Cum iti mentii echipa motivata cand bugetele se restrang, iar presiunea pe rezultate creste? Si cum ramai competitiv in 2026\u00a0 intr-o piata in care angajatii au asteptari tot mai mari? Sunt intrebarile care probabil te preocupa acum. Iar daca te uiti la datele din studiile recente, acestea confirma preocuparile liderilor si arata ca este nevoie de o deschidere mai mare catre externalizarea activitatilor HR, prin leasing de personal.<\/p>\n
Piata muncii de anul acesta nu mai seamana cu cea din anii anteriori, conform raportului HR Insights<\/em> realizat de Asociatia Furnizorilor de Servicii de Resurse Umane. Tendintele din 2026 de pe piata muncii temporare au fost fixate in 2025. Anul trecut angajatorii au fost tot mai preocupati de adaptarea la noile conditii ale mediului economic (varianta aleasa de 58% dintre respondenti, fata de 51% in 2024), de digitalizarea proceselor si implementarea AI (53% dintre respondenti in 2025, fata de 14% in 2024) si de viteza de adaptare la nevoile clientilor (50% dintre respondenti, fata de 37% in 2024).<\/p>\n De asemenea, anul trecut a\u00a0 crescut si procentul celor interesati de capitalul uman \u2013 de la 22% (in 2024) la 41%. Angajatorii intampina insa provocari in motivarea angajatilor, in retentie si in achizitia de talente. De cealalta parte, tot mai multi candidati devin pretentiosi fata de viitorul job. Salariul, modalitatea de lucru (remote\/hibrid) si programul flexibil sunt principalele asteptari si criterii in functie de care isi aleg jobul, estimeaza angajatorii.<\/p>\n Ce solutii au companiile pentru a acoperi nevoia de personal temporar?\u00a0<\/b>39% dintre companii folosesc resurse interne, iar 31% – recomand\u0103ri interne. Doar 24% dintre companii lucreaza cu un agent de munca temporara in 2025, conform raportului HR Insights.<\/p>\n Datele arata ca responsabilitatea angajatorilor este de a mentine echilibrul intre optimizarea costurilor in business si pastrarea motivatiei angajatilor. Dar ce solutii ai la indemana in 2026? La conferinta HR Insights Forum<\/em>, organizata de AFSRU, lideri HR de top precum Mariana Vaida (CEO Smartemp), Razvan Bratu (Corporate Vice President, Head of Quote To Cash Honeywell), Anca Decu (People & Culture Director \u2013 UP Romania) <\/strong>si Adrian Dinu (CEO Creasoft)<\/strong> au prezentat solutii concrete pentru eficientizarea sii digitalizarea proceselor in business si beneficiile care pot creste motivatia angajatilor.<\/p>\n Mariana Vaida points out that regardless of experience level, candidates have become much more selective:<\/p>\n \u201cLately, we\u2019ve started seeing strong, interesting candidates, but they\u2019re also more demanding. What\u2019s striking is that it\u2019s not only the skilled candidates who are picky \u2014 even those without a qualification have become more selective.\u201d<\/p>\n<\/blockquote>\n This trend also shows in the demand for remote work. For many candidates, jobs without flexibility are simply no longer appealing.<\/p>\n \u201cOne of the first questions our recruitment team gets is: \u2018Is remote work allowed?\u2019\nIf the answer is none, the job instantly loses its appeal. Sure, we know the trend now is to bring people back to the office \u2014 but I don\u2019t believe it will ever go back to how it was before 2020, with everyone working full-time from the office. We also have to consider the costs related to physical spaces.<\/p>\n It\u2019s important that both employers and employees see remote work as a benefit \u2014 and as a partnership,\u201d says Mariana Vaida.<\/p>\n<\/blockquote>\n But remote work comes with a flip side. The boundaries of the workday are fading, and 11 p.m. emails are becoming a habit:<\/p>\n \u201cManagers are starting to point out that this behavior contradicts company policy. Still, there\u2019s a real risk that such abnormal behavior could become the norm,\u201d adds Vaida.<\/p>\n<\/blockquote>\n Cererea pentru munca temporara a ramas stabila in 2025, insa pozitiile white-collar au fost afectate de contextul economic si politic. Trimestrul al patrulea din 2025 si inceputul de an din 2026 este marcat de un optimism moderat \u2013 au revenit cererile din partea companiilor, dar doar pe anumite domenii de activitate.<\/p>\n \u201cAs a personnel leasing provider, Smartemp had a strong start to the year, with many requests. But by late May, we began to see a slowdown in white-collar jobs \u2014 specialists, top and middle management positions. We attributed that to the political and economic climate.