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SOCIAL RESPONSIBILITY

HUMAN RESOURCES

The Policy of TMK-RESITA in the Domain of Human Resources

The personnel policy represents an important factor in accomplishing the interests of the company, and it consists in the assembly of activities that are oriented towards motivating and maintaining the human resources in the organization, having in view the companys objectives achievement and satisfying the needs of the employees.

A special attention is given to creating a human resources management system that contributes to the development of the companys functioning components, with the objective of assuring the fulfillment of current and future programs that were established by the shareholders and the Administration Board.

The human resources policy contains the set of strategies that integrate the social and economic objectives, and it contains hiring, training and development, remuneration, promotion and human relations during work, elaboration of modern systems of employee selection and personnel marketing, increasing the efficiency of investments into personnel through optimizing the expenses related to human resources.

 Principles of the Human Resources Policy

On taking decisions regarding human resources, the interests of the shareholders and employees as well as their mutual responsibility will be respected.

The essential principles of human resources management are:

  • appreciation of the human factor as a vital resource;
  • repartition of the personnel in function of the individual capacity and in correlation with the companys interests;
  • increasing the responsibility of the managers, regarding the development of subordinates potential, in order to create conditions for raising the professional level and self-realizing of the subordinates and to stimulate the self-perfecting tendency;
  • granting equal and equitable retribution possibilities for all employees, in function of the personal contribution and the level of professional competence;
  • evaluation of the results coming from the activity that is deployed by the employees;
  • giving priority to personnel within the company with the occasion of the nomination for functions, by creating conditions for maintaining in labor the highly qualified personnel;
  • maintaining the principle of mutual respect between employees, maintaining the environment of open relationships and mutual confidence no matter the obligations and the functions that are occupied, therefore creating conditions for every employee to understand and respect the same behavior rules, that contribute to the companys prestige.

In order to give the best results, the modern labor organizing must bear in mind, on one side, the economic factor that the company holds and, on the other side, its social role:

  • assuring the health state of the employees, in relation with the results of the production activity;
  • keeping the partnership relations with the union organizations, that represent the interests of the laboring collectives;
  • respecting the social provisions from the collective labor contract.

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