom home led to higher productivity (53%) or did not affectit (32%). For them, working two days at the office and threedays remote is the optimal split for the new era of work.Employers are on the same boat regarding productivity,considering overtime didn’t increase considerably(in general up to 5%). As for the best hybrid work structure,employers favour the ‘3-2-2’ workweek – three days in theoffice, two days remote and two days off.Hays Romania Salary Guide 2021-2022 7

RECRUITING TRENDSAT A GLANCE63% of organisations are in growth phaseEmployers kept their expertsWhich best describes the current phase of yourorganisation in Romania in response to theCovid-19 pandemic?Did you have to lay off employees last yearin Romania?3%Crisis24%Defensive63%Growth11%Rapid growthNo, we are continuously hiring46%No, but we only replace leaving employees24%No, but we do not hire new colleagues12%Yes, less than 5% were laid off8%Given the current situation, has your companypostponed or blocked investment plans (such as newopenings, new products, new services, expansions)?Yes, 5-10% were laid off5%Yes, more than 10% were laid off4%67%No33%YesYes, only part time employees or freelance employeeswere laid off1%Employers are optimistic about future economic and employment opportunitiesHow optimistic are you about the wider economicclimate and the employment opportunities it may/may not create within the next 2-5 yearsin Romania?28%Neutral1%Not optimistic at all12%Not very optimistic48%Quite optimistic10%Very optimisticHays Romania Salary Guide 2021-2022 8

SALARY SATISFACTION & EXPECTATIONSCOMMUNICATION TO OVERCOME DISSATISFACTIONWith a clear divide between employers and employees regarding salary increases,it is not a surprise that 32% of employees are dissatisfied with their current salaries.Our results also show that 67% of employees believe theirorganisation is not transparent about how pay levels andpay rises are set. Employers can easily overcome thissituation by setting up proper and transparent individualevaluation processes, concrete pay levels and pay rises,constantly communicating with employees andmotivating them.Salary dissatisfaction is a warning sign for both parties.A dissatisfaction of any kind can affect the individual mentalhealth and motivation of employees who feel unvalued,resulting in worse business results if employers are notopen to discuss and solve the issue. Open and transparentcommunication as well as managing expectations can bethe key. alf of employees declaredHhave started to search fora new job - a warning signfor HR managers who shoulddesign new employeeretention strategies.Curiously, most respondents who declared dissatisfactionwith salary are satisfied with their current job, employerand direct manager. Coupled with the fact that 88% ofrespondents are actively looking for a new job or wouldgladly accept a new opportunity elsewhere, it is clear thatsalary packages remain the most important aspect foremployees in their decision to stay or leave, and for HRmanagers in attraction and retention strategies.Hays Romania Salary Guide 2021-2022 9

SALARY SATISFACTION & EXPECTATIONSAT A GLANCESalary satisfaction32%45%DissatisfiedHow satisfied are you with your salary?23%NeutralSatisfiedSalary dissatisfaction: main reasonsWhat are the main reasons for which you are dissatisfied?It isn't in line with external typical salaries 41%It doesn't reflect my individual performance 40%It isn't in line with internal typical salaries 11%Other 5%I did not receive an increase in thelast year due to Covid-19 3%Transparency: an important aspect for employeesDo you believe that your organisation is consistently transparent with employees about how pay levelsand pay rises are set?28%38%AgreeDisagree4%29%Strongly agreeStrongly disagreeEmployees are afraid to ask for pay rises88% of employees open to newjob opportunitiesIn the past year, have you asked for a pay rise?Are you currently looking or planning to lookfor a new job in the next 12 months?I didn’t ask for a pay rise49%40%I am not an activeseeker, but I amhappy to consideran interesting offer12%No, I feel satisfied48%Yes, I have alreadystarted searchingI asked for a pay rise - but was unsuccessful26%I successfully asked for a pay rise25%Hays Romania Salary Guide 2021-2022 10