\nThen came the summer, when we all know both candidates and employers lose interest in hiring or recruiting. This year, that quiet period lasted much longer, almost until the end of September, when demand finally returned \u2014 but only in specific industries,\u201d says Vaida.<\/p>\n<\/blockquote>\n \u201cFor temporary work, demand has remained steady \u2014 especially for blue-collar employees,\u201d she adds.<\/p>\n<\/blockquote>\n However, the seriousness of applicants for temporary jobs remains a constant challenge.<\/p>\n \u201cWe recently ran a recruitment project for temporary work. Out of 130 applicants, my colleagues spoke with every one of them \u2014 all seemed interested. How many actually showed up for interviews? Twenty. And only three were hired.\u201d<\/p>\n<\/blockquote>\n Mariana Vaida emphasizes the importance of candidate education and a well-structured recruitment process.<\/p>\n For small and medium-sized companies, outsourcing HR activities can significantly cut costs and save time.<\/p>\n \u201cIt\u2019s proven that outsourcing HR functions reduces operational costs by 20\u201325%, according to the PwC Workforce Expectations and Challenges Romania 2024 report.\nIn recent years, we\u2019ve seen growing awareness in this area. We now get requests from Romanian companies, not just multinationals. This openness comes from management changes and a stronger focus on measurable business results.\nThe financial savings from HR outsourcing are public and well-documented. Even HR departments themselves can be outsourced \u2014 not every company can afford an internal HR team or manager,\u201d says Vaida.<\/p>\n<\/blockquote>\n She adds that outsourcing allows entrepreneurs to access HR expertise without the cost of a full internal department:<\/p>\n \u201cBy outsourcing your HR processes, you gain a reliable business partner.\u201d<\/p>\n<\/blockquote>\n Digitalizing HR processes can boost productivity without reducing staff. Adrian Dinu, CEO of Creasoft, provides concrete examples:<\/p>\n \u201cMost time is wasted on paperwork \u2014 contracts, addendums. I strongly encourage everyone to use electronic signatures. Documents signed electronically are automatically added to the employee\u2019s digital file.\nThe software sends automatic notifications to employees and managers, letting you see in real time who has and hasn\u2019t signed their documents,\u201d says Dinu.<\/p>\n<\/blockquote>\n The CEO of Creasoft shared that he timed how long it actually takes to update a salary change in the paperwork:<\/p>\n \u201cLet\u2019s say the minimum wage changes in January 2026. One of our clients has over 2,000 employees \u2014 more than 1,000 at minimum wage. Updating their addendums and sending them for signature now takes less than two minutes. As documents are signed, they automatically go into the digital HR file.\u201d<\/p>\n<\/blockquote>\n Technology and automation thus help companies reduce costs without sacrificing people:<\/p>\n \u201cAI has helped us tremendously \u2014 we\u2019re a software company. We haven\u2019t laid anyone off, but our productivity has grown,\u201d he explains.<\/p>\n<\/blockquote>\n Are employees hesitant to embrace change and new digital tools? The outlook is encouraging \u2014 most are actually supportive of digital transformation:<\/p>\n \u201cI recently visited a client in Br\u0103ila, in the production sector, with 1,000 employees (*paid wiith with the national minimum wage). We delivered an HR kiosk \u2014 a self-service terminal where employees can log in to get certificates, pay slips, and vacation requests.\nTo my surprise, every blue-collar worker downloaded our app on their phone. I didn\u2019t expect that kind of adaptability. Management told me it\u2019s great because employees print their payslips from the kiosk, but get all other documents straight from the app,\u201d Dinu adds.<\/p>\n<\/blockquote>\n Employee motivation today depends not only on salary but also on flexibility and personalized benefits. Anca Decu, People & Culture Director at Up Romania, explains:<\/p>\n \u201cOnce you offer a benefit, even if it\u2019s only on paper, it becomes psychologically hard to remove it later.\nThe solution we use internally at Up \u2014 and also recommend to clients \u2014 is a flexible benefits budget. This allows employers to plan long-term costs.