FOCUS ON Business 4 May-June 2022

focusonbusiness.eu No. 3 (4) | May–June 2022 ISSN 2720-3549 PRICE EUR 6 (INCL. 8% VAT)

INTRODUCTION

Ladies and Gentlemen, Every year, May and June are the season of business events, not only in Poland, but also in other countries. This year, in the business services sector, this season began much earlier with the Outsourcing Stars Gala and The BSS Forum organized by Pro Pro­ gressio. These events are among the most important in Europe and, as every year, attracted hundreds of participants. The next weeks and months will bring a series of events in Poland, Germany, Portugal, Bulgaria and other countries, but those are The BSS Forum and the Outsourcing Stars Gala which we write about on our pages.

I invite you to read the fourth issue of FOCUS ON Business, in which we have collected a number of publications and interviews in the areas of business, invest­ ment and HR. Dozens of pages filled with valuable content.

This time our main article is an interview with Marek Szul – Vice President of Lionbridge in Poland, a person honoured by Pro Progressio with the title of The Mana­ ger of the Year 2021. Marek Szul is a man who, apart from his daily duties, finds time to engage in helping seniors and protecting bees. He told us about how he does it.

The pandemic in Poland has been transformed into an epidemic emergency.

This situation changed a lot in terms of the work carried out by many companies.

A large percentage of organizations have decided to return to offices, which means that in the coming months we may expect to see the return to wider direct relation­ ships between companies. May this trend last as long as possible.

I invite you to read the FOCUS On Business magazine.

Editor in Chief

Editorial office EDITOR-IN-CHIEF: Dymitr Doktór | dymitr.doktor@proprogressio.pl MANAGING EDITOR: Elwira Przybylska | elwira.przybylska@proprogressio.pl DTP: Iwona Księżopolska ADVERTISING: reklama@proprogressio.pl PUBLISHED BY: Pro Progressio spółka z ograniczoną odpowiedzialnością spółka komandytowa ul. Dziekońskiego 1, 00-728 Warszawa www.proprogressio.pl EDITORIAL OFFICE ADDRESS: ul. Dziekońskiego 1, 00-728 Warszawa

Focus on Business | May–June 2022

Selected photos come from stock.adobe.com.

An electronic version of the Magazine see the website www.focusonbusiness.eu.

All rights reserved. No copying, reproduction or photocopying allowed without written consent of the publisher.

The views expressed in this publication as well as the content of the adverts are not necessarily those of the editor.

LEGAL SUPPORT: Chudzik i Wspólnicy PRINT: Drukarnia Jantar

CIRCULATION: 3000 copies PLACE AND DATE OF ISSUE: Warsaw, 26.05.2022 AUTHORS: Marcin Witkowski • Michał Lisawa • Agata Józefiak • Marek Szul • Grzegorz Kmieciński • Jan Szulborski • Agnieszka Wójcicka • Agnė Camara • Anna Tymoshenko • Bożena Szczypiór • Janusz Nowak • Katarzyna Pączkowska • Aleksandra Trzcińska • Martyna Petrus • Iwo Paliszewski • Paweł Woźniak • Katarzyna Piotrowska • Małgorzata Niedźwiedzka

3

INDEX

6 8 18 20 22 26 30 38 40 42 44 4

BUSINESS NEWS WIND OF CHANGE in Tricity: The BSS Forum and the Outsourcing Stars Gala 2022 2022 saw the 9th edition of the flagship Pro Progressio event, recognized as one of the most inspiring networking events that yet again brought the BSS sector in Europe together.

New Real Property Developer Act 29 April 2022 marked ten years since the Act of 16 September 2011 on the Protection of the Rights of Buyers of Flats or Houses entered into force.

New regulations in Polish Labour Code We talk to Michał Lisawa, LL.M, Attorney-at-law and head of the employment practice at Baker McKenzie.

Four Paramount Trends that Construct Digital Workplace Almost 90% of surveyed workers and managers say they are satisfied working from home.

How to furnish a multi-functional office?

Modern approach to offices treats them as more than just workplaces.

MAIN INTERVIEW The strongest bridges are built together Interview with Marek Szul, Vice President of Lionbridge Poland.

INVESTMENT NEWS Offices – From Workspace to Experience Space Over the past two years, we have learned to adapt to unforeseen scenarios.

An analysis of the office market in a shifting landscape: availability and occupier demand At the end of 2021, Poland’s total office stock stood at 12.2 million sq m, having grown by approximately 1.25 million sq m in 2020-2021.

ESG – a revolution that will change the real estate industry Issues related to ESG, are changing in front of our eyes from the phase characteristic of early development and testing, into a permanent trend.

Focus on Business | May–June 2022

46 48 52 54 58 62 64 70 72 74 78 80 Focus on Business | May–June 2022

International House Vilnius: Soft Landing for International Talent Even the most prepared newcomers can find themselves puzzled at times.

2022 in Poznań marked by the development of real estate Both the commercial and residential real estate markets are developing very dynamically in Poznań, and more plots are awaiting upgrades.

Częstochowa – a 15-minute city The idea of Anne Hidalgo is beautiful. From the point of view of the inhabitants of Częstochowa, city located about 1,500 kilometers from Paris, it is even a necessity.

Katowice – the city on top, the city on the podium Stable and balanced development of every city would not be possible without an appropriate economic background.

Smart Kielce. City of sustainable development We talk to Bożena Szczypiór, Deputy Mayor of Kielce, about the challenges that the city faces and the opportunities which will determine its further development.

