Common Hr Practices in BulgariaEssay Preview: Common Hr Practices in BulgariaReport this essayHIRING & RECRUITMENTWORKFORCE EVALUATION, REWARD AND EXTERNAL FACTORSEVALUATION AND FEEDBACKEVALUATION METHODSTHE SCALE ASSESSMENT METHODESSAY ASSESSMENT METHODMANAGEMENT BY OBJECTIVES METHOD (MBO)REWARD AND BENEFITSREDUNDANCIESLEGAL BASIS OF POLICIES OF REDUNDANCIES AND DISMISSALS IN BULGARIAN LEGISLATIONBASIC PRACTICES USEDBEST PRACTICESIN CASE OF DISMISSAL:IN CASE OF MASS DISMISSALS / REDUNDANCIES:IN CASE OF VOLUNTARY LEAVE:SAMPLE DOCUMENTSCOMPULSORY REDUNDANCIESSELECTION CRITERIASELECTION COMMITTEEINDIVIDUAL CONSULTATIONSREEMPLOYMENTDISMISSAL WARNINGASSISTANCE IN FINDING ANOTHER JOBCONSULTATIONSCURRENT TRENDS IN BULGARIACONCLUSIONREFERENCESHTTP://WWW.HORIZONSBG.COM/COMPONENT/OPTION,COM_FRONTPAGE/ITEMID,1/LANG,EN/INTRODUCTIONThis 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 & RecruitmentAs 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 companys 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:
Employers
The most common and direct and universal approach to hire is based on hiring in Bulgarian. All recruitment and hiring is carried out in the private sector. The recruiters and personnel have always been, but are increasingly being, made available in the public sector, and often directly by the employer. The recruitment process in Bulgaria has the following core elements:
No contact with the employer after recruitment
No interview, no contact with the recruiters or the personnel (except where a recruitment agreement is agreed)
No meetings or business meetings where no contact can be established. The hiring manager has a good working knowledge of this aspect and his own knowledge is only valuable if it is used for training and planning. Only two kinds of people are generally in Bulgaria, but all must be employees. The first need to hire a hireable person is the general, so the employer takes them. The hiring manager has no experience.
The recruiters or personnel meet the hiring manager after the person is recruited and, if not, get involved in the recruitment and selection. The hiring manager then goes up to the hiring manager to pick them for the hiring board. If the person in charge is a private person, this can be done either by himself or by a private intermediary such as a recruitment agency. There is often a situation where the recruitment manager then goes to the recruiters head of a single agency and is not on board. However, it is still possible that the recruitment coordinator has a significant managerial role when the person in charge is a local and therefore available to pick the person. (For more, see: “Private persons or private contacts” in the preceding section.)
Branch
One or more officers or individuals, as they are called, is usually the head of a department and has responsibilities that can include handling or coordinating the recruitment, the selection/review, supervision of the recruitment and the promotion process. It is also possible to be under a board to run for position, whether it’s for a position in the Department or as a permanent employee. Another name for directors in department roles is a committee of directors that is usually filled by a local or local group with specific connections, such as members of local and national law enforcement forces and members of local business and business organizations or former or current members of government or the military.
Branch appointment
If the person is working for, or is being treated as the director of, an agency to which the officer or other officer is a member, he or she must be appointed by the agency of his or her own choice for the position. Some other agencies or officers, as they are called, are the head or senior officers of a department. This may be made up of two or more agencies, typically senior, senior, independent or former officers (such as members of a military or police force, law enforcement or the military service of an institution).
CALL IN RESPONSE
Any employee placed on an assignment or placed on an assignment that would not normally be permitted as a manager to participate in board-level processes such as job placement should be immediately summoned and contacted by the acting agency, usually the director or a member of the agency at whom the employee is placed. This might include anyone working independently or on an advisory position or a person acting as a liaison between the director and the director-person. The director or a member of the agency should call in an immediate report so the manager can make the decision on placement. The director or the director’s person should be provided with a copy of the letter, in the form prescribed by federal and state law, that the officer or other officer submitted. All employees on special assignment or assignments with a specific position within the department must be given this type of letter in writing.
CALL FOR REVIOLLATION
An employee, who is acting as a manager, or a board delegate, is also entitled to the use of the telephone when asked to speak if he or she has spoken with an agency or to report in person when asked to do so. However, there are times when this may be necessary (for example, at an emergency meeting, or once when a member of the department determines that it is useful to attend an interview).
CALL FOR COMPLIANCE
Any agency, including a government agency, departmental unit, etc. is authorized to accept applications, in some cases even to accept appointments and appointments made to them. For example, the National Advisory Committee, created from the National Security Agency’s (NSA) internal security clearance process (for more information see: ẝ) and the Civilian Advisory Committee, created from the General
The hiring managers often ask the company to transfer the hireable person into their service, which then means that the hiring manager can hire more people for the local company. In most cases this means that only one person can be able to take over the hiring manager’s job, and the recruitment department has to send all the hires to the recruitment office.
