Personnel policies

CFR SA suggests modifying the organizational culture through some efficient personnel policies.

In the personnel policy, between 1998-2005, there are some important aspects like as:

Approaching of modern strategies for the personnel recruitment, beginning with the existing situation with regard to human resources of the company, the changes on the market, competitiveness, and productivity of planned work.

Elaboration of methods and strategies of selection, employment and integration of the company personnel, which satisfy the highest exigencies in this field. This aspect implies, in principal, the following stages:

- to determine the need of recruitment through a precise definition of each position in the company;
- to evaluate the recruitment possibilities in the company and outside it;
- selection of the candidates through up-to-date methods like as questionnaires;
- verifying the candidates' aptitudes and knowledge through interviews and evaluation tests.

Introducing an evaluation system for employed staff of the company depending on jobs' requirements and characteristics and for their responsibilities in order to determine the human potential in the company and to foresee the professional and promotion perspective of the personnel in the company.
The new technology imposed the elaboration of an improvement and qualification system for entire personnel like as increasing the level of qualification, enlargement of qualification area, achieving new qualifications.

Providing material incentives through staff contract to motivate the employees and to increase the attitudes of apartenence to the company, in order to achieve the economic parameters.

Permanent information about complaints and demands of the employees and finding solutions to them in order to prevent the social conflicts and decreasing them through social dialog, motivation of the personnel, improving work conditions.

The above objectives could be achieved only in some conditions like as:

- investments in informatization of the staff evidence system
- optimal qualifications and specialization of the staff in human resources department
- specialists for training the personnel of the company on the basis of up-to-date methods and information in the field
- financial equilibrium to allow the distribution of resources for decent and simulative wages for the employees.

Existence for track sector, SCB, electrification of a flexible scheme that allow the personnel hiring for a determined period (3-4 months) especially during the summer and for activities that do not require high qualification.

The most important objectives for the next years are the following:

• Renewal of the organizational culture of the company through:
  - a new image of the company;
  - sharing company's objectives and visions with all the staff;
  - valorification of each member potential and experience in order to participate to the company's success
  

• Implementation of a modern professional management through:
  - definition of infrastructure indicators of quality
  - decreasing the personnel number through productivity increase (from 47.770 in 1999 to 46.900 till the end of 2000)
  - determining recruitment and instruction standards for the personnel of the company
  

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