Bydgoszcz open to people and business An open gate in the coat of arms of Bydgoszcz is not just a symbol.

Close cooperation between the education sector and business is the priority Interview with Janusz Nowak, Vice-President of Elbląg.

HR NEWS Trends that will shape the Labor Market in 2022 The trends driving transformation are not new, but newly urgent.

Who are the most desirable employers in Poland?

We talk to experts from Antal Poland about the newest edition of the Most Desirable Employer report.

Increasing interest in Polish IT specialists An interview with Paweł Woźniak, Head of Business Development & Recruitment, Link Group.

Custom Recruitment Support More and more often we deal with situations, where a business expecting a rapid growth notices workforce shortages and new recruitment needs emerge.

5

BUSINESS NEWS CONNECTED BEEHIVES ARE BEING BUILT ALL OVER SWEDEN – COLLECTING DATA FROM BEES TO STRENGTHEN BIODIVERSITY

ORACLE AND AICPA & CIMA TEAM UP TO TACKLE THE TECHNOLOGY SKILLS GAP IN FINANCE

BeeLab, an initiative by the Nordic tech

ty for both humans and nature. Bees are

Oracle and the Association of Interna­

company Tietoevry, has been awarded

one of the most important creatures on

tional Certified Professional Accountants

SEK 600,000 in funding from the Swedish

the planet by maintaining biological diver­

(the Association) founded by the Ame­

Board of Agriculture (Jordbruksverket)

sity. Honeybees live in communities and

rican Institute of CPAs (AICPA) and

to expand the network of connected

hives, and are therefore well suited to col­

the Chartered Institute of Management

beehives throughout Sweden. Data col­

lect research data from. With data such as

Accountants (CIMA), announced an intro­

lected from the connected hives are used

temperature, weight, air pressure, humi­

ductory certification series to address

for research and to strengthen biodiver­

dity or air quality collected via IoT-sensors

the technology skills gap in finance and

sity. With the funding, it will be possible

and with the help of AI, we can get a com­

accounting. Created in collaboration

to build and install digital hives in all 25

pletely new understanding of how bees live

with Oracle, AICPA & CIMA’s new “Agile

beekeeper districts in the country.

and see long-term trends. The more hives

Finance Transformation Certification

BeeLab is an initiative of Tietoevry

we can install, the better that understan­

Series” is designed to equip finance lead­

where digital beehives are connected in

ding will be – says Mikael Ekström, bee­

ers with practical knowledge required

a nationwide network. With the help of

keeper and senior digitization advisor at

to embrace the latest finance techno­

sensors (IoT), a mobile app, cloud solu­

Tietoevry.

logy, processes, best practices, and skills

tions and artificial intelligence (AI),

Today, the project consists of hives

to help them succeed in changing busi­

the project enables monitoring of bee

in seven Swedish cities. With the help

ness environments and accelerate their

colonies. By collecting and analyzing

of the extra funding, the initiative is

careers.

data, BeeLab creates a better understan­

planning to, together with HSB Living

As businesses navigated recent

ding of how to avoid bee deaths and

Lab, the Swedish Beekeepers' Associa­

market disruptions, finance teams rapi­

diseases, and help beekeepers take care of

tion and Linnaeus University, expand

dly embraced cloud technology that

their colonies better.

with a nationwide network of connected

would help drive critical business deci­

hives, in all of Sweden's 25 beekeeper

sions. However,only 10 percent of finance

districts.

leaders believe their teams have the full

– BeeLab shows how digital solu­ tions can contribute to improving the socie-

complement of technology skills needed to support their organization’s finance transformation ambitions. To meet demand, create career advancement opportunities, and help their organiza­ tions succeed, finance professionals are hungry to improve their digital trans­ formation skills. Yet, only six percent of finance leaders say they have a robust finance training program in place.

The course materials walk through critical steps for finance leaders to begin the transformation journey from the per­ spective of a finance practitioner who has successfully completed a transformation project. The certification series features key elements including: • Practical steps to guide a finance trans­ formation journey • Proven best practices and correspond­ ing operational blueprints • New skills that support and accelerate career development • Real world experiences delivered by Oracle finance leaders based on their own finance transformation.

6

Focus on Business | May–June 2022

CHINA TO DOMINATE ECOMMERCE BY 2025 China is the current leader in the eCom­ merce industry. At least up until 2025.

According to the numbers presented by SafeBettingSites.com, the Chinese eCom­ merce industry will produce $1626 bil­ lion in yearly revenue by 2025. In 2021, the annual income of the Chinese eCom­ merce industry stood at $1368 billion.

The United States has been playing catch-up with China regarding the eCom­ merce industry. According to the data available on Statista, the United States eCommerce industry accounted for $799.7B in 2021. However, the US eCom­ merce industry will witness rapid growth in the next few years. The US eCommerce industry brought in $449B in revenues in 2017. The annual revenue stood at 799.7B in 2021, and it is expected to grow up to $1365B in 2025.

Therefore, in the period from 2017 to 2025, the US eCommerce industry is expected to grow by more than 204%.

Similarly, in the period from 2021 to 2025, the US industry is expected to grow

the eCommerce leader in the next few

eCommerce industry in 2025, with

by 71%.

years. However, China’s growth rate

$324.6B in revenues. European super­

is expected to slow down compared to

powers the United Kingdom and Ger­

the US.

many will complete the top five. How­

In China, the growth from 2017 to 2025 is expected to be just 61% compared to 204% in the US. From 2021 to 2025,

It’s safe to say that China and

ever, annual revenues in these countries

the Chinese eCommerce industry should

the United States will continue to domi­

will be pretty insignificant compared to

grow by about 19%. Regardless, China

nate the eCommerce industry. As per

the eCommerce industries of China and

is expected to hold on to its position as

the report, Japan will be the third biggest

the US.

