HR strategy

The human resources management strategy reflects the company strategy, and the primary objective of all our HR processes is to make sure that our human resources are harmonized and capable of achieving set goals.

Recruitment, selection and employment

The first step is the selection process is the source of candidates - internal and/or external.

Participation of internal candidates is ensured in two way:

• through an internal notice published on the intranet or via e-mail   
• without a notice:
  
  • by promoting an employee within the organizational unit
  • through direct search for internal candidates on the basis of managers' recommendations 
  • through direct search for internal candidates through the Human Resources Management Department 

Participation of external candidates is ensured in three ways: 

• through external notices published on our website, notices published in the newspaper and on the internet
• without notices, by reviewing direct offers and/or recommendations of the Human Resources Management Department
• through services of head hunting agencies

Once we determine the selection process, it begins with the preliminary selection of candidates' resumes, according to specific requirements of the work post in question. An additional selection of the candidates' resumes is then made, depending on the received number of resumes. Following the first selection of the resumes, candidates are invited to take part in the HR selection. The HR selection consists of an IQ test, personality test and selection interview, depending on the post in question. Verifications of certain abilities, additional knowledge and skills may be included upon manager's request, depending on specific requirements of the post in question. Several rounds of selection interviews are generally conducted, depending on the post. After all selection rounds have been carried out, a candidate who best suits the necessary requirements of the work post is selected, and a letter of intent signed after mutual agreement, as the first step towards employment. All other candidates are informed of the selection process results.

 
Working week and working hours 

A working week at JGL is Monday to Friday, while working hours depend on the market. However, since we are a manufacturing company, a significant number of our employees works in three shifts, including the night shift, as well as on weekends, as a result of the working hours reassignment. Working week, as well as working hours, are in compliance with all relevant legal provision.

It is important to note that, besides the legal regulations in force determining work in shifts, we additionally award night work by providing higher financial incentives, as well as the work in shifts with an additional day of paid leave. Whenever possible, we also tend to include flexible forms of work into the work process through flexible working hours, occasional work from home etc.

Work systematization 

All positions within JGL are categorized into specific groups of work on the basis of the post description and the set of standard criteria. The posts are also ranked within the group of work based on the value of work. Groups of work are defined according to the main business processes (for example, product realization, marketing and sale, support, etc.), and they differ in regards to their development or implementation nature. Groups are also defined in accordance with the functional orientation (for example, IT, HRM), all with the objective to successfully manage these posts and employees working on them.

There are several levels within each group of work, where the higher level indicates a greater complexity of work, a higher level of expertise, and requires more complex skills. The classification of work is used as the basis for all other processes of human resources management in such a way that the rules for accessing development programmes, compensation rules and others are set and defined based on the specific group and the level of complexity.