SALARY INCREASES ON THE EMPLOYERS’ AGENDAPAY RATES: IN LINE WITH INDIVIDUAL PERFORMANCE?After one year of focusing on cost optimisation, most companies decided not todecrease salaries and tried to find other ways to maintain the balance and the costs atdesired level.Just 2% of employers declared they had to decreasesalaries in the last 12 months, which means most employersmaintained fixed costs at the desired level duringchallenging times.With a clear vision of future salary increases, employersand employees expect approximately the same pay risepercentage in the next review. However, the value ofthose increases will be far less significant than employeesthink they deserve. Employees believe their individualperformance is not appreciated and should be paid more fortheir efforts – 43% of employees feel their increase shouldbe around 10-20%. ur data shows that 8 out ofO10 employers will award payrises to their staff in theirnext review. Whether thoserises will satisfy employeesis another question.Salary increase on employers’ agendaDuring the past 12 months have your employees’ salaries changed? (the ones located in Romania)48%19%19%12%2%Increasedby 3% - 6%Increasedby more than 6%Increasedby less than 3%They remainedunchangedHave been reducedby more than 6%During the next 12 months do you expect salaries/rates of pay within your organisation locatedin Romania to change?52%16%15%18%They will increaseby 3% - 6%Will increaseby more than 6%Will increaseby less than 3%They will remainthe sameExpectations aligned, individual performance should be paid moreIn your next review, what percentageincrease do you expect to receive?What percentage increase do you thinkwould reflect your individual performance?45%0% - 10%20%22%11% - 20%43%5%21% - 30%15%7%More than 30%19%20%No increase3%Hays Romania Salary Guide 2021-2022 11

PANDEMIC SIDE EFFECTS ON ORGANISATIONSEMPLOYEE MENTAL HEALTH AND WELLBEINGEmployers are aware of the negative effects of the pandemic on employees’ mentalhealth and wellbeing: almost 40% acknowledge their employees have been affected.They recognise that the pandemic’s negative impact was more significant on employeemental health, morale and engagement than on revenue or profit.Mental health and work-life balance directly correlate withworkload and working hours, and most companies sawovertime increase in the last period. On the other hand,more than half of companies (63%) declared they arepaying the extra hours. 9% of employers believe3the pandemic hasnegatively impacted theiremployees’ mental healthand wellbeing.While a decrease in employee engagement and morale isthe most significant side effect of the pandemic for nearly30% of employers, a similar number consider this periodpositively impacted creativity and innovation.Mental health – the collateraldamage of Covid-19Overtime increased in general up to 5%Please indicate the impact the global pandemic hashad on your organisation locatedin RomaniaIf overtime has increased during last year as a resultof Covid-19, by approximately how much?Positively impactedUp to 5%61%5% to 10%29%48%19%10% to 20%Innovation/creativityGrowth/expansionMore than 21%Negatively impacted39%Employee mentalhealth & wellbeing26%Employeeengagement & morale12%7%26%In your organisation, is overtime paid or unpaid?Revenue/profit63%8%Paid37%UnpaidAbility to deliverprojects on timeHays Romania Salary Guide 2021-2022 12

WHAT MATTERS MOST TO SKILLED PROFESSIONALSEXPECTATIONS VERSUS OFFERSThe global pandemic led professionals reflecting on what really matters in life. Besidesthe financial aspect, which nonetheless remains a priority for employees whenlooking for a new job, flexibility and work-life balance are now more appreciated thanever before.Considering employees are dissatisfied with their salariesand have low expectations of salary increases, benefitsplay a major role in employee attraction and retention.Although money matters, it isn’t everything, especially sincethe pandemic caused many to reassess the value of healthand the balance between personal life and work. Moreover,career development opportunities are highly appreciated.Employers seem to have noticed it: our survey resultsshow employers offerings are aligned with employees’expectations. Employers and employees ranked the sametop 5 benefits: extended medical package, life insurance,company car, co-financing of meals and co-financingof education. ork-life balance andWwork environment arethe tools to attract andretain employees.Most desired benefits by employeesMost offered benefits by employersTop 5 additional benefitsTop 5 additional benefits94%Extended medicalpackage84%83%Life insurance59%67%Company car49%62%Co-financing ofmeals48%61%Co-financing ofeducation39%Hays Romania Salary Guide 2021-2022 13