BRICKNODE RECOGNISED AS A WEALTHTECH100 COMPANY FOR 2022 Bricknode, a leading SaaS financial

Bricknode is a pioneer in the Wealth-

FinTech Global director Richard

services platform, has been named in

Tech space having launched one of the first

Sachar said: The rise of digital distribu­

the WealthTech100 list for 2022, launched

cloud investment technology platforms.

tion channels and online financial pro­

by specialist research firm FinTech

Bricknode helps financial institutions

ducts has opened new client segments for

Global. The prestigious ranking highlights

launch modern, digital investment

investment firms and financial advisors.

the world’s most innovative technology

products, with little or no development

As a result, businesses that fail to keep up

solution providers that address digital

requirements.

with the latest technologies and innova­

transformation challenges for invest­

Bricknode Founder & CEO, Ste­

tion will be less competitive and lose mar­

ment firms, banks and fintechs. This year,

fan Willebrand, said: I’m delighted that

ket share over time. The WealthTech100

a panel of analysts and industry experts

Bricknode has been named in the Wealth­

list helps senior decision-makers in

voted from a list of more than 1,200 busi­

Tech100 list for 2022. Innovation in

the industry filter through all the vendors

nesses to identify the 100 WealthTech

the investment sector is growing rapidly

in the market by highlighting the leading

innovation leaders.

as established wealth management firms

companies in areas such as client acquisi­

The WealthTech sector has expe­

and new market entrants launch the next

tion, financial planning, portfolio manage­

rienced rapid growth over the last two

generation of investment products. We’ve

ment and digital brokerage.

years as COVID-19 restrictions have acce­

been developing our capabilities since 2010

lerated the need for digital products and

and are ideally placed to help these com­

remote client communications.

panies achieve their goals.

Focus on Business | May–June 2022

7

BUSINESS

WIND OF CHANGE in Tricity: The BSS Forum and the Outsourcing Stars Gala 2022

Job Fair, the “Before Night”, The BSS Forum conference, and the Outsourcing Stars Gala attracted a crowd of more than 1,200 participants. Over a dozen lectures and presentations were delivered, hundreds of thought-provoking debates and meetings were had, and let us not forget about an eagerly awaited networking opportunity – all topped off with best-in-class entertainment.

2022 saw the ninth edition of the flagship Pro Progressio event, recognized as one of the most inspiring networking events that yet again brought the BSS sector in Europe together.

9

BUSINESS

JOB FAIR

For the first time, and in line with the “Wind of Change” leitmotif, Pro Progressio decided to move forward with an updated formula for its annual gathering. This meant supplementing the Forum and the Gala with the "My Work, My Development, My Choice" Job Fair, which included workshops for students and employees of companies within the BSS. Job Fair’s agenda was designed to cater to the needs of both the managers and employees from Poland and abroad interested in starting their careers in the modern business services sector. This was a pioneering move as nothing of the kind was organized in Poland ever before.

Held in the impressive building of the Academy of Fine Arts in Gdańsk, the Job Fair was visited by more than 800 people.

10

Focus on Business | May–June 2022

CITY TOUR

City Tour ranked among the most popular fringe events happening around The BSS Forum and the Outsourcing Stars Gala.

Its participants toured the most inter­ esting office locations in Tricity and had the opportunity to pay site visits to some of the top-class Tricity facilities boasting the best arrangements for their tenants.

BEFORE NIGHT AMONG THE STARS

"Before Night" – an evening of networking that took place on the eve of The BSS Forum – was a well-attended affair, as so often is the case. Held in the stylish interiors of the 34th floor of the Olivia Star skyscraper, its participants reveled in the spectacular city and coastline panorama until late into the night, all while nibbling away on snacks and wine. Many guests kicked off their evening with a visit to the Olivia Garden, a truly astonishing tropical garden located on the building’s ground floor.

Focus on Business | May–June 2022

11

BUSINESS

THE BSS FORUM

The BSS Forum took place at the Courtyard By Marriott Gdynia Waterfront hotel. Several hundred participants and several dozen speakers from Poland and abroad were there that day. Debates and lectures formed a program strongly focused on cur­ rent trends and challenges in the area of modern business services. The proceedings were divided into three parallel streams that covered the following areas: Business, Sales and Development, and HR. The event’s special guest was Peter Ryan from Ryan Strategic Advisory based out of Canada. He revealed the exclusive list of the hottest and most desirable BPO locations in the world in 2022.

Wiktor Doktór, CEO of Pro Progressio, remarked: The main objective of ‘The BSS Forum’ remains the same – discuss the most important topics and challenges faced by the modern business services industry. Nearly 400 participants from Poland, Europe, and Canada is a testament to the fact that we prepared an agenda that met their expectations. I am thrilled that this year we have also added the Job Fair event to The BSS Forum; it proved to be the missing piece of the jigsaw and we know already that the it will become a permanent fixture of our events in the future. Tricity was supposed to experience the wind of business changes. It most definitely happened.