\u201d<\/p>\n<\/blockquote>\n She notes that meal vouchers are no longer seen as a true perk:\n\u201cPeople can hardly imagine working somewhere that doesn\u2019t offer meal vouchers. They are part of the salary.\u201d<\/p>\n \u201cThe top three benefits vary by age, gender, and region. The most popular are cultural vouchers \u2014 they have the best tax advantage \u2014 followed by contributions to Pillar 3 private pensions and vacation vouchers.\nThe Up platform also shows employees the tax impact of each option, so they can see which benefits are the most efficient,\u201d adds Decu.<\/p>\n<\/blockquote>\n This flexibility lets employees choose what suits them best, while HR can better manage budgets and business impact. Still, this balance depends on HR\u2019s strategic role within the company.<\/p>\n To truly motivate people, it matters how the company positions its HR function \u2014 and how open leadership is to understanding what employees want.<\/p>\n \u201cThroughout my career, I have had the opportunity to work as a strategic partner. At Up, our company size allows us to have an HR department \u2014 and, more importantly, leadership sees HR as a strategic ally.\nHR managers must understand the business and desired outcomes \u2014 not just the HR processes (you can always take a course for that). Otherwise, you end up creating beautiful projects just for the sake of it, with no real results or support from operations,\u201d says Decu.<\/p>\n<\/blockquote>\n HR now contributes directly to revenue generation while maintaining balance between personnel costs and employee expectations:<\/p>\n \u201cYou need to understand what the company wants to achieve in terms of profitability, and how you can influence that through reskilling, upskilling, organizational redesign, or new roles.\nAlso, keep a close eye on personnel costs \u2014 they must remain a manageable portion of total revenue,\u201d she adds.<\/p>\n<\/blockquote>\n \u201cUp is certified as a Great Place to Work, which means we listen to our employees through structured surveys managed by an independent third party every year.\nBut I\u2019ve also worked in companies where we handled surveys internally, using software \u2014 it didn\u2019t cost much. There are always ways to listen to employees\u2019 voices. The key is to maintain a continuous open-door culture, where people feel safe to speak up,\u201d says Decu.<\/p>\n \n<\/blockquote>\n In the corporate world, people are now feeling more pressure to perform, especially as budgets shrink. How can leaders ease this stress? It all depends on leadership style.<\/p>\n Cost optimization isn\u2019t just about processes and technology \u2014 it\u2019s also about leaders who know how to balance performance with empathy.<\/p>\n R\u0103zvan Bratu, Corporate Vice President, Head of Quote to Cash at Honeywell, explains:<\/p>\n \u201cThe leader is the key. When a leader is engaged, genuinely cares, and chooses the right partners \u2014 like HR \u2014 you can\u2019t really go wrong, no matter how tough things get.\nPeople watch everything their leader does \u2014 how they talk, dress, interact.\u201d Oamenii din organizatie se uita la tot ce face liderul, la cum vorbeste, cum se imbraca, cum interactioneaza.\u201d<\/i><\/p>\n<\/blockquote>\n Even if you have engaged leaders, conflicts between departments can still appear.<\/p>\n \u201cIn my role, I have revenue targets. Then IT comes and says, \u2018I understand \u2014 you need $7 million this year, but I can only give you $2.5 million.\u2019 That\u2019s when friction begins \u2014 between departments, priorities, and goals,\u201d says Bratu.<\/p>\n<\/blockquote>\n What solution do we have?<\/p>\n \u201cAlignment around a common purpose is crucial. If our shared goal is to grow by at least 10%, and everyone\u2019s compensation is tied to that target, everything changes.\u201d<\/p>\n<\/blockquote>\n R\u0103zvan Bratu says that the company\u2019s culture is extremely important, regardless of the working style:<\/p>\n \u201cAbsolutely \u2014 culture is what matters most. A strong company culture beats everything.\nIf your culture is built around unity and a shared purpose, things fall into place. Sure, there are many possible scenarios \u2014 I could technically do my job from a mountaintop, but hybrid presence still matters,\u201d Bratu says.