Kraft Foods, one of the largest confectioners in Romania, said it planned to freeze recruitment this year, according to human resources director Dorin Grigorescu, after moderate hiring in 2009 subsequent to the shutdown of its plant in Brasov.
“We plan on keeping staffing levels stable for the remainder of the year. We will probably make new hires at the marketing level or fill this year’s vacancies”, said Grigorescu.
The human resources manager anticipates 5% staff fluctuation this year, 1% above year-ago level, when staff migration narrowed three-fold year-on-year to 4% from 11% in 2008, in the wake of a sharp slowdown in FMCG activity coupled with the staff retention programs put in place by the confectioner.
However, the representatives of the company say the reduction in staff fluctuation rate is not solely attributed to the deterioration of labor market conditions, but also to the results of a company-wide career plan and succession planning programs it has implemented. Furthermore, Kraft’s recruitment policy is centered upon internal candidates, and runs external searches only when there is no employee eligible to perform the respective tasks.
Succession planning programs is aimed at developing internal personnel and talent in the organization, while ensuring the availability of experienced and capable employees to meet the business’ requirements, Kraft representatives said.
In 2009, the Kraft’s recruitment and promotion policy at managerial level paid off, the company filling 70% of vacancies from internal resources. “Between 2000 and 2007 we haven’t made any new hire from outside the organization. All successions have been made from internal searches”, Grigorescu said. In the 15 years since the launch of Kraft operations in Romania, only two of the 50 management board members have been recruited from outside the organization.