12

Focus on Business | May–June 2022

GALA OUTSOURCING STARS 2022 One of the staples and among the most anticipated moments across all Pro Pro­ gressio events was the ninth edition of the Outsourcing Stars Gala. Hundreds of guests gathered in the industrial set­ ting of the Plenum building located in the Gdańsk Shipyard in order to take part in celebrating past 12 months in the BSS industry. As always, excellent live music made for a truly breathtaking experience.

The results of the Outsourcing Stars competition were revealed at the Out­ sourcing Stars Gala.

This award honors the fastest-­ -growing companies and the most pro­ minent business environment organi­ zations in the business services sector.

A total of 13 prizes were awarded.

Focus on Business | May–June 2022

13

BUSINESS

THE WINNERS OF THE “OUTSOURCING STARS 2022” ARE:

14

BPO: INFOSYS

SSC: 3M GSC POLAND

CALL CONTACT CENTER: TRANSCOM WORLDWIDE POLAND

IT – SOFTWARE DEVELOPMENT: SOFTSERVE POLAND

PERMANENT RECRUITMENT: MANPOWERGROUP

IT CONTRACTING: LINK GROUP

Focus on Business | May–June 2022

RPA: NORDEA BANK ABP

ACCOUNTING, HR, PAYROLL: BPION POLAND

DEVELOPER: CAVATINA

REAL ESTATE: CBRE

CITY: INVEST IN POMERANIA, TRICITY

BUSINESS

INNOVATIVE BUSINESS SOLUTION: INOVATICA AGV

MANAGER OF THE YEAR: MAREK SZUL – VICE PRESIDENT, LIONBRIDGE

16

Focus on Business | May–June 2022

THE MANAGEMENT BOARD OF PRO PROGRESSIO WOULD LIKE TO THANK OUR PARTNERS AND SPONSORS FOR THE SUPPORT IN ORGANIZING AND MAKING THE JOB FAIR, THE BSS FORUM, AND THE OUTSOURCING STARS GALA A RESOUNDING SUCCESS

ORGANIZER

STRATEGIC PARTNER

GOLD SPONSORS

PLATINUM SPONSOR

PARTNER CITIES

PARTNERS AND SPONSORS OUTSOURCING VERBAND GERMAN OUTSOURCING ASSOCIATION

MEDIA PATRONS

OUTSOURCING JOURNAL SHARED KNOWLEDGE FOR D-A-CH & GLOBAL MARKETS

IPOSTA

HONORARY PATRON

BUSINESS

New Real Property Developer Act Text | Marcin Witkowski

29 April 2022 marked ten years since the Act of 16 September 2011 on the Protection of the Rights of Buyers of Flats or Houses, commonly referred to as the Developer Act, entered into force. During these ten years, the Act has frequently been criticised. It was argued that its provisions were too general and far from precise. Over time, it has become clear that it requires amendments to ensure an adequate level of buyers' protection.

Listening to critical voices regarding

are purchased together with shares in

the sale offer. The reservation agree­

the 2011 Developer Act, the Polish legis­

garages or storage rooms.

ment should be executed in writing

lator proceeded to work on introducing

In addition, some provisions of

a new law. As a result, the Act on the Pro­

the 2021 Act will also apply to sales con­

under pain of nullity.

Under the new Developer Act, any

tection of Rights of Buyers of Flats or

tracts of already constructed residen­

contract falling within its scope may be

Houses and the Developer Guarantee

tial premises concluded by entrepre­

preceded by a reservation agreement.

Fund was enacted on 20 May 2021. It will

neurs other than developers, i.e. those

The reservation fee is not a man­

enter into force on 1 July 2022. The new

who have purchased units from a deve­

datory element of the reservation con­

Developer Act brings significant changes

loper to resell them to consumers. In this

tract. However, if the parties decide

to protect buyers of residential pre­

case, the new Act will include provisions

to include one, its amount must not

mises better.

concerning the reservation contract and

exceed 1% of the price of the residen­

acceptance of the acquired property.

tial premises provided in the informa­

SCOPE OF APPLICATION OF THE NEW REAL PROPERTY DEVELOPER ACT

RESERVATION CONTRACT

The new Developer Act will apply both

The old Developer Act did not contain

PROTECTION OF BUYER'S PAYMENTS

to developer contracts, i.e. those con­

provisions on the reservation agreement.

The new Act only provides for two means

cluded before or during the execution of

This contract has evolved during busi­

of protecting the buyer's payments, i.e.

a development project, and those signed

ness practices. In the absence of statutory

open and closed escrow accounts.

by the developer after the construction

regulation, developers virtually freely

Before the developer starts sel­­­ling

has been completed.

shaped the content of the reservation

the housing units, they should sign

tion prospectus.

an open escrow account or a closed

The new Developer Act will apply both to developer contracts, i.e. those concluded before or during the execution of a development project, and those signed by the developer after the construction has been completed.

escrow account contract with a bank.

The 2011 Act did not specify when the developer should open the escrow account.

The escrow account contract should be signed for a single development pro­ ject. However, if a development project

18

Additionally, the legislator provides

agreement. That undoubtedly posed

has separate stages, each stage should

that the new law will also apply to con­

a threat to the consumers' interests.

have a separate escrow account.

tracts concerning commercial premi­

Therefore, the legislator decided to intro­

The significant changes introduced

ses if such agreement is concluded with

duce the institution of the reservation

by the new Act also include the devel­

the contract of sale of a flat or house.

agreement to the new law.

oper's obligation to maintain the open

Also, the commercial premises must con­

Per the new regulation, the reser­

escrow account until the last title has

stitute part of the same project. These

vation contract's essence is to temporary

been transferred within the develop­

are the cases in which flats or houses

exclude the selected flat or house from

ment project or its stage.

