{"id":5965,"date":"2021-02-04T14:51:00","date_gmt":"2021-02-04T13:51:00","guid":{"rendered":"https:\/\/sodapl.com\/?p=5965"},"modified":"2022-10-24T08:21:09","modified_gmt":"2022-10-24T06:21:09","slug":"women-can-do-it-hr-at-the-ho-how-to-take-care-of-the-working-atmosphere-during-a-pandemic","status":"publish","type":"post","link":"https:\/\/sodapl.com\/en\/women-can-do-it-hr-at-the-ho-how-to-take-care-of-the-working-atmosphere-during-a-pandemic\/","title":{"rendered":"Women Can Do IT: HR at the HO \u2014 how to take care of the working atmosphere during a pandemic"},"content":{"rendered":"\t\t
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Today in\u00a0the \u201cWomen can do\u00a0IT\u201d series \u2014\u00a0the interview with the HR managers: Lidia Szutkiewicz from Netguru, Katarzyna Gzyl from Codibly and Nkosikazi Khumalo from EMBIQ.<\/p>\n

Did you start your career in\u00a0the IT industry? What is your background when it comes to\u00a0your education and previous career path?<\/strong><\/p>\n

Lidia:\u00a0<\/strong>My\u00a0previous IT experience is limited to\u00a0graduating from an IT class at\u00a0secondary school [laughs]. I\u00a0studied Finance and Accounting, I\u00a0spent the next 12 years in\u00a0banking, first working in\u00a0sales and then as\u00a0an HR Business Partner. After 3 years, I\u00a0felt tired of having to\u00a0travel around the country all the time, because my\u00a0role required it. On\u00a0LinkedIn, I\u00a0came across a\u00a0job offer at\u00a0Netguru that interested me, and I\u2019ve been here for 1.5 years now.<\/p>\n

Katarzyna:\u00a0<\/strong>I\u00a0think my\u00a0IT path is not entirely standard. I\u00a0graduated from psychology and my\u00a0first professional area was coaching. From the beginning of my\u00a0career, I\u00a0was involved in\u00a0employee development \u2014\u00a0from working with the youngest through teenagers to\u00a0employees hired at\u00a0various organizations. For several years I\u00a0worked in\u00a0the \u2018Spring\u2019 Association, owing to\u00a0which I\u00a0found myself in\u00a0the IT industry, I\u00a0am\u00a0also a\u00a0certified scrum master. When I\u00a0started in\u00a0HR over 7 years ago, I\u00a0was involved in\u00a0the learning and development field, but I\u00a0quickly moved to\u00a0managing the entire path of an employee in\u00a0the company and all personal processes, from recruitment, through taking care of the motivation and commitment of teams, to\u00a0off-boarding.<\/p>\n

Nkosikazi:\u00a0<\/strong>I\u00a0have a\u00a0lot of different experiences, including working in\u00a0marketing and organizing gospel festivals. 13 years ago I\u00a0already dealt with recruitment and it was always the easiest to\u00a0recruit to\u00a0the IT department. When I\u00a0came to\u00a0the current company, I\u00a0immediately said that I\u00a0did not want to\u00a0have one position, since I\u00a0get bored quickly. By\u00a0way of elimination, I\u00a0chose the duties that suited me\u00a0best and I\u00a0now take care of HR.<\/p>\n

What do\u00a0you value most in\u00a0your current role?<\/strong><\/p>\n

Katarzyna:\u00a0<\/strong>IT as\u00a0a\u00a0work environment is constantly developing, changing much more dynamically than the other sectors. New roles, needs, and expectations appear practically month by\u00a0month \u2014\u00a0this means that there is no\u00a0such thing as\u00a0ready-made solutions that will prove themselves in\u00a0the coming years. Each time, the key is the ability to\u00a0flexibly adapt to\u00a0what is happening and looking for solutions appropriate to\u00a0a\u00a0given moment in\u00a0the organization\u2019s development. Another thing I\u00a0like about IT is its specificity \u2014\u00a0each action must be\u00a0precise and respond to\u00a0the specific needs of the team.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Katarzyna Gzyl<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Lidia:\u00a0<\/strong>The most enjoyable thing to\u00a0me\u00a0is that I\u00a0feel a\u00a0real impact on\u00a0our organization. I\u00a0am\u00a0aware that my\u00a0decisions affect who we\u00a0are as\u00a0a\u00a0company, what remuneration policy or\u00a0a\u00a0benefits strategy we\u00a0have, and how we\u00a0manage certain processes. On\u00a0the other hand, I\u00a0am\u00a0still learning a\u00a0lot and it happens that I\u00a0do\u00a0some things for the first time. I\u00a0like such challenges.<\/p>\n