WHAT MATTERS MOST TO SKILLED PROFESSIONALSEXPECTATIONS VERSUS OFFERSEmployers’ perspectiveWhich of the following help the company attract employees the most?1Salary package2Flexible workpractices345Work-life balanceWork environmentBenefits package45Employees’ perspectiveWhat are your main priorities when looking for a new job?1Salary package23Work-life balanceWork environmentCareer developmentBenefits packageHays Romania Salary Guide 2021-2022 14

TODAY’S MOST WANTED SKILLSTECHNICAL, OPERATIONAL AND MANAGERIAL SKILLSTechnical skills are the most sought after by organisations in Romania in more thaneight areas analysed. While finding experts with those skills is seen by employers asa difficult task, the demand exceeds the offer.Employers mentioned technical, operational, managerial,IT/digital and sales skills in the top five most needed skills.Compared to last year, there are three major changes:operational skills are more needed now than in the previousyear, and sales skills now appear to be more critical. If lastyear finding people with the right attitude and advancedmanagerial skills was a challenge for employers, operationaland sales skills are much more difficult to find in a marketwhere processes and e-commerce are booming. echnical skills remain theTmost needed and difficultto find for employers.Operational and sales skillsare in high demand in thenew era of work.Soft skills have become crucial in some areas. The mostwanted by employers are teamwork, adaptability,problem-solving, communication and growth mindset.Soft skills’ importance growsWhich of the following specialist skills aremost needed by your organisation?Are any of the below specialistskills difficult to 20%39%IT/Digital34%25%Sales20%Teamwork prioritisedWhich soft skills are you looking for in permanent employees?12TeamworkProblem solving3Adaptability45CommunicationGrowth mindsetHays Romania Salary Guide 2021-2022 15

HYBRID WORKINGTHE NEW NORMALIn the new era of work, the hybrid working model is the perfect choice. This way ofworking combines face-to-face interaction and team collaboration with flexibility andwork-life balance – priorities for employees.Employers also see the benefits of hybrid working: themajority is happy to continue with the same practice in thenext year, and 31% prefer their employees to work two daysremote and three days onsite. Coming fully back to theoffice or working fully remotely are not employers’top preferences.Skilled professionals are on the same page, considering twoor three days in the office the ideal way to continue to worknext year. Therefore, a hybrid working model is the obvioussolution to navigate the current environment and balancethe benefits of both onsite and remote working. nly 10% of skilledOprofessionals who workedremotely during thepandemic wish to return tothe workplace full time.Employers’ perspectiveEmployees’ perspectiveHow would you prefer your employees to beworking in 12 months’ time?If you work in an office environment, howwould you ideally prefer to be working in12 months’ time?13%1 day remote and4 days onsite7%31%2 days remoteand 3 days onsite26%27%3 days remoteand 2 days onsite27%8%4 days remoteand 1 day onsite14%14%Fully onsite10%7%Fully remotely15%Hays Romania Salary Guide 2021-2022 16

