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Within UniCredit Group, the CEE Human Resources unit in the Central Eastern Europe Division is responsible for all staff-related matters of CEE banking subsidiaries in the CEE Division.
In 2006, the focus encompassed a wide spectrum of issues from integration and HR strategy, HR development and staff training to performance-adequate compensation. CEE HR pursued projects aimed at increasing cross-border activities in cooperation with its partners at UniCredit Holding and in the CEE banking subsidiaries.
CEE HR Strategy & Operations finalised a new model for cooperation between CEE Human Resources managers, which is aimed at promoting cross-border knowledge transfer and strengthening local know-how through intensive networking. In the course of structuring the CEE Division, innovative solutions were developed for the employees recruited from throughout CEE. Customised HR and change management concepts were elaborated and state-of-the-art UniCredit policies, such as the Executive Development Plan (EDP) implemented in cooperation with the local HR managers involved in merger and transformation projects.
Development & Learning collaborated with local HR managers in developing training & talent management initiatives and in EDP. Our employees benefited from target-group-specific development programmes such as UniQuest (for young executive staff) and UniFuture (for experienced managers). The goal of these activities is to have highly qualified executive staff and specialists on hand to take up key positions whenever needed. A special focus of integration and merger projects was on ensuring a high quality of training activities and on delivering optimum benefit. A specific challenge was the coordination of the first UniCredit Group-wide employee survey, “Your Voice, Our Future”, in the CEE countries and the corresponding follow-up. Furthermore, the first HR Newsletter “HR Leaders@Net” was compiled and mailed to all HR departments in the network (in particular CEE, Poland, Turkey) with the aim of improving cooperation and communication. A strategy was devised for a filesharing platform (finalised in January 2007) with the aim of facilitating cross-border cooperation.
CEE HR Compensation launched initiatives in the areas of expatriate management, executive compensation, management by objectives (MBO), compensation policy and legal & contractual compliance in 2006. With a view to paving the way for a performance-related and transparent system of variable salary components, the UniCredit Group’s MBO system was implemented at top and senior management levels in all countries.
In Group-wide cooperation, the policies for international staff deployment were standardised and a Group mobility policy defined.
In the field of HR controlling, the Planning & Standards unit collaborated with the HR partners in CEE and the UniCredit holding company on finalising headcount management reporting, planning and monitoring. In addition to assuring a consistent cost structure, a further area of work consisted in focusing on IT projects such as “Digi-Simplification” aimed at creating a UniCredit Group-wide HR IT platform as a means of increasing efficiency in HR work.