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<\/figure>\n\n\n\nManagement team dinner with the NOBO CEO<\/p>\n\n\n\n
During this period, we have taken on 107 new employees, whilst 27 employees have left the company. Staff turnover is quite high, but this is down to the fact that we are in the early stages of the project; there is a lot of work to be done, and unfortunately, despite all our recruitment efforts, it sometimes happens that someone\u2019s expectations do not match what is actually happening here. This volume of recruitment and staff turnover naturally puts pressure on all departments, and with that come new conflicts and pressure on everyone involved. And, of course, this brings new and interesting situations that we have to deal with every day. On the other hand, that\u2019s exactly why I personally joined NOBO \u2013 I don\u2019t like getting bored at work.<\/p>\n\n\n\n
If I were to break these figures down in greater detail, we would find that the vast majority of new recruits are production operators. I\u2019ll pause here for a moment to discuss them, as this is a separate issue. At the start of the year, we had around thirty of them, and we have since promoted 10 of them. We knew that we would need around 100 of them for the so-called PZS (BMW\u2019s equivalent of R@R = a stress test of the readiness of technology and staff). Given the age of our company and the relevant legislation, we looked for these 100 people on the local labour market. We launched a major local recruitment campaign in cinemas, newspapers, on buses, on billboards and online, and conducted interviews every working day. Igor Limanov<\/a> Between February and April, we invited 245 candidates for interview; of these, 183 attended, 92 passed the tests, and 78 accepted our offer letter and have either started or will soon be starting. Unfortunately, 11 colleagues left us during this period, and of course, during our recruitment drive, we also managed to select a few employees who, sadly, were not \u201ecut out\u201c for the job. Alongside them, we also managed to take on a few professional sick-leavers who know the system of temporary sick leave inside out, as well as other shirkers with a penchant for various worldly vices. Unfortunately, this is the price we pay for a high volume of recruitment activity.<\/p>\n\n\n\n Alongside our local recruitment efforts, we\u2019ve also started recruiting in the Philippines, which I wrote about in a separate article. Over the course of 14 days in Manila, our colleagues interviewed over 450 candidates; 130 of them are currently going through the visa process, and we\u2019re already looking forward to welcoming the first 15 of them to NOBO next month. We\u2019re currently putting together an onboarding plan \u2013 covering the period between their arrival in Prague and their entry into the training zone. We need to arrange transport, accommodation, legal formalities, medical check-ups, as well as providing them with mobile phones and bank accounts\u2026 And all this for a large group of employees who won\u2019t all fit into a single car.<\/p>\n\n\n\n Apart from recruiting operators, we\u2019ve managed to take on nearly 40 colleagues in our specialist departments. I\u2019m absolutely delighted that the vast majority of these appointments were made without the help of external agencies; keen number-crunchers are no doubt already working out how much money Daniela V\u00edznerov\u00e1 RACR<\/a> Thanks to this performance, they were able to save the company money.<\/p>\n\n\n\n One role was a bit more challenging for me personally. We were looking for a new plant manager and managed to \u201esnag\u201c the final candidate, who will be joining us later this summer. From an HR perspective, this was quite an interesting exercise, as our requirements included experience in the following areas: the automotive sector, car seats, premium customers, the JIS system, the ability to communicate in Czech and English, and ideally experience with Asian culture. When I listed these requirements to my seven-year-old son at home, even he realised that there wouldn\u2019t be hundreds of people like that in \u010cesk\u00e9 Bud\u011bjovice and that we\u2019d have to work hard to find the right candidate.<\/p>\n\n\n\n In addition, we in HR managed to organise several events for staff. We prepared small gifts for Easter and International Women\u2019s Day, and this year we also continued to provide physiotherapy sessions for production staff. We\u2019ve agreed to cover part of the entry fee for staff volunteers taking part in the Bud\u011bjovice Half Marathon. For me personally, this will be my first time running it in exactly 10 years.