Focus on Business | May–June 2022

DEVELOPER GUARANTEE FUND The new Developer Act also establishes

The creation of the Fund should

a Developer Guarantee Fund (the "Fund"),

be perceived positively. Undoubtedly,

a separate account within the Insurance

there was a need for a mechanism ena­

Guarantee Fund.

bling the recovery of amounts paid by

The Fund's money will come from,

buyers on account of the price. How­

among other things, developers' contri­

ever, on the other hand, it should be

butions. Such contribution will be calcu­

noted that the obligation to pay contri­

lated as a product of the percentage rate

butions to the Fund will increase the pro­

(specified by the competent Minister) and

ject's costs, which, as a result, may lead to

the value of the buyer's or developer's

growing prices of premises in the devel­

payment to the escrow account.

oper market.

The creation of the Fund should be perceived positively. Undoubtedly, there was a need for a mechanism enabling the recovery of amounts paid by buyers on account of the price.

Money accumulated in the Fund will be used, among other things, for reimbursement of buyers' payments to the open escrow account. It shall be paid if the buyer withdraws from the con­ tract or, in case of the developer's bank­

Author Marcin Witkowski | attorney-at-law Chudzik i Wspólnicy Radcowie Prawni

ruptcy, its trustee's withdrawal from the agreement.

Focus on Business | May–June 2022

19

BUSINESS

New regulations in Polish Labour Code

We talk to Michał Lisawa, LL.M, Attorney-at-law and head of the employment practice at Baker McKenzie about the changes that await us this year after the entry into force of the amendment to the Polish Labour Code.

FOCUS ON Business: We have been hear-

4 years old, without their consent, in over­

the parental leave will be extended from

ing a lot recently that the amendment

time, night shift, the system of interrupted

32 to 41 weeks in the case of birth of

to the Polish Labour Code, which comes

working time or to post them outside of

one child and from 34 to 43 in the case

into force in a few months, aims to

their regular place of work. This prohi­

of birth of more than one child. This

ensure a balance between work and pri-

bition will be extended to parents taking

leave could still be taken by each of

vate life of working parents and carers.

care of children of up to 8 years old.

the parents. However, each parent will

What specific regulations are to provide

Employees taking care of children

have the exclusive right to 9 weeks of

these groups of employees with a better

of up to 8 years old will also have the right

parental leave from the above total dura­

"work-life balance”?

to request a flexible organization of work,

tion of the leave. This right cannot be

Michał Lisawa, Baker McKenzie:

that is, applying the telework, a flexible

transferred to another parent.

These changes result from the EU directive

working time system (e.g. interrupted

In addition, the protection of em­­­

2019/1158 on work-life balance for parents

working time, shortened working week or

ployees making use of their right related

and carers. They are meant to make it

weekend work), flexible working hours,

to parenthood will be extended. First,

easier for parents to reconcile work and

individual working schedule or decreased

as a rule, the protection against dis­

fa­­­mily life. Poland is obliged to implement

working hours. However, the employer

missal will cover not only employees on

these new laws until 1 August 2022.

will be able to reject such a request by

leaves related to parenthood, but also

providing justification related to its needs

those granted a flexible organization of

and capacity.

work. Second, such protection will also

In particular, employees will gain the right to 5 days of special unpaid carers' leave per year. It can be taken in order

cover all preparations in connection with

to ensure personal care of or support

The changes also concern issues related

an intention of dismissing an employee.

for a family member or a person living

to maternity, parental and childcare

Third, the protected status will start on

in the same household, which requires

leaves. There will be, among others

the day of submitting a relevant request

care or support due to important medi­

the extend of scope of protection for

by the employee for a leave or a flexible

cal reasons.

employees on maternity leave, leave on

organization of work.

The prohibition of preparations in

Changes result from the EU directive 2019/1158 on worklife balance for parents and carers. They are meant to make it easier for parents to reconcile work and family life.

connection with an intention of dismiss­ ing an employee seems particularly con­ troversial. It is not clear exactly what actions of the employer will be forbid­ den. For example, one could wonder if this prohibition covers also conducting

20

Employees will be also entitled to

the terms of maternity leave and paren-

employment analysis or gathering opi­

time off from work of 2 days or 16 hours

tal leave. Employers, while employees

nions about a particular employee.

per year due to force majeure, for urgent

being on the said leaves, not only, as

family reasons in the case of illness or

a rule, will not be able to terminate

The changes are also to concern length

accident making the immediate attend­

their employment relationship with

of the trial period. How long then will

ance of the employee indispensable.

them, but also will not be able to con-

employees and employers be able to

Employees will retain the right to half of

duct preparations in connection with

work or employ under a probation

their remuneration during such time off.

the intention to part with the employee.

employment contract?

Currently, it is prohibited to hire

These changes also result from

Currently, the probation period

employees taking care of children of up to

the EU directive 2019/1158. In particular,

cannot exceed 3 months, regardless of

Focus on Business | May–June 2022

be justified, taking into account the needs of the employer and the employee.

Since the outbreak of the pandemic, a huge number of employees perform remote or hybrid mode of work, with the prospect of maintaining such a model permanently. Will the issues related to such modes of work and the circumstances related to them be finally regulated?

The current laws provide for va­­­­­rious types of performing remote work.

The Labour Code regulates the telework for a number of years now. It should be applied if the work is performed regu­ larly outside of the workplace and the employee communicates the results of work to the employer by the means of electronic communication. The telework is formalized and relatively not flexible.