Nkosikazi:\u00a0<\/strong>Yes, challenges that keep coming up and the fact that there is still a\u00a0lot of new things and areas to\u00a0explore \u2014\u00a0sometimes it turns out that it\u2019s 10:30 pm, and you are still reading because you really got into something [laughs]. For me, the influence that I\u00a0have on\u00a0the lives of the people I\u00a0employ is also very important. I\u00a0happened to\u00a0hire a\u00a0few people in\u00a0whom I\u00a0saw potential and who on\u00a0paper technically did not yet have the required experience. I\u00a0am\u00a0very happy that I\u00a0am\u00a0able to\u00a0help someone, seeing something more than what is written rigidly in\u00a0the CV.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Nkosikazi Khumalo<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Your greatest professional successes in\u00a0IT?<\/strong><\/p>\n

Lidia:\u00a0<\/strong>If you talk about this broader perspective, in\u00a02019 we\u00a0managed to\u00a0introduce the role of HR Business Partner in\u00a0Netguru, which is well perceived today. It\u2019s great that we\u00a0can help people with their challenges on\u00a0an on-going basis. We\u00a0are currently introducing the Talent Management System, which will serve employees as\u00a0part of supporting their development. One of the key initiatives my\u00a0team undertook was the introduction of a\u00a0regular employee satisfaction survey. We\u00a0quickly learned to\u00a0draw conclusions from it, and in\u00a02020 it was one of the most important tools in\u00a0ensuring appropriate, safe conditions for remote work for all members of the Netguru team.<\/p>\n

Nkosikazi:\u00a0<\/strong>I\u00a0hope the greatest successes are still ahead of me\u00a0[laughs]. Seriously, headhunting for a\u00a0client from Silicon Valley was such a\u00a0big achievement. The recruitment lasted 9 months, but it was successful and now this person works for us from Lublin.<\/p>\n

Katarzyna:\u00a0<\/strong>I\u00a0would like to\u00a0mention two successes of my\u00a0team here. The first is the quality of our recruitment processes. This is the result of our daily, tedious, and not necessarily spectacularly visible work. Every week and every month, we\u00a0check what else we\u00a0can improve and implement these solutions using the method of small steps. The other success is the growing awareness of the importance of HR in\u00a0an organization and what it can really offer, apart from recruitment itself, how it affects the functioning of employees, their motivation, and commitment.<\/p>\n

What surprised you the most about working in\u00a0IT? What is different from popular opinion?<\/strong><\/p>\n

Lidia:\u00a0<\/strong>We\u00a0<\/strong>often view the IT industry in\u00a0a\u00a0stereotypical way, associating programmers as\u00a0quiet, introverted people, preferably in\u00a0a\u00a0characteristic flannel shirt. I\u00a0dismissed such an attitude a\u00a0dozen years ago owing to\u00a0my\u00a0friend who, apart from being a\u00a0professional programmer, is also one of the biggest party people I\u00a0know. Being an introvert or\u00a0a\u00a0reserved person is simply a\u00a0question of personality and someone who works in\u00a0e.g. finance or\u00a0marketing can have such traits too. What struck me\u00a0much during my\u00a0work at\u00a0Netguru, and what was especially noticeable during the first lockdown in\u00a0spring, is how alive our values are. We\u00a0aim to\u00a0challenge the status quo and exceed other people\u2019s expectations, and indeed, everyone works like that. When I\u00a0saw this for the first time, I\u00a0thought, \u2018Wow, these are the people that really care.\u2019<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Lidia Szutkiewicz<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Katarzyna:\u00a0<\/strong>From the beginning of my\u00a0work in\u00a0IT, I\u00a0have had contact with people who were very \u2018non-standard\u2019 when it came to\u00a0the stereotypical perception of this industry \u2014\u00a0during a\u00a0company trip, we\u00a0were even asked in\u00a0a\u00a0hotel once if we\u00a0really worked in\u00a0IT [laughs]. What struck me\u00a0the most was the strong need for specificity and precision, which is sometimes a\u00a0challenge for me, because, as\u00a0you can hear, I\u00a0really like to\u00a0talk and explain [laughs]. It is also definitely a\u00a0sector for determined people who can convince others with strong arguments supported by\u00a0data, and at\u00a0the same time, are open to\u00a0diverse opinions of the team, from which they draw handfuls.<\/p>\n

Nkosikazi:\u00a0<\/strong>The person who recommended me\u00a0to\u00a0the company is also such a\u00a0type of party-goer, so I\u00a0had a\u00a0totally different idea about IT than an average person [laughs]. I\u00a0think that in\u00a0every industry, there are people with different characters and different needs. At\u00a0EMBIQ, we\u00a0work in\u00a0a\u00a0huge open space, and sometimes it\u2019s so loud that I\u00a0have an impression that I\u2019m in\u00a0primary school [laughs]. IT is definitely a\u00a0male-dominated industry nowadays, but I\u00a0am\u00a0here \u2014\u00a0among other things \u2014\u00a0to\u00a0change it a\u00a0bit.<\/p>\n