SALARYTRENDSHays Romania Salary Guide 2021-2022 17

ACCOUNTANCY AND FINANCEHays Romania Salary Guide 2021-2022 18

ACCOUNTANCY AND FINANCEMARKET SITUATION AND TRENDSIn 2021, the main focuscontinued to be digitalisationand financial transformation,and companies increasingly investedin FinTech.În 2021 digitalizarea șitransformarea proceselorfinanciare au reprezentatobiective cheie, companiile începând săinvestească din ce în ce mai mult în FinTech.The desire of organisations to implement new systems tostreamline processes is growing, having a direct impact onthe demand for specialists experienced in this field withdeep know-how of processes implementation. Among themost used Enterprise Resource Planning (ERP) we mentionSAP, Oracle, PeopleSoft.Dorința organizațiilor de a implementa noi sisteme deeficientizare a proceselor este în creștere, având un impactdirect asupra cererii specialiștilor care au trecut prin aceastăexperiență și au un know-how extins cu privire la procesulde implementare. Printre cele mai utilizate soluţii ERPamintim SAP, Oracle, PeopleSoft.Changing and automation of processes involve not onlytools and investment but also specialists who can handleprocesses end-to-end. In this context, we can say thatcontinuity is also a crucial aspect that matters to employersin finance. Employers are equally interested in findingstrong financial specialists and creating cohesive teams,which can positively influence the business.Schimbarea şi automatizarea proceselor implică nu doarinstrumente specifice și investiții din partea companiilor, ciși specialiști care pot gestiona procesele de implementarede la început la sfârşit. În acest context, putem afirma că îndomeniul financiar continuitatea reprezintă, de asemenea,un aspect crucial pentru angajatori. Aceștia din urmă cautăîn egală măsură experţi financiari calificaţi, dar şi coeziuneaşi echilibrul în interiorul echipei care pot influențapozitiv afacerea.The certifications obtained by specialists (CECAR, ACCA,CIMA) and participation in additional courses, trainings andperiodic tests help minimise the risks in an area where thefinancial responsibility is significant.INDIVIDUAL PERFORMANCE - MAINDRIVER OF SALARY INCREASESSalaries in the Financial and Accountancy industries in2021 followed the same trend as in 2020. In general, salaryincreases were based on individual performance and KPIs.As a common practice, both certified accountants and theirmanagers benefit from annual professional evaluations,which form the basis of salary increases for thefollowing year.SOFT SKILLS - GAME CHANGER IN ANAREA OF PRECISIONThe financial sector in 2021 proved to be a dynamic one,with many companies implementing new systems to helpthem align at regional and global levels. This resulted inhigher demand for specialists with previous experience,especially accountants or financial directors with provensoft skills in people management. Nowadays, employees’soft skills are considered a real gamechanger in ensuringteam cohesion.The most important challenge in this sector in 2022 willbe to maintain a welded and stable team that will providehigh-quality support to the business. Another challenge isthe automation of processes that most companies tend toadhere to, but which require additional time and resourcesto implement and stabilise high-quality processes.Certificările obținute de specialiști (CECAR, ACCA, CIMA),împreună cu participarea la cursuri adiţionale, instruiri șitestări periodice, ajută la minimizarea riscurilor într-o zonăîn care responsabilitatea financiară este majoră.PERFORMANŢA INDIVIDUALĂ – ATUULPENTRU O MĂRIRE SALARIALĂÎn 2021 salariile în domeniul financiar şi contabil au urmataceeaşi tendinţă ca în anul 2020. În general, în domeniulfinanciar, creșterile salariale se bazează pe performanțaindividuală și pe indicatorii de performanță atinși. Ca opractică comună, atât contabilii autorizați, cât și manageriibeneficiază de evaluări de performanţă anuale, pe bazacărora se decid creșterile salariale pentru anul următor.SOFT SKILLS – APTITUDINI CHEIE ÎNTR-UNDOMENIU PRECISÎn 2021, domeniul financiar s-a dovedit a fi unul dinamic,multe dintre companii începând implementarea denoi sisteme și procese care le ajută să se alinieze lanivel regional și global. Acest lucru i-a determinat pemanagerii de resurse umane să caute specialiștii care auavut experiențe similare, în special contabili sau directorifinanciari suficient de experimentați, dar și cu abilitățidovedite de coordonare a echipelor. În zilele noastre, echipaşi mai exact unitatea din interiorul acesteia este extrem deimportantă, iar soft skill-urile angajaţilor joacă un rol crucialpentru atingerea acestui deziderat al angajatorilor.Cea mai importantă provocare din acest sector în 2022este menținerea unei echipe sudate și stabile, care să oferesuport de înaltă calitate organizaţiei. O altă provocareeste reprezentată de automatizarea sistemelor la caremajoritatea companiilor tind să adere, dar care necesitătimp și resurse suplimentare pentru implementarea șistabilizarea proceselor.Hays Romania Salary Guide 2021-2022 19

