Among other things, Slovenia works a lot in the field of smart cities, an example example of the New Site, which was developed on SAP technologies in cooperation with Telekom Slovenije.
Due to an increased number of projects, one of their major challenges is to provide staff. "In our ranks we want to have as many young, ambitious individuals as possible. We recently selected one at the workshop, which featured 10 selected youth potentials of 200 applicants. However, we will also try to find a place in our ecosystem of the other nine who are good, "says SAP Director Gregor Potočar.
They do not measure working hours, but fulfill their goals
In society, they seek a broader range of competencies for job seekers and, above all, a correct attitude toward work. "In a rapidly changing world, like the world of information technology, it is difficult to make a very precise job description. Therefore, we take people who are able, for example, in a year to play an extremely important role in the company from their position and influence other processes and achievements.
Our work schedule is flexible, the company allows work from home, and eventually scores the results, not the hours spent in the office.
We are looking for people who are also very enterprising in the soul, and then in the corporation can build their own cocktail, which ensures them a success. If they are successful, we are all successful. We are looking for individuals who show high ethical work, as well as maturity, "explains the interviewee. At the same time, he adds that he does not measure working hours, but meets the set goals – and those who are able to understand are also motivated to achieve these goals. They are most suitable for such work environments.
From education to reward
In the education of employees in the company they use a very wide range of state-of-the-art techniques. They share elective and compulsory education, most of them through digital platforms, where they are educated when the individual best suits them, and in the end there are also the appropriate tests of knowledge. According to the Director, some employees are also referring to thorough education, mostly overseas. It also takes care of the transfer of knowledge to both their partner ecosystem and the users. "Also, SAP technology users are very closely related, because we are also concerned about legislative changes, and we are looking for consensus."
For most employees, much of the salary is a variable part, up to 50 percent (including a director), meaning the other half is fully dependent on the outcome. Photo: Blaž Samec / Delo
Awarding programs are in line with expectations. For most employees, much of the salary is a variable part, up to 50 percent (including a director), meaning the other half is fully dependent on the outcome. All measurable indicators are prescribed each year in advance for each employee. They have specific goals, while others are more financially defined in certain roles. At the end of the year they review the fulfillment of goals and appropriately reward individuals. "In addition to the company's financial awards, we offer continuous training, the ability to work on specific projects, enable our employees to take time to volunteer and go to" social Sabbatical "because great motivation has proven to be a kind of competition with themselves. they were rewarded by traveling and socializing with colleagues from all over the world in Hawaii, with a valued family. This is very popular – says Gregor Potočar.
According to him, expectations are very high, and surpluses are very well rewarded. At the same time, they provide good working conditions, so they never wonder what kind of technique they will be doing, or about the official means of transport, and the like.
The company has a very small fluctuation, mostly internal fluctuation. They are highly involved in career planning. Each individual must have a clear picture of his career in the next three to five years, as well as remember what he is interested in in the coming years, and, of course, what he is doing today to be as qualified as possible for the next position: whether he educates, has appropriate mentors and in a similar way. "An employee must prepare for the next job, and when the job is opened, the best candidate will be." However, this is not an automatic promotion, but an internal competition, "says Potočar.
Director of SAP Slovenia Gregor Potočar. Photo: Blazh Samec / Delo
They also give great emphasis to successive planning – for most roles in society they have certain heirs, at least two internal ones are optimal, and always have lists of possible external candidates that can join them.
At the same time, they work with educational institutions as curriculum providers for students who can obtain certificates during schooling to become trained to work on SAP systems. This greatly increases employment opportunities with them, or for some becomes career orientation, meaning they come to work in the SAP ecosystem.
They also conduct volunteer programs in the field of literacy for young people, for which they have received the Horus Award. They work a lot with the Ypsilon Institute, where they teach young people or assist them in projects, and also co-operate with incubators in which young people team up and establish. They are included in mentoring programs, but as part of their capabilities, since they are small organizations, they are located in an international environment. Every year, they also have the initiative "Santa Claus for a Day", within which employees buy gifts they give to young people.