What else are you striving for? What are your career goals?<\/strong><\/p>\n

Katarzyna:\u00a0<\/strong>When it comes to\u00a0our team, I\u00a0am\u00a0thinking not only about complementing it with new people but also about internal development of all HR processes, taking care of the highest quality of our activities. Most of our tasks result directly from the strategic goals of the entire company \u2014\u00a0that is why we\u00a0work intensely, for example, on\u00a0employee development paths or\u00a0the role of the HR Partner. In\u00a0addition, I\u00a0want my\u00a0department to\u00a0organize itself and stimulate changes in\u00a0the organization using tools known from the Scrum methodology.<\/p>\n

Lidia:\u00a0<\/strong>As\u00a0an organization, I\u00a0would like us to\u00a0know how to\u00a0build a\u00a0close-knit community among people who work remotely. Thinking in\u00a0the remote-first category is still a\u00a0big challenge for us and I\u00a0would like us to\u00a0be\u00a0able to\u00a0care for others and their well-being on\u00a0a\u00a0daily basis, no\u00a0matter if they work from an office or\u00a0remotely. Coming to\u00a0the office has always been a\u00a0time when people could meet, eat breakfast, or\u00a0lunch together. Now it\u2019s not there, people are sitting alone in\u00a0their homes, and it is harder than ever to\u00a0establish a\u00a0closer relationship with team members. I\u00a0also want to\u00a0be\u00a0able to\u00a0recruit the best people for the organization and I\u00a0want us to\u00a0be\u00a0able to\u00a0give them enough space to\u00a0develop.<\/p>\n

Nkosikazi:\u00a0<\/strong>I, in\u00a0turn, would like to\u00a0build an HR team that will not only recruit but simply takes care of the employee. At\u00a0the moment I\u00a0am\u00a0doing it myself, but I\u00a0know that as\u00a0we\u00a0grow, it will no\u00a0longer be\u00a0possible. I\u00a0currently have a\u00a0rule that every employee can come to\u00a0me\u00a0with everything and we\u00a0will definitely try to\u00a0find a\u00a0solution. I\u00a0would like to\u00a0help people at\u00a0EMBIQ to\u00a0focus 100% on\u00a0their work even better.<\/p>\n

What advice do\u00a0you have for people who would like to\u00a0work in\u00a0IT?<\/strong><\/p>\n

Lidia:\u00a0<\/strong>Openness and the ability to\u00a0respond quickly to\u00a0changes are important. IT is an industry where change sometimes happens overnight, and the ability to\u00a0adapt can often determine the survival of a\u00a0team or\u00a0the entire business.<\/p>\n

Nkosikazi:\u00a0<\/strong>This openness is certainly very important because we\u00a0have the opportunity to\u00a0work with people from all over the world. Tenacity is important \u2014\u00a0IT gives a\u00a0lot of benefits and the opportunity to\u00a0travel, but also the need to\u00a0be\u00a0up to\u00a0date and look for a\u00a0path that will suit you in\u00a0100%.<\/p>\n

Katarzyna:\u00a0<\/strong>Don\u2019t rely on\u00a0what you\u2019ve seen and heard from someone, just try to\u00a0hear and understand people\u2019s real needs and expectations. If you have the opportunity to\u00a0work not necessarily for, but with IT, try it. You will have a\u00a0chance to\u00a0learn about the specifics of this sector, the language it uses, and the technological approach. And from more personal advice, patience and creativity are certainly important, because IT cannot use techniques and solutions known from other industries.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Today in\u00a0the \u201cWomen can do\u00a0IT\u201d series \u2014\u00a0the interview with the HR managers: Lidia Szutkiewicz from Netguru, Katarzyna Gzyl from Codibly and Nkosikazi Khumalo from EMBIQ. Did you start your career in\u00a0the IT industry? What is your background when it comes to\u00a0your education and previous career path? Lidia:\u00a0My\u00a0previous IT experience is limited to\u00a0graduating from an IT […]<\/p>\n","protected":false},"author":3,"featured_media":4435,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[1,885],"tags":[],"class_list":["post-5965","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-case-study","category-soda"],"acf":[],"yoast_head":"\nWomen Can Do IT: HR at the HO \u2014 how to take care of the working atmosphere during a pandemic - SoDA<\/title>\n<meta name=\"description\" content=\"Today in\u00a0the \u201cWomen can do\u00a0IT\u201d series \u2014\u00a0the interview with the HR managers: Lidia Szutkiewicz from Netguru, Katarzyna Gzyl from Codibly and Nkosikazi\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/sodapl.com\/en\/women-can-do-it-hr-at-the-ho-how-to-take-care-of-the-working-atmosphere-during-a-pandemic\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Women Can Do IT: HR at the HO \u2014 how to take care of the working atmosphere during a pandemic - 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