ACCOUNTANCY AND FINANCESALARIESGross monthly salaries in RON for full-time positions without bonuses and other benefits.AccountancyPositionMinMaxOptimumJunior Accountant (0-2 years)4 3006 4005 900Accountant (3-5 years)5 7009 8009 100Senior Accountant (5 years)8 60013 80010 800Chief Accountant12 00018 50015 700MinMaxOptimumFinancial Controller/ Analyst (3-5 years)7 70010 5009 000Senior Financial Controller/ Analyst (5 years)9 50015 80012 500Finance and ControllingPositionHead of Controlling15 50021 00018 000Finance Manager18 00025 00020 600Finance Director25 00035 00031 000MinMaxOptimumJunior Auditor (0-2 years)4 3006 0005 200Auditor (3-4 years)5 2009 5008 800Audit ConsultancyPositionSenior Auditor (4 years)8 60012 50010 500Audit Manager12 30020 60017 500MinMaxOptimumJunior Tax Consultant (0-2 years)4 3006 0005 300Tax Consultant (3-5 years)5 1009 0007 000Senior Tax Consultant (5 years)7 00012 0009 500Tax Manager12 50021 00017 500Tax ConsultancyPositionHays Romania Salary Guide 2021-2022 20

ACCOUNTANCY AND FINANCESALARIESGross monthly salaries in RON for full-time positions without bonuses and other benefits.Payroll ConsultancyPositionMinMaxOptimumJunior Payroll Consultant (0-2 years)4 3006 0005 300Payroll Consultant (3-5 years)5 1008 0007 000Senior Payroll Consultant (5 )7 00012 0009 500Payroll Coordinator10 30017 50013 500 he era of automation hasTreached the Accountancyand Finance industries.Adaptability and unity arethe key words for thenext year.Roxana SăvulescuRecruitment ConsultantHays Romania Salary Guide 2021-2022 21

BUSINESS SERVICESHays Romania Salary Guide 2021-2022 22

BUSINESS SERVICESMARKET SITUATION AND TRENDSThe SSC and BPO sectorcontinues to expand and Romaniaremains one of the preferredlocations for this particular industry.Bucharest continues to be the main city for the sector,but other cities known as large university centres havebecome the new attraction for investors: Cluj, Timişoara,Sibiu, Braşov, Arad, Târgu-Mureş and Oradea. Consideringthe evolution of the sector, the expansion of centres andthe potential the Romanian market has shown in recentyears, demand and employability will likely increase in thenear future.At the regional level, investment was stagnant in Centraland Eastern Europe, as investors chose to wait due tomarket uncertainty caused by the Covid-19 pandemic.Moreover, various projects were closed with cost reductionand staff optimisations (redundancies), but since thebeginning of 2021, the keyword has been “adaptability” asthe labour market has begun to embrace the new climate.Remote work was nothing new in the SSC and BPO industry.Still, the pandemic contributed to an increase in more than90% of cases, pushing companies into an accelerated digitaltransformation – a trend that will continue.SALARY - BIGGEST MOTIVATOR TO HIREAND RETAINThe main players on the market are always looking toexpand their salary packages and benefits to secure andretain their specialists. Usually, salaries and benefitschange on a yearly basis and mainly concern senioremployees. Finance or Customer Service professionals withadvanced foreign language skills may see changes in theirsalary packages.The annual increase of the value of meal vouchers,complex medical insurance, learning platforms andlanguage courses, as well as mental health, personaldevelopment, and wellbeing services are among the mostcommon benefits that companies continue to expand toretain employees.FOREIGN LANGUAGES – A MUSTThe SSC and BPO sector has a high demand for foreignlanguages as businesses service internal and externalcustomers abroad. The most common languages areGerman, French, Italian, Polish, Czech and Turkish, butother languages are gaining traction for specific projects.Accounts Payable, Accounts Receivable and GeneralLedger roles are the most common in this sector, as well asCustomer Service positions.2022 will likely bring the same challenges as the previousyear: cost savings and increased productivity through RPAand automation.Sectorul SSC și BPO continuăsă se extindă de la an la an,România rămânând una dintrelocațiile preferate pentru investitorii dinaceastă industrie.Capitala este principalul oraş în care industria BPO/ SSC seextinde, dar alte orașe cunoscute ca mari centre universitaredevin noua atracție pentru investitori: Cluj, Timișoara, Sibiu,Brașov, Arad, Târgu-Mureș și Oradea. Având în vedereevoluția sectorului, extinderea centrelor și potențialul piețeiromânești arătat în ultimii ani, putem concluziona că acestdomeniu va fi marcat de o cerere ridicată şi angajări masive.Acest lucru devine o certitudine atunci când realizăm oanaliză comparativă cu anul precedent. În 2020 la nivelregional, în Europa Centrală și de Est s-a observat ostagnare a investiţiilor, investitorii preferând să aștepte şi săevalueze dinamica pieței corelată cu perioada pandemiei.De asemenea, în sectorul BPO, diverse proiecte au fostsuspendate, ceea ce a generat reducere de costuri, darşi reducere de personal. Începând cu anul 2021, lucrurileau revenit la normal, volumul investiţiilor şi angajărilor îndomeniu continuând tendinţa de expansiune.Telemunca era o practică comună în industria SSC/BPO, dardatorită pandemiei această practică s-a extins şi mai mult şise va menţine şi pe viitor.SALARIUL – FACTORUL DETERMINANT ÎNATRAGEREA ŞI RETENŢIA ANGAJAŢILORJucătorii principali de pe piață îmbunătăţesc sau extindanual pachetele salariale şi beneficiile pentru a-și păstraangajaţii şi atrage specialiştii. Schimbările salariale

