„Our employees are our family, and the strength and success of the company are in their hands. We like to believe that all our employees are valuable and have the potential for further development. That is why we provide a work environment that promotes employee engagement, satisfaction, and personal fulfillment, say Sonia Mărginean, Recruitment Manager, TRANSAVIA, in the interview granted to the GlobalHRManager.ro platform.
This serves as a reminder that there are employees in the company who have been working here for over 30 years, and the first employee has been with the company for 33 years, now holding an important management position. „Certainly, such beautiful stories can only be written by having a stimulating work environment, where employees are supported to achieve success and to attain professional and personal fulfillment. In addition to job stability and the opportunity for professional and personal development, we have a series of benefits and initiatives to inspire employees and make them feel valued, that they are part of the great TRANSAVIA family.”.
In the company, the offered salaries are competitive, and in addition to legal benefits, a balanced package of benefits is provided for each individual employee: meal vouchers, provided transportation from areas neighboring the work locations, a company product package twice a month, loyalty bonus, holiday bonuses and gifts, referral bonus in the production sector, additional days off for special events, and funeral assistance.
“We are involved in and support the development of our employees and their families through internship and counseling programs for employees” children, as well as training programs and/or conference participation for personal and professional development. Through the benefits and opportunities we offer, including advancement and career opportunities, we create a stimulating work environment and support employees in achieving personal and professional success, while contributing to the success and growth of our company., explain Sonia Mărginean.
„We encourage constructive feedback instead of negative feedback.”
One of TRANSAVIA's core management principles is that employee well-being has a direct impact on their workplace performance, team morale, and overall organizational culture. That is why openness and free communication are promoted within the organization, encouraging employees to share their problems and ask for help when needed.
“Additionally, we pay attention to several aspects that we constantly monitor, such as: employee well-being and satisfaction, absenteeism and retention rate, as well as communication and interpersonal relationships within the teams to identify any conflicts or tensions that could affect the psycho-emotional health of the employees. In addition, we constantly invest in our employees, support their careers and recognize their achievements, encouraging mutual respect, collaboration, optimism and good cheer. We thus try to contribute to the well-being of our employees, who are thus more motivated and productive.”, says our interlocutor.
Regarding performance evaluation and employee engagement, Sonia Mărginean considers it to be a complex and continuous process that requires very good collaboration between the manager and the employee.
„In our case, we constantly use multi-perspective (360-degree) feedback, including from peers, subordinates, and partners. We also encourage constructive feedback instead of negative feedback, so as not to discourage the employee. We conduct periodic performance reviews, where clear objectives and competencies that can or must be developed are established by department. Thus, each employee understands their strengths and how they can improve aspects related to their daily activities and current role, as well as the skills they need to develop to take the next step in their career.”.
„We are trying to differentiate ourselves in order to attract the attention of potential candidates”
The TRANSAVIA HR team strives to stay up to date with the latest innovations in the recruitment process in order to find the best candidates through an efficient and fair process.
“For example, on certain recruitment platforms we use artificial intelligence algorithms for writing job postings, as well as for CV screenings and predictive analytics to match candidates with the job requirements mentioned in the posting. At the same time, we use social networks to attract candidates and we promote our employer brand and career opportunities as much as possible. We also bring innovation to the job fairs we attend, trying to differentiate ourselves to capture the attention of potential candidates, increasing the chances of recruiting valuable talent. Furthermore, upon closing a position, we analyze the recruitment data used: the average time-to-fill, recruitment costs, and the retention of our employees in order to identify areas for improvement and make more informed decisions regarding our recruitment strategy., details Sonia Mărginean.
This recognizes that also this year – and unfortunately most likely in the future as well – the company will face the challenge of a shortage of specialized technical workforce.
“It is extremely difficult to find electricians, welders, mechanics, refrigeration technicians, boiler operators, etc., because interest in technological high schools or vocational schools is very low. We are getting involved in projects in this regard, alongside other companies and authorities, to encourage new generations to learn and practice such trades. Another challenge faced by the entire market is the change in how new generations relate to work and how they manage their income expectations in relation to their experience and the productivity they contribute to the company.”. At the same time, especially after the pandemic, employee retention requires more efficient strategies and motivational mechanisms. Legislative changes and regulatory dynamics that necessitate modifications to internal regulations or reporting can bring new challenges for human resources departments.
„Undoubtedly, there are also challenges stemming from economic and geopolitical volatility that leave their mark on employee well-being. However, the TRANSAVIA human resources team strives to anticipate challenges, identify potential risks in advance, and take action to minimize them and even transform them into opportunities.”, concludes Sonia Mărginean.
Interview published in Global HR Manager
