NATIONAL RAILWAY
COMPANY CFR-SA
RELAYS ON SPECIALISTS

To adapt to the competitive business environment specific for the market economy, a special and very important trend in the CFR-SA strategy is that of revitalizing the labor potential and improving its educational level by the recruitment of graduates from the superior educational institutions and also by encouraging and favoring the middle educated employees to complete their training by attending university courses.
Comparatively to the precedent years, now it has been agreed that for some specific specialization in the informational, construction or management fields, the minimum training level will be the university courses.
To attire an educated labor potential for the specialization fields where we lack an important number of personnel, we have organized popularization actions of the facilities and perspective offered by to any possible future railway employee.( meetings with the students in the final years of study, add posters, announcements in the newspapers, etc).
Within the statements of the Collective Labor Act of the company, until the end of the 199-2000 academic year, 39 the students have been offered scholarships and 12 employees attending academic courses to the private universities have been paid the study-tax.
The urge for educated specialized personnel of the CFR-SA increases day by day.
Thus, if from the 1999 promotion we hired over 230 personnel, the estimated need for graduates in 2000 surpasses the number of 330 employees.
I would like to point out the fact that, even if we are willing to co-opt as many young people with a superior degree for our company, this doesn't mean that we will ever accept non-values; on the contrary, the standards imposed on any possible future candidate within our company are very high and exigent.
Apart from a very good professional training proved with the degree obtained when graduating, a commission made out of the specialists and managers from the sub-unites of the CFR-SA interviews the graduates.
At last but not at least, the candidates are submitted to medical and psychological examinations that attest their capabilities of developing any activity they are hired for.
The company's concern for the future academy graduates continues also after they have been employed by their including in some specialising programs specific to each activity field, permitting thus a more efficient integration of the young employees within the specifics of their activity field.
The process of recruitment and employment of the personnel from the higher educational institutions, 2000 promotion, was initiated since 1999 when our company established its strategy and priorities necessary to achieve its goals.
This year the basic unites where we lack the personnel with higher education and also the professional profiles of the employees we might need, have been identified so that we will be able to establishing the specialisation domains, the zone repartition and the number of the possible recruited stuff.
The next stage was the establishment of the selection criteria for the candidates so that we could be sure that the CFR-Sa would enjoy in the near future the given contribution of some real professionals.
Subsequently, according to the BH examination period of time, the terms for candidates' applying for any position within our company have been fixed, so that there should be enough time for a better popularisation of our offer as well as for the candidates to send their application forms to the interested services of our company.
Presently, we are organising and on the level of the subsidiaries of the CFR SA, the eliminatory interviews for the candidates; the next stage will be the employing approval for the graduates in technique, juridical and economic education declared "admitted" (29 of September 2000).
In the case when to some of our subsidiaries there are much more "admitted" candidates than the job offer who have an inferior place within the final results, will be accepted in the sections where the offer for positions was not covered entirely.
I believe that the whole process will be finished until the end of November 2000. We underline the fact that the higher degree personnel recruitment and employing process will go on after this date too, certainly at a smaller level, depending on the personnel fluctuations and on the statistics completed by the specialised organisms of the Company.
To conclude with, I hope that I have succeeded in emphasising our company's needs and preoccupations to insure the necessary of the human resources with higher education.

Gavrila Vaduva