<\/p>\n\n\n\n <\/p>\n\n\n\n A major focus for HR was the launch of the new canteen, including all the processes and systems that had not previously been in place at the company. So far, staff have mostly praised the food, and the current rating stands at around 3.7 stars out of a possible five. Given the tendency to \u201egrumble\u201c in our culture, I consider this a very good result.<\/p>\n\n\n\n All of this is the work of the entire HR team, which has grown by three new members during the same period. An in-house payroll accountant joined us in April Petra Kle\u010dkov\u00e1<\/a>, which will be importing payroll data from an external payroll agency over the coming months; together, we are updating all internal documentation and preparing for the arrival of hundreds more employees and the transition to shift work.<\/p>\n\n\n\n As well as Petra, we were also joined by Kate\u0159ina Kn\u00ed\u017ekov\u00e1<\/a> for the role of back-office specialist. Ka\u010dka knew about us thanks to my lectures at university, and she is replacing Pavla Dolansk\u00e1 in our team, who has decided to leave the company.<\/p>\n\n\n\n The latest new addition to the team is Jakub Michalec<\/a>, who has become our in-house facilities technician, and together we now deal with everything to do with the building, permits, inspections, cleaning, security\u2026 and these topics will one day be the subject of a separate article :-)<\/p>\n\n\n\n There are also an increasing number of rather amusing situations arising from the collaboration between our Czech and Chinese colleagues. Over Easter, Allen from our HR department went round the whole production floor with an Easter whip and learnt to say \u201ehody hody doprovody\u201c in Czech. Another colleague from China was shouting \u201ewait, wait, wait\u201c yesterday whilst preparing components, just as he was about to check that the version of the component in question was correct.<\/p>\n\n\n\n And we\u2019re continuing to develop our language skills on the other side too; staff have been given the opportunity to take part in Chinese language courses, which around 30 colleagues, including myself, are currently doing.<\/p>\n\n\n\n The next six months are set to remain very hectic, if only because we\u2019re hurtling towards the start of series production at breakneck speed. I\u2019d be delighted if you continued to follow me here. I\u2019d also appreciate any feedback in the comments below this post.<\/p>\n\n\n\n <\/p>\n\n\n\n <\/a><\/p>\n\n\n\n HR Manager in Nobo Automotive Czech Republic<\/p>\n\n\n\n 23 April 2025<\/p>","protected":false},"excerpt":{"rendered":" Tento t\u00fdden m\u00e1me v z\u00e1vod\u011b na n\u00e1v\u0161t\u011bv\u011b nov\u00e9ho CEO NOBO a j\u00e1 pro n\u011bj p\u0159ipravoval prezentaci v\u011bc\u00ed, kter\u00e9 se n\u00e1m povedly uskute\u010dnit od jeho prvn\u00ed n\u00e1v\u0161t\u011bvy. Naposledy tady byl p\u0159ed V\u00e1noci, tak\u017ee se jedn\u00e1 o p\u0159ibli\u017en\u011b o prvn\u00ed kvart\u00e1l leto\u0161n\u00edho roku. ve\u010de\u0159e management t\u00fdmu s NOBO CEO Za tuto dobu jsme nabrali do firmy 107 nov\u00fdch zam\u011bstnanc\u016f a 27 zam\u011bstnanc\u016f u n\u00e1s […]<\/p>\n","protected":false},"author":4,"featured_media":1459,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1457","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-novinky"],"ase":null,"_links":{"self":[{"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/posts\/1457","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/comments?post=1457"}],"version-history":[{"count":1,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/posts\/1457\/revisions"}],"predecessor-version":[{"id":1461,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/posts\/1457\/revisions\/1461"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/media\/1459"}],"wp:attachment":[{"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/media?parent=1457"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/categories?post=1457"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/tags?post=1457"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}![\"\"](\"https:\/\/www.nobo-auto.cz\/wp-content\/uploads\/image-62-1200x675.webp\")
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<\/figure>\n\n\n\nDavid Havelec<\/strong><\/a><\/h2>\n\n\n\n