The temporary remote work per­ formed upon the employer’s request due to the COVID-19 was introduced in 2020. However, this regulation is very general and is to be in force only during the state of pandemic threat or the state of pandemic and for 3 months after their cancellation.

Many employers create their own intern

the type and duration of the planned

it will yet create many new challenges

subsequent employment contract with

on the part of employers. Which of

procedures on remote and

the employee. Under the new law, the pro­

them can cause the most trouble

bation period will have to be shorten in

for employers?

hybrid work, which are

certain situations. It cannot exceed:

It is worth mentioning two addi­

• 1 month – in the case of an intention to

tional changes, which may be a chal­

conclude the subsequent employment

lenge for employers. The first one relates

contract for a fixed-term period shorter

to employment contracts for a fixed term.

than 6 months,

meant to apply also after the pandemic is over.

It is planned to unify the rules of termi­

At the same time, in the middle of

• 2 months – in the case of an intention

nating fixed-term and indefinite contracts.

2020 the government announced its

to conclude the subsequent employ­

In particular, the employer will be obliged

plans for new regulations on remote

ment contract for a fixed-term period

to justify the termination of a fixed-term

work in the Labour Code. They should

of at least 6 months, but shorter than

contract and consult its termination with

replace the laws on telework and tempo­

12 months.

a trade union. The employee will have

rary remote work due to the COVID-19.

the right to claim reinstatement to work

A few subsequent draft versions of this

in the court.

new regu­lation were published, but it still

The above periods could be ex­ten­­ ded by up to 1 month if it is justified by the type of work.

In addition, employees employed

has not been adopted. As a result, many

Moreover, the employment contract

for at least 6 months will have the right

employers create their own intern proce­

for a probation period may provide that

to request changing their type of work,

dures on remote and hybrid work, which

it will be prolonged by the time equiva­

changing their contract into indefinite

are meant to apply also after the pan­

lent to potential leaves or other justified

one or changing their working hours

demic is over. However, it may turn out

absences of the employee.

to full time. The employer will have to

that they will have to be updated once

answer in writing within 1 month. To

the new laws enter into force.

It seems that while the amendment

the extent possible, the request should be

brings some facilitation for employees,

accepted. Potential rejection will have to

Focus on Business | May–June 2022

Thank you for the interview.

21

BUSINESS

Four Paramount Trends that Construct Digital Workplace

Both organizations and employees can no longer see themselves in an office on a full-time schedule as almost 90% of surveyed workers and managers say they are completely satisfied working from home.

The dominance of virtual work environ­

IT infrastructure. A case in point: Info­

the speed of a digital workplace adop­

ments during the 2-year COVID-19 new

pulse helped a leading pharma com­

tion based on the current workforce and

normal transformed our business, work­

pany modernize their IT infrastructure

business needs.

force, relationships between employees

to achieve top-notch productivity and

and managers, putting at the forefront

business efficiency. Backed by the digi­

the freedom to choose when and where

tal workplace, businesses can also bene­

HYBRID WORK MODEL – WHAT IS “ANYWHERE PRODUCTIVITY”?

to work. All this blazed a trail to the for­

fit from maximum visibility into their IT

While remote work saved millions of

mation of a digital workplace, hub of all

infrastructure and projects, tasks, opera­

knowledge workers from losing their

required tools, information, and contacts,

tions, experiences, and interactions of

livelihoods, only 13% said they would

supporting your employees and automa­

employees and managers.

like to work from home and 12% from

ting day-to-day operations.

WHY DIGITAL WORKPLACE SHOULD BE ONE OF YOUR PRIORITIES IN 2022?

Apparently, adopting digital workplace for many companies who are undergoing digital transformations should become

Only in 2022, we can expect that almost 60% of organizations will stick to a hybrid work model, rushing to provide their workforce with flexible work hours and meet their working location preferences

one of their priorities this year. First, because businesses get the most suited

Although the work-from-home

the office all the time. The rest 72% opted

solution to address concerns related to

environment proved to positively impact

for a hybrid work model (home and office

synchronization of offline and online

the employees’ productivity (about 48%

for 2/3 days).

communications, cloud adoption, secu­

said their relationships at work improved

Going hybrid could follow a gradual

rity of virtual networks, and optimization

and 50,5% experienced fewer distrac­

decline of the office-only environment,

of IT infrastructure expenses. Secondly,

tions), the haphazard adoption of remote

caused by the workplace paradigm shift.

and most importantly, a digital workplace

work solutions also posed some challenges:

However, the global surge of COVID-19

strategy takes good care of the employee

• Legacy tech stack and tools

pandemic only accelerated the wide­

satisfaction and retention rates, helping

• Traditional intranet with many siloes

spread adoption of all connectivity solu­

businesses to meet your workforce flexi­

• Disorganized digital processes and

tions (cloud collaboration, human capital

bility, personalization, and collaboration needs. For many employees, flexibility goes to the top of their preferences, while for 54% choosing where and when to work would be pivotal and prompt them to quit jobs if employers were unable to

• Complicated access to shared know­ ledge and insights • A multitude of collaboration and com­ munication tools and technologies.

management, learning management sys­ tems, etc.). What we see today is the need of balancing the best of both worlds. Only in 2022, we can expect that almost 60% of organizations will stick to a hybrid work

Embracing a digital workplace

model, rushing to provide their work­

can help tackle those challenges, rely­

force with flexible work hours and meet

Another good point in favor of digi­

ing on improved operational practices,

their working location preferences. As

tal workplace is that the latter has good

cloud services, innovative tools and

seen from the table below, employees

potential to untangle the complexity of

technologies. Before taking any further

worldwide choose Hybrid with its flexi­

haphazardly adopted remote work solu­

steps, we recom­mend studying trends

bility and freedom they can have at home

tions that may often overlap their legacy

that influence the development and

and other locations (see the graph).

provide the expected level of flexibility.