Hays Romania Salary Guide 2021-2022 2 CONTENTS Introduction 3 About the Guide 4 Recruiting trends 6 Overview7 At a glance 8 . Hays Romania Salary Guide 2021-2022 5 ABOUT THE SURVEY 44% Employers and employees 56% Employee Employer Survey participants by sector 96% 4% Private Public

Related Documents:

2018 was a busy year for Hays Hungary where we continued to support our existing clients and further . you only pay for the candidate's actual time HAYS TEMPORARY SERVICES . Hays Salary Guide 2019 Hays Salary Guide 2019 . Hays Salary Guide 2019 Hays Salary Guide 2019 IT CONTRACTING IT CONTRACTING *

The 2020 Hays Asia Salary Guide hays.cn hays.com.hk hays.co.jp hays.com.my hays.com.sg . Introduction 3 Market Overview & Trends 4 Salary Policy 6 Recruitment Trends 8 . Just above half of all organisations (51 per cent) believe they have the talent needed to achieve their current business objectives, with Malaysia being the .

Hays 24T Auger Tender Manual 4 EX-P.O. OX 514 AMILLA, GEORGIA 31730 229-336-7103 (FAX) 229-336-5297 RONALD HAYS---DONNA STEWART www.hayslti.com 1-866-547-4297 AOUT HAYS-LTI Ronald and Donna’s parents, Ray and Kay Hays, began Hays Equipment ompany in the early 70’s.

Salary & staffing trends Based on our survey almost two-thirds of employers (64%) experienced increased business activity over the past 12 months, . 2016 Hays Salary Guide 2016 Hays Salary Guide 5 MARKET OVERVIEW & TRENDS 70% SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS 40%

Dice Tech Salary Survey 4 AVERAGE SALARY 77,801 AVERAGE SALARY 86,416 AVERAGE SALARY 83,481 AVERAGE SALARY 91,171 AVERAGE SALARY 80,987 SALARY SATISFACTION AVERAGE SALARY 87,324 CHANGING EMPLOYERS are undergoing major disruption. The migration from hardware-based storage to cloud storage¹ and the explosion of IoT technologies connecting billions of

Dice Tech Salary Survey 4 AVERAGE SALARY 77,801 AVERAGE SALARY 86,416 AVERAGE SALARY 83,481 AVERAGE SALARY 91,171 AVERAGE SALARY 80,987 SALARY SATISFACTION AVERAGE SALARY 87,324 CHANGING EMPLOYERS are undergoing major disruption. The migration from hardware-based storage to cloud storage¹ and the explosion of IoT technologies connecting billions of

Salary Survey analysis: Overview Salary Survey analysis: Salaries Salary Survey analysis: Benefits Salary Survey analysis Diversity Salary Survey analysis: Brexit Salary respondent demographics In this e-guide: Computer Weekly's 2018 Salary Survey gives us a snapshot of what IT professionals in the UK&I are getting paid, as well as

Use the English phonemic alphabet page, which you find at the beginning of good dictionaries, as a guide to pronouncing new words. Effective English Learning ELTC self-study materials Tony Lynch and Kenneth Anderson, English Language Teaching Centre, University of Edinburgh 2012 9 3. Don't forget to learn the word stress of a new word. Every English word has its own normal stress pattern. For .