Democratic leader who gives a lot of confidence
General Manager of SAP Slovenia Gregor Potočar took over management in October 2016, and in May 2018 managed all SAP companies in Southeast Europe. SAP Slovenia has a unique position as it remains strategically in business solutions; They also do not intend to switch to hardware or consumer solutions. They remain in the B2B (Business to Business) environment, where companies recognize them as a safe choice for providing a technological future. The future is in the cloud because technology allows for quick and efficient adaptation to the needs of the enterprise and society as a whole. SAP is committed to sustainable development and, with the help of the latest technologies with many companies and countries, already offers solutions that focus on long-term goals, in line with its values.
Each individual must have a clear picture of his career in the next three to five years, as well as remember what he is interested in in the coming years, and, of course, what he is doing today to be as qualified as possible for the next position: whether he educates, has appropriate mentors and in a similar way.
Potočar came from SAP in SAP at the call of SAP regional leadership, and for months he talked about the transition. Having found a common language with them, he decided to accept the challenge. Still, he had to show many things, including his vision. Since he had a lot of freedom in his implementation, he had been in the region for about a year and a half. "This was a special challenge again, as I continue to lead Slovenia as a director, and I have given much of my work to a very experienced team so that I can focus more on the region where the focus is. However, you have to position yourself as a Slovenian in a big country, among people who are far longer than me and are much more experienced and add value. My position does not stem from the organigram, but from the fact that they feel that they can really bring something to them. I think that's what's right for us, "Potočar says.
In management, as he points out, there is a lot of mutual trust: if there is a certain agreement in the company, that must be accomplished. It has a very democratic approach to decision-making, aware of the importance of implementation. "I always strike a balance between creativity and the need to accomplish the tasks I seem to have a good balance, while at the same time investing heavily in leadership as a science or as a trade, one is managing everyday work processes, and another managing human resources. For everybody, we find our place here and in the future, everyone feels good and then gives up on their own. As I run all the SAP companies in Southeast Europe, I'm the leader of the leader, which means that the country directors report, which is only by itself complex and on a large geographic surface.
They do not measure working hours, but fulfill their goals. Photo: Blazh Samec / Delo
And these directors have to feel primarily the members of the South East European Steering Team, which is very difficult to guarantee. But with our colleagues, we have created a platform where this cooperation takes place at a high level. It is very important for me and my colleagues to provide a safe environment, a safe base. We are very on the ground with customers, overseas … sometimes there are very high pressures. We are experimenting a lot because it is a highly technological environment that often jumps to the unknown. My job is that every employee is aware that when problems arise – and of course they always come to them – they can come to me and I'll cover them & # 39; so we'll solve everything and we will not look for a culprit ", says Potočar. On the contrary, on the other hand, this requires a good flow of information to "tell everyone early enough about what is happening so that no escalation occurs, so that they do not lose … because the fact is that more heads know more and more."
Balance between business and private
He acknowledges that keeping the balance between business and private life is always a bit of a fight, although "I'm talking about work and private life now," Potočar says. "Our work schedule is flexible, the company allows work from home, and eventually the results are counted, not the hours spent in the office." For example, if, for example, I have three to four days of travel on which I have a full schedule from 8am to 10pm, I will be on the fourth or fifth day when I come back, trying to take a few hours for recreation or relaxation. Everyone must know so well that he does not enter the wall and lead to combustion.
Today, SAP Slovenia employs 40 employees.
You have to learn to look after yourself, but at the same time you must develop a good sense of prioritizing and be always selfish and say, "I can not answer every email and every call." The company is very open, Everyone sends an email to Potocar, his door is open to everyone, but the phone number is public, but sometimes people have no dimensions. However, as he says, he is always looking far into the future because people often catch people in short time periods to achieve results. "And if you catch this cycle, then it can become obligatory because it's a continuous jump across the river. But if you have a long-term cleanup, you know it's just a middle phase, not the end of the world." However, our global company Germany respects private time, as between 17:00 and 18:00 in the afternoon it stops communicating, even after emails do not send emails even over the weekend because they respect the private life of an individual, explains Gregor Potočar.
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