GALMAR: MEETING INFORMATIONAL AND COMPUTER TECHNOLOGIES WITH HUMAN RESOURCES

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Anetta Benkova, Business Development Manager at Galmar Anetta Benkova, Business Development Manager at Galmar

Sometimes the business environment, the new technologies and the way they influence the behaviour of employees change so fast that a company might feel at a loss and out of line with the times. Staying relevant to the changes, however, is crucial for the company's survival and the well-being of both the top management and the employees. Galmar Ltd is a consulting company dedicated to bridge the gap between the changes and the need of stability that any business needs to thrive. With a face towards the technologies of the future, Galmar offers training programmes and HR systems and services that take the burden off. AnetTa Benkova, Business Development Manager at Galmar, elaborates.

What skills should the contemporary HR specialist posses?

Contemporary HR specialists should be very adaptive to changes in the organisations, the business environment and the people: new technologies, demographic crisis, and new, universal skills and knowledge required from the employees. Every expert in management and HR development should be able to understand the needs of the different types of managers, of the top management, of the owners. Today, it is common HR specialists to be expected to sufficiently participate in business software implementation, corporate branding, optimisation of operative expenses and improvement of the sales effectiveness. So the HRs should constantly improve his knowledge and skills.

How a professional can keep in line with the changes in the field?

Traditional trainings continue to be the main form of competence development. They are well-known, provide trainees with the opportunity to break from their working environment, and secure more adequate group discussions. However, a growing group of employees, particularly young ones, prefer e-learning as it is a more flexible way for them to organise their schedules and educational progress.  Many large companies realise the benefit of web-based training and development resources platforms, have their own corporate trainings as they give their staff fast and easy access to new trainings, adapted to their needs and specificities.

E-training, however, cannot replace real-life HRs. The team behind the web platform need to update their skills, and the evaluation methodologies for the training's effectiveness should be adapted. The evaluation of the acquired competences and the follow-up of their sustainability and effect can be done in a much easier and financial wise way, but it still needs a flexible HR specialist. Contemporary HRs have to be fluent in new technologies, helping other employees to familiarise with e-trainings as an opportunity for training and development.

When a business should start thinking about enhancing the employees' qualifications in the field of HR?

Always. We cannot ask the other employees to develop if we, the HRs, don't continuously push towards being better ourselves. Always, however, doesn't need super-intensive. Participation in professional networks, online resources, work on interdisciplinary projects are also qualification enhancing. The company is an organism, and in order for the team to be vital and successful, everyone should understand the challenges the others face. We should at least be interested in the technologies our company uses and of its business environment: suppliers, clients, partnering organisations.

HR specialists usually have a good eye for spotting when an employee needs training, thanks to a constant contact with the direct managers. Sometimes the HR recommends a training as prevention for burn-out. Participation in a desired training is perceived as a positive evaluation, a desire to invest in competences, and a recognition of the employee's value. Trainings are also important regarding  implementation of novelties in work like new equipment, processes, and suppliers, including as a part of change management and reducing fear of the unknown. The main goal is to preserve effectiveness in times of change.

For what specialists are the training modules offered by Galmar?

Our modules develop personal effectiveness, teamwork and increase of managerial and leadership skills, particularly among young managers after their first promotion. Our special cycle of trainings on SAP ERP is for our client companies' HR teams.

A new product we implemented in 2017 are the didactic packages for coaches, which are of interest to organisations' internal specialists in training. The packages contain teaching material, case studies, equipment for a group of 10 people, instructions for the coach. They allow a company to organise by itself an internal training with a guarantee for the quality and effectiveness of the education.

What specialists work in Galmar?

We are a team of broad-minded people, who are specialists in HR and IT. Our mission, as a company, is to meet the informational and computer technologies with human resources. In every aspect. In order for all of us to be successful as organisations, as a society and as individuals.

Sofia, 57 Queen Johanna Blvd
phone: 0889 195 000
This email address is being protected from spambots. You need JavaScript enabled to view it.        
www.galmar.bg

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