Industry IT

Employees 32

HSM – MAMFORCE Standard

HSM has been in operation for over thirty years, with the distribution and integration of various hardware and software solutions as their main business, most notably the Salesforce platform. The company is a renowned technology consultant, with an in-depth understanding of the business processes of various types of clients. In the region, it operates from its offices in Zagreb and Belgrade, and is expanding its business to different EU member states. The HSM have turned their acronym into a slogan that reflects the essence of their story: Human Sense Moves (technology and business).

Open positions

Industry IT

Employees 32

Challenges

Development of DEI Culture
Performance Management
Communication
Well-being
Talent Management & Career Development

Our people are at the core of the HSM, and the supportive working environment is important to us, as is the company culture that is primarily based on humanity, accessibility, and open communication. This is the very reason why participating in the MAMFORCE initiative represented a logical next step towards an even better working environment for all of us.

Jelena Jelinic Cvirn,

Member of the Board and HR Director

MAMFORCE Partnership

As the result of the evaluation of the management system and of the existing practices at HSM, regular annual employee surveys have been introduced to get their feedback on all relevant issues. Periodic surveys are being carried out at team levels, to determine which specific challenges these separate groups are facing. These surveys, designed to investigate the specific needs of individual groups of employees, are being carried out through an intuitive software solution that allows for simple monitoring of results, and supports HR analytics. This helps the company adjust the management methods and produce the desired results effectively. The approach taken by the company in dealing with the identified challenges resulted in 96% of employees now ready to recommend the employment at HSM to others.

The quarterly internal team reviews have been improved, and one-on-one communication between each employee and the HR department has been introduced. In line with employee preferences, the array of health-related benefits has been widened by the introduction of the Multisport Card, and of annual extended health check-ups. There is an option of housing subsidies for those employees who do not own their own living space, and the system of salaries and financial rewards has been defined additionally: a detailed plan of specific financial rewards linked to company performance and team results has been developed, and presented to all the employees, which resulted in increased understanding and transparency of this segment of company policy.

Regular team building activities are being organised at the company level, workshops on business plans and strategy for the upcoming midterm period are held, working hours are defined flexibly, and remote work is allowed when family circumstances demand it. Comprehensive annual education and training plans are developed, consisting of the programs to develop professional competencies and soft skills, and participation in female leadership conferences and trainings is encouraged. The culture of giving and receiving feedback has been improved, and all the workplaces and work contracts are gender-adjusted. All these measures resulted in a 100% score on the dimension of the sense of belonging to the organisation, and 96% of employees would recommend the HSM as a good workplace for women.

Rezultati

Improved Inclusive Leadership 4%

Better Work-life Balance 7%

On the collaboration with the MAMFORCE team

In the process of improving any business process or working method, including those in HR, quality support on the part of all individuals and teams involved is extremely important. The experience that the MAMFORCE team has, their insight into our needs, and consistent transparency and pleasant communication made it much easier for us to make these important steps towards HSM becoming an even more inspiring environment for our employees.

Jelena Jelinić Cvirn, Member of the Board and HR Director

Employee Testimonials

Jelena Mihovec,

Head of Marketing

I have been working at HSM for six years, and I have witnessed visible progress of HR practices within the company, particularly over the past couple of years. Employee wellbeing is really the number one priority, and flexible working arrangements, individual approach, and the two-way feedback make up a valuable platform for open communication and further professional development.

Andrea Vida Lukina,

Office Manager

I started working at HSM five years ago, and although it was obvious right from the start that the employees and their opinions are not being taken for granted, I can say that things keep getting better from year to year. Responding to the wishes and needs of the employees, several benefits are now being offered (Multisport, health check-ups), and flexible working arrangements help us establish a work-life balance. One-on-one communication, and the regular quarterly discussions certainly help in that.

Unesite sadržaj projekta

PROJECT COORDINATOR

PARTNERS

The implementation of the project is co-financed by the European Commission through the REC (Rights, Equality and Citizenship) program.

This information was published as part of the EU project “Redefine Work-Life for Women and Men” with the financial support of the European Union Program “Rights, Equality and Citizenship” (2014-2020). Spona Code is solely responsible for the content of this website. The European Commission does not accept any responsibility for how the information on this website will be used.

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