22

workflows

Focus on Business | May–June 2022

Hybrid, home or office: A global breakdown of working location preferences

Global

U.S.

UK

Japan

France

Australia

Germany

Hybrid (home and one or more other locations)

72%

72%

72%

65%

74%

72%

77%

Home only

13%

16%

15%

8%

11%

14%

10%

Office only

12%

11%

8%

13%

14%

13%

13%

The ultimate goal of adopting

workforce with advanced data analytics

a hybrid digital workplace is enabling

and data intelligence. On top of that, it is

a “productivity anywhere” work model,

cloud infrastructure that makes seamless,

aiming to remove the employees’ depend­

omnichannel experience and digital col­

ency on a specific location supported with

laboration possible.

the right resources for seamless work and

With the inclination to a hybrid

collaboration with other team members.

form of work, cloud as a technology will make other innovations be inte­

CLOUD, AI/ML/NLP – KEY ENABLERS OF INNOVATIVE DIGITAL WORKPLACE

grated into in a digital workplace frame­

The cloud engine that has been powering

bled personalization that can be inte­

transition to remote work, today is one

grated with learning management sys­

of the building blocks of a digital work­

tems or connected to an organization’s

place platform. The world is rushing to

modern intranet to deliver personalized

transition to the cloud (almost all legacy

content and recommendations based on

apps will transition to the public cloud

the employee’s interests, location, user

by 2024) to acquire that feel of readi­

profile, interactions, etc. AI/ML can also

ness for any possible business disrup­

support advanced data intelligence to

tions. The cloud enables more reliable

help detect anomalies in data and help

and agile business operations, business

employees proactively react to possible

continuity, optimizes workforce manage­

changes.

ment and cybersecurity. See what other

work. For example, like it is with AI­-ena­

The other AI use cases that can

benefits business receive with the cloud

beef up a digital workplace are:

transformation.

• Knowledge Mining allows automating

Cloud-based platforms also help

time-consuming navigation and disco­

consolidate data and empower your

very of huge volumes of unstructured/

Focus on Business | May–June 2022

The ultimate goal of adopting a hybrid digital workplace is enabling a “productivity anywhere” work model, aiming to remove the employees’ dependency on a specific location supported with the right resources for seamless work and collaboration with other team members.

23

BUSINESS

wered with AI services, Knowledge

DIGITAL COLLABORATION AND AUTOMATION

strategy should be focused not only on

Mining searches through multiple

A recent survey confirms that 91% of

the choice of tools but also people-cen­

documents, understands them, gene­

enterprises use digital collaboration plat­

tered strategies, allowing enterprises to:

rates metadata, classifies, and auto­

forms to connect their remote workers

• Optimize communication and interac­

matically tags documents to help

and 84% to enable communication

tion between your remote and onsite

emplo­yees organize data, generate

between workers, managers, and depart­

insights faster, and make more infor-

ments. The leading positions among

med decisions.

them take videoconferencing and cloud-

structured/semi-structured data. Po­­

Overall, the digital collaboration

teams • Improve workflows and business per­­­­formance • Facilitate access to the relevant infor-

A recent survey confirms that 91% of enterprises use digital collaboration platforms to connect their remote workers and 84% to enable communication between workers, managers, and departments.

mation • Prioritize positive employee experience • Maintain high workforce productivity levels.

CONCLUSION Digital workplace trends like cloud, AI,

• Cognitive Enterprise Search, the ad­-

-based data storage solutions that make

hybrid work model, digital collaboration

vanced form of indexing equipped

the backbone of a digital collaboration

and automation come with many trans­

with ML and NLP, which understands

platform. Videoconferencing is expected

formational opportunities not only for

the context of a query and the inqu-

to only increase its impact on the global

the workforce but also for managers and

irer’s intent. It allows analyzing and

market, reaching $27.3 billion by 2026.

business owners. It is essential to under­

organizing content to meet the em-

However, digital collaboration re­­­­

stand their impact on your business and

quires the speedier completion of many

which of them you should start adopting to

• Virtual Digital Assistants like chat­

repetitive tasks. The effectiveness of the di-

support your digital workplace strategy.

bots can function as employees’ per­

gital workplace will greatly depend on

sonal helpers delivering only relevant

the automation of many routine mana­

content and personalized information.

gement processes and managerial tasks,

While for HR managers, chatbots can

such as approval, application, onboard­

become an additional source of auto­

ing, and other activities that AI, RPA and

mating their routine tasks with collec­

similar intelligent automation technolo­

tion and distribution of useful intel.

gies can handle.

ployee’s expectations.

24

Author

Focus on Business | May–June 2022

BUSINESS

How to furnish a multi-functional office?

Text | Agata Józefiak

Modern approach to offices treats them as more than just workplaces. For the employees, especially as they are returning from a long home office period, that is also the place for social interactions, trainings, workshops, and sport classes.

