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VIVACOMranks among the largest employers inBulgaria
with 5,433 employees scattered in 130 points across the
country. All of them with their individuality, different
demographic profile, education and professional
experience contribute to the diversity of the company
and the creation of a colourful and dynamic working
environment.
2018 passed without major structural changes, we
also noted a decrease in personnel turnover, which
reinforced the sense of stability of the employees.
Under these conditions, management was focused on:
Improving the internal processes for organizing
the work of the whole company;
Updating the human resources management
system;
Improving the working environment;
Enhancing the dialogue between senior andmiddle
managers with their teams;
Introducing new methods for attracting and
recruiting employees;
Integration of a variety of training methods as part
of employee retention and development policy.
In 2018, the main focus of the company’s strategy
on employees was to increase their engagement.
This is one of the key measures for an organization’s
success – a higher engagement is an indicator of how
much people are satisfied with their employer and
job, whether they promote their company as a good
place to work beyond its confines, do they associate
their future with it. The engagement also shows
whether employees recognize the company’s goals
as their own and whether they are highly motivated
to make a personal contribution for achieving them.
Specifically for VIVACOM and our corporate mission
according to which ‘The customer is in focus!’, the
higher engagement of employees leads to more
satisfied customers.
In the fourth consecutive engagement survey
took part 87% of employees, which ensured the
representativeness of the results. Our engagement
level in 2018 rose by 4% compared to the previous
year, which is 2% more than the target set in 2017.
The result is commensurate with the average for the
high-tech sector. Over the past year, we have growth
in absolutely all areas rated, with top 5 outlined from
employees being:
Working with direct supervisors;
Managing differences;
Work tasks;
Teamwork;
Reputation.
Objective employee feedback motivates management
to continue making efforts in turning VIVACOM into
an even better employer and a preferred place for
career development. This year, assessment areas in
which employees identified need for improvement
will also be discussed in working groups in order to
propose concrete measures for change. Thanks to
this systematic approach applied after each annual
engagement survey since 2015, the overall indicator
level has risen by 9%.
4.2.1.
Employees
4.
PERFORMANCE
4.2.
Inspiring
The struggle for personnel in the tech industry is a
constant challenge that the company has to deal
with. In order to be successful and to select the best
future telecom professionals, in 2018 we simplified
and facilitate the process, while at the same time
diversifying and expanding the selection channels.
We believe that in order to attract even more qualified
specialists, it is important that they understand
firsthand what it is like to have a career in one of
the highly-valued employers in Bulgaria. That is why
we have set up one of the most up-to-date formats
for representing the employer’s brand, by creating a
series of video ads for different directorates. Within
1.5 minutes, they present the relevant position in an
accessible and interesting way so that candidates
have a clear idea of how one business day passes
and what are the daily challenges.
The video business cardrealistically presents the work environment, the
friendly environment and the team that awaits their
new additions.
Our innovative approach was also appreciated by
an outside audience for the company – we received
the award in category ‘Employer Branding Video’
at the prestigious Employer Branding Awards 2019,
organized by b2b Media.
Together with the new way of presenting vacancies,
we have also maintained the already established
practices for reaching potential prospective
employees, and through the past year:
We presented the attractive positions in a total
of 13 career forums throughout the country;
We continued our successful joint project with
the Telecommunications Faculty of the Technical
University – ‘VIVACOM Technical Academy’ – to
identify talented young engineers with potential;
We've expanded the internal encouragement
program related to the personnel recruitment
process – ‘Recommend a Friend’, and it is
already active not only for Residential Sales,
Customer Service and IT directorates, but also for
Exploitation and Network Support;
39% of young talents remained in the company
thanks to our large internship program in the
accounting year, compared with 31% in 2017.
4.2.2.
Personnel Recruitment and Selection
Number of
employees: 5,433
Average age:
39 years
56% men and
44% women
Number of new
hires for the
reporting period:
704
Percentage of employees
regularly assessed for their
performance and professional
Number of promoted
employees: 380
Personnel
turnover: 14%
ANNUALREPORT
2018
INTEGRATED
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