Common Hr Practices in Bulgaria

HIRING & RECRUITMENT 4

WORKFORCE EVALUATION, REWARD AND EXTERNAL FACTORS 6

EVALUATION AND FEEDBACK 6

EVALUATION METHODS 8

THE SCALE ASSESSMENT METHOD 9

ESSAY ASSESSMENT METHOD 10

MANAGEMENT BY OBJECTIVES METHOD (MBO) 10

REWARD AND BENEFITS 11

REDUNDANCIES 14

LEGAL BASIS OF POLICIES OF REDUNDANCIES AND DISMISSALS IN BULGARIAN LEGISLATION 14

BASIC PRACTICES USED 15

BEST PRACTICES 16

IN CASE OF DISMISSAL: 16

IN CASE OF MASS DISMISSALS / REDUNDANCIES: 16

IN CASE OF VOLUNTARY LEAVE: 17

SAMPLE DOCUMENTS 19

COMPULSORY REDUNDANCIES 19

SELECTION CRITERIA 19

SELECTION COMMITTEE 20

INDIVIDUAL CONSULTATIONS 20

REEMPLOYMENT 20

DISMISSAL WARNING 21

ASSISTANCE IN FINDING ANOTHER JOB 21

CONSULTATIONS 21

CURRENT TRENDS IN BULGARIA 21

CONCLUSION 22

REFERENCES 22

HTTP://WWW.HORIZONSBG.COM/COMPONENT/OPTION,COM_FRONTPAGE/ITEMID,1/LANG,EN/ 22

INTRODUCTION

This paper discusses the common practices and rules which guide the various HR processes in Bulgaria. It is focused primarily on the issues of hiring, reward, redundancies, and other factors to employment. All of the information has been gathered through desk research, most of which was conducted on the web. The information gathered has been made available from reliable sources. Due to the fact that information about Bulgarian HR practices is scarce or partial in English, most of the findings have been translated from Bulgarian.

Hiring & Recruitment

As in any other country, in Bulgaria hiring and recruitment is crucial to the business. The human factor has always been and will be the most important in any company's success. As in any other country there are certain rules and guidance used in hiring. Those are crucial to the proper selection for the business' sustained development and success. The theory underlying the hiring of personnel as well as some additional advice for the recruitment process are summarized below. These practices are not specifically indigenous to Bulgaria. Some of them have been derived from European tradition and practice. The most commonly used practices and insights in Bulgaria for a successful hiring process can be outlined as follows:

* Creating a network of contacts with talented people in order not to waste time and efforts when a vacant position shows up.

* Working with young people, developing them and being on good terms with them because they are a long-term investment for your business.

* The process of search and selection should be quick and effective. This process requires lots of time and efforts since a vacant position is equal to loss of productivity. On the other hand, successful candidates receive lots of job offers and any delay could be fatal.

* Paying the necessary attention to the job description. It is of utmost importance for the creation of correct expectations both in you and in the new employee. What's more the job description tells the right questions for an interview and later on helps evaluate the labor performance.

* In most of the cases it's useful to lay more weight on the personal competences rather than on the experience, because people gain experience but they become a part of an organization through their specific characteristics. Take into account the mission and purposes of the company and define the personal qualities needed.

* Don't leave the newly appointed employee wander about piles of information. Take care of his gradual introduction into the organizational culture, type of work and social circle. You can either organize training or attach a more experienced employee to the new person in order to introduce him and follow his development. This will help the adaptation easier and the newly appointed will work more effectively and will be more dedicated to the company.

* In most of the cases online advertising is more successful since the Internet has entered our lives and many of us are attracted from its swiftness and from the opportunities it offers. Online advertisements will surely reach younger people.

* It's of utmost importance to create a team consisting of various people who will provide various points of view to the problems in the company and will enrich the social relations. Therefore it is useful to hire younger people as well as older ones, men as well as women, employees with different strong points.

* Develop the employees and give them opportunities to grow through career planning, inside promotions, various tasks and projects.

* Define the profile of the candidate you are looking for in order to appraise where you can find him and how you can attract him. Advertise in various places in order to approach more different people.

* Spread advertising in different newspapers, in the company site, schools, universities, professional organizations. The use of spreading advertisements in professional organizations is that they reach professionals who are not actively searching for a new job. If you need specialists with specific skills advertise in specialized sites and editions.

* Compose an advertisement just like you would compose a literature text - with grabbing the attention sentences that will provoke the reader to continue reading.

* Researches show that companies in Bulgaria are most satisfied with candidates who have been recommended from employees, than (in decreasing line) from candidates from the site, from new-comers from university initiatives, from the attracted