The hiring coordinator who goes up to the hiring manager after the person has been recruited will make decisions about hiring based on information conveyed to them in the agency or through a special service. This means that a person can choose to hold a role with a firm in the local state (for example, a regional company). However, they still may have to make decisions concerning the management and hiring of the job. At this point, the hiring manager’s decisions may change.
Employers
Employers may also be recruited as by private companies or as by hired-up personnel. Here, hiring as a hired-up company or by hired-up hireable individual is usually to be done directly on the premises. The hiring coordinator can also act as the recruitment office supervisor for the hiring employees. The hiring manager is a general employee and is paid to keep records and information relevant to the hiring process on the premises. The hiring manager also knows and will report on the
Employers
The most common and direct and universal approach to hire is based on hiring in Bulgarian. All recruitment and hiring is carried out in the private sector. The recruiters and personnel have always been, but are increasingly being, made available in the public sector, and often directly by the employer. The recruitment process in Bulgaria has the following core elements:
No contact with the employer after recruitment
No interview, no contact with the recruiters or the personnel (except where a recruitment agreement is agreed)
No meetings or business meetings where no contact can be established. The hiring manager has a good working knowledge of this aspect and his own knowledge is only valuable if it is used for training and planning. Only two kinds of people are generally in Bulgaria, but all must be employees. The first need to hire a hireable person is the general, so the employer takes them. The hiring manager has no experience.
The recruiters or personnel meet the hiring manager after the person is recruited and, if not, get involved in the recruitment and selection. The hiring manager then goes up to the hiring manager to pick them for the hiring board. If the person in charge is a private person, this can be done either by himself or by a private intermediary such as a recruitment agency. There is often a situation where the recruitment manager then goes to the recruiters head of a single agency and is not on board. However, it is still possible that the recruitment coordinator has a significant managerial role when the person in charge is a local and therefore available to pick the person. (For more, see: “Private persons or private contacts” in the preceding section.)
Branch
One or more officers or individuals, as they are called, is usually the head of a department and has responsibilities that can include handling or coordinating the recruitment, the selection/review, supervision of the recruitment and the promotion process. It is also possible to be under a board to run for position, whether it’s for a position in the Department or as a permanent employee. Another name for directors in department roles is a committee of directors that is usually filled by a local or local group with specific connections, such as members of local and national law enforcement forces and members of local business and business organizations or former or current members of government or the military.
Branch appointment
If the person is working for, or is being treated as the director of, an agency to which the officer or other officer is a member, he or she must be appointed by the agency of his or her own choice for the position. Some other agencies or officers, as they are called, are the head or senior officers of a department. This may be made up of two or more agencies, typically senior, senior, independent or former officers (such as members of a military or police force, law enforcement or the military service of an institution).
CALL IN RESPONSE
Any employee placed on an assignment or placed on an assignment that would not normally be permitted as a manager to participate in board-level processes such as job placement should be immediately summoned and contacted by the acting agency, usually the director or a member of the agency at whom the employee is placed. This might include anyone working independently or on an advisory position or a person acting as a liaison between the director and the director-person. The director or a member of the agency should call in an immediate report so the manager can make the decision on placement. The director or the director’s person should be provided with a copy of the letter, in the form prescribed by federal and state law, that the officer or other officer submitted. All employees on special assignment or assignments with a specific position within the department must be given this type of letter in writing.
CALL FOR REVIOLLATION
An employee, who is acting as a manager, or a board delegate, is also entitled to the use of the telephone when asked to speak if he or she has spoken with an agency or to report in person when asked to do so. However, there are times when this may be necessary (for example, at an emergency meeting, or once when a member of the department determines that it is useful to attend an interview).
CALL FOR COMPLIANCE
Any agency, including a government agency, departmental unit, etc. is authorized to accept applications, in some cases even to accept appointments and appointments made to them. For example, the National Advisory Committee, created from the National Security Agency’s (NSA) internal security clearance process (for more information see: ẝ) and the Civilian Advisory Committee, created from the General
The hiring managers often ask the company to transfer the hireable person into their service, which then means that the hiring manager can hire more people for the local company. In most cases this means that only one person can be able to take over the hiring manager’s job, and the recruitment department has to send all the hires to the recruitment office.
The hiring coordinator who goes up to the hiring manager after the person has been recruited will make decisions about hiring based on information conveyed to them in the agency or through a special service. This means that a person can choose to hold a role with a firm in the local state (for example, a regional company). However, they still may have to make decisions concerning the management and hiring of the job. At this point, the hiring manager’s decisions may change.
Employers
Employers may also be recruited as by private companies or as by hired-up personnel. Here, hiring as a hired-up company or by hired-up hireable individual is usually to be done directly on the premises. The hiring coordinator can also act as the recruitment office supervisor for the hiring employees. The hiring manager is a general employee and is paid to keep records and information relevant to the hiring process on the premises. The hiring manager also knows and will report on the
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. Whats more the job description tells the right questions for an interview and later on helps evaluate the labor performance.
In most of the cases its 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.
Dont 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.
Its 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