<\/p>\n<\/blockquote>\n \u201cWe\u2019re a manufacturing company. Out of 100,000 employees, around 60,000 work in production. During COVID, we kept operations running. When workers got sick, we had to find solutions.\nThose of us in business lines decided to stand in solidarity with the production teams and not stay home,\u201d he adds.<\/p>\n<\/blockquote>\n Now, Honeywell operates in a hybrid model:<\/p>\n \u201cIt\u2019s important to consider costs, too. Having people work remotely has significantly lowered our expenses \u2014 bringing everyone back to the office would cost us several million dollars.\u201d<\/p>\n<\/blockquote>\n An open culture, where leaders act as mentors and prioritize their teams\u2019 needs \u2014 combined with shared company-wide targets \u2014 drives productivity and helps optimize costs.<\/p>\n Optimizing business costs doesn\u2019t have to mean losing valuable people. By integrating digitalization, strategic outsourcing, flexible benefits, and proactive leadership, you can boost productivity while keeping your team motivated.\nMaintaining a balance between strong performance and genuine care for employees is essential for long-term success.<\/p>\n SMARTEMP, a company with 13 years of experience in personnel leasing and 10 years of collaboration with multinationals, provides a complete service package (recruitment, personnel administration \u2013 contracts, addenda, payroll, benefits, declarations), all integrated into a transparent monthly fee per employee, which includes:<\/p>\n Gross salary<\/strong> Legal contributions and taxes<\/strong> Full compliance with labor law<\/p>\n<\/li>\n No risk of penalties or lawsuits<\/p>\n<\/li>\n<\/ul>\n Admin and operational costs<\/strong> personnel file management, contracts, Reges Online<\/p>\n<\/li>\n Tracking attendance and payroll<\/p>\n<\/li>\n Legal assistance and continuous HR support<\/p>\n<\/li>\n<\/ul>\n Recruitment and selection services<\/strong> Job ad promotion<\/p>\n<\/li>\n CV screening and pre-interviews<\/p>\n<\/li>\n Interview scheduling and onboarding<\/p>\n<\/li>\n<\/ul>\n All these processes are expensive to run internally \u2014 from job post fees to recruiter time \u2014 and a bad hire can cost up to 30% of the employee\u2019s annual salary, according to Forbes. Forbes<\/em>.<\/p>\n Ongoing coordination and management<\/strong> A dedicated project manager<\/p>\n<\/li>\n Monthly reporting<\/p>\n<\/li>\n Fast staff replacement (covering absences, leave, turnover)<\/p>\n<\/li>\n<\/ul>\n Request a personalized personnel leasing offer at office@smartemp.ro or call 0738 662 370. office@smartemp.ro<\/a>\u00a0<\/strong><\/p>\n Sources:\u00a0<\/strong><\/p>\n <\/p>\n Read also about staff leasing:\u00a0<\/strong><\/p>\nStrong Candidates Are Becoming Increasingly Selective<\/strong><\/h2>\n
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Temporary Work Demand Remains Stable. Employers Are Cautious with White-Collar Roles<\/strong><\/h2>\n
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Externalizing HR Activities Can Reduce Costs by Up to 25%<\/strong><\/h2>\n
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Electronic Signatures and Digitalization Save Time in HR<\/strong><\/h2>\n
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Flexible Benefits Boost Motivation and Reduce Wasteful Spending<\/strong><\/h2>\n
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HR Becomes a Strategic Partner Focused on Revenue and People<\/strong><\/h2>\n
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How can companies understand what their people actually want?<\/strong><\/h3>\n
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Engaged Leaders Make the Difference in Employee Retention<\/strong><\/h2>\n
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Can you achieve alignment with remote or hybrid teams?<\/strong><\/h4>\n
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How SMARTEMP Helps You Reduce the Costs of Hiring and Managing Temporary Workers<\/strong><\/h2>\n
Tailored to your requirements and market standards, in line with legal minimums or agreed pay scales.<\/p>\n
All statutory contributions (pension, health, work insurance, income tax) are paid by SMARTEMP as the legal employer, ensuring:<\/p>\n\n
The SMARTEMP personnel leasing offer covers everything you would otherwise handle internally:<\/p>\n\n
SMARTEMP takes care of:<\/p>\n\n
You also benefit from:<\/p>\n\n
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