KSI in VAGABOND

In the past years the field of human resources changed a lot. The modern HR specialist is deeply engaged with tasks like staff motivation and satisfaction, with establishing and maintaining of organisational culture, thus ultimately helping for the success of the company. Anelia Gorgorova, CEO of Key Success Indicators consulting company, can talk for hours about the challenges before the HR specialist and the benefit of his presence in any company. She knows what she talks about. Mrs Gorgorova has 16 years of experience in the field, and Key Success Indicators offers professional and outsourced services in the field of management consulting and human resources, trainings and development.

How an HR can help?

If he is experienced enough and knows the business well, he can give adequate advice on the management on how to motivate and keep the staff and to support them into the implementing of such processes. If we have to compare inside and outsourced HR, both have advantages. The advantage of inside HR specialists is that he is a part of the company, knows the business well, can be visible during the whole of the time and easily can support the managers in people management processes. The advantage of outsourced HR is all of the above mentioned, but you can use one specialist and behind him will be a whole team with different professional expertise, at a very competitive price. It can be used as a long term engagement or only for a project for implementation of a new HR process, its optimization or organisational change. We at KSI are often hired as outside HR specialists to fire people and to optimize personnel, but we also engage in projects for increasing of employees’ satisfaction, assessment and development program training activities.

The well trained HR specialist with experience in business has accumulated a number of real-life situations, and can be really helpful with his expertise. He also has to know people and to be visible. HR has an administrative side in it, where knowledge of the law frame and finance elements are a must, but it transcends it, as the good HR has to work actively with the people in the company. This takes a lot of energy, but it ultimately pays back.
In certain situations the HR often has to abandon his role as an initiator of social dialogue with the employees, and to play the ‘bad cop’. This is required in serious cases that ask for a sober decision and evaluation. There are really hard decisions, for example I have fired exceptional professionals who had made grave, often fatal, mistakes in their job, because if their behavior would had been left unsanctioned, they would had given bad example to the others. This is, however, a part of the manager’s job, but many prefer to delegate it to the HRs.

 

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