As a result, our expectations regard­

meetings, video and telephone calls,

types of desks, conference and dining

ing the office space and its equipment

common sessions, team consultations

tables, coffee tables – and it will easily

have changed. We want more flexibi­

and brainstorming. The space should be

become multi-functional. That will also

lity and versatility, as well as the possi­

equipped with different worktops – a few

benefit the productivity and creativity

bility to change the functional arrange­ ment. Modern offices should adapt to

The space should be equipped with different worktops and it will easily become multi-functional.

fluid needs – team’s growth, new work­ ing style and the idea to use them after work. They should be highly adaptable and require minimal effort to trans­ form into a meeting or a training room, a sports studio, location for the integra­ tion party, even the venue for confer­ ences, presentations, and various events.

But what furniture to choose for the office to keep it highly flexible? It would be best to decide upon timeless simplicity, neutral colours, forms and solutions that will withstand the changing trends and users’ needs. Flexible arrange­ ment depends on how easy it is to move and change the furniture, so it should be dynamic and mobile. Light objects, prefe­ rably with rollers, will be best – as they can be effortlessly moved and removed from the space. Their ability to fold or stack will be an additional benefit. What will also be great, are the furniture that adjusts to the user – thanks to additional modules and practical add-ons even changes the function – which is a perfect solution for open-space offices.

Ergonomic working stations are a must for a functional office. To make it most versatile, it is important that the sta­ tions are adjusted to various working styles: individual concentration, business

26

Meeting zone: .mdd’s Baltic chairs and Viga conference table.

Focus on Business | May–June 2022

of the employees, as they will be given the opportunity to work together or move away from their desks. It is worth putting modular and adjustable furni­ ture into the office, especially the openspace type or where employees rotate regularly. Height-adjustable desks, tables made of independent modules, work­ tops with extensions – all can change their function and adapt to the context.

To maximize that, choose desks, chairs and cabinets that come with a range of functional accessories. Extensions, modesty panels, mediaboxes, grom­ mets and cable trays provide the user with the ability to personalise the space according to their needs. Acoustic pa­nels mounted to the desks will help create semi-private niches. All such additions will transform even the simplest desks into ergonomic working spaces and will provide long-lasting comfort of use.

They will also enable a few employees to use the same desk, therefore impro­ ving the flexibility of the whole space.

A cherry on top will be the integrated storage functions, such as pedestals and light bookshelves.

But remember, a working station does not have to be a desk – and func­ Meeting and relax zone: .mdd’s Mesh sofa and Fat Frank armchair with footrest.

tional solutions are not limited to desks as well. Here comes the table, possibly the most versatile among furniture. Big

A working station does not have to be a desk – and functional solutions are not limited to desks as well. Here comes the table, possibly the most versatile among furniture.

and comfortable or compact and func­ tional – it will suit all spaces in the office.

Above all, the office table will function as a spot for coffee or lunch break, but it will also be perfect for meetings, both social and working. Or even busi­ ness meetings with clients, as it is much easier to talk over coffee. After adding mediaboxes and panels, a table can replace a desk. That is a great solution for a sudden growth of the team, a tem­ porary change of the working style or when parts of the office are out of order. Such tables can also be used after working hours: the space can be rented for courses, workshops, and events, while the employees can meet there in the afternoon. They can celebrate birth­ days, play board games or cook. A sim­ ple trick to improve the flexi­bility of the space is to create big tables out of smaller ones, that can be set apart while needed. Also, try to find a model that has

Conference room: .mdd’s Baltic chairs and Viga conference table.

Focus on Business | May–June 2022

some additional functionalities, such as a table with a whiteboard top.

27

BUSINESS

A thoughtful arrangement is what creates offices that can be used for various purposes, not only work. Spaces designated there will interchange their functions: a conference room can work as a dining space, a canteen will be great for meetings, and the office spaces becomes a training or sports room.

Conference room: .mdd’s Baltic chairs and Viga conference table.

28

Focus on Business | May–June 2022

What about lounge zones in the multi-functional office? In a flexible office they don’t need to be separate rooms, more and more often they are just designated in the space. Canteens are equipped better and better, to ena­ ble employees to prepare fresh lunch, and arranged more cozy, not only as din­ ing rooms. Social rooms are replaced by arrangements of sofas, armchairs and coffee tables placed around the office.

As a result, they both become multi-func­ tional, as they provide a spot for a break and for a meeting – social, business and working. In terms of mobility, lounge zones are much easier. Seating furniture and coffee tables are smaller and lighter, so it does not require much effort to move them, even if they don’t have the rollers.

Currently, on the market, there are more and more models available with func­ tions not determined by their forms.

Those are the shell seating, light arm­ chairs, and chairs with a wide range of additional elements such as headrests, armrests, or swivel bases. They will per­ form equally good for working, eating, and relaxing. An interesting solution are also seating collections with various bases and chairs to choose from. Using one model, you can furnish the whole office. Sofas and armchairs with high backrests provide additional opportu­ nity to surround the space, as they desi­ gnate muted niches in the space. While choosing chairs, it is also worth to check whether they can be stacked to save some

Lounge zone: .mdd’s Baltic chairs and Tack table.

space while not using them.

A thoughtful arrangement is what creates offices that can be used for various purposes, not only work. Spaces designated there will interchange their functions: a conference room can work as a dining space, a canteen will be great for meetings, and the office spaces becomes a training or sports room. All that needs

In terms of mobility, lounge zones are much easier.

Seating furniture and coffee tables are smaller and lighter, so it does not require much effort to move them, even if they don’t have the rollers.

to be done to make your space multi-func­ tional, is to carefully choose the furniture.

Products, that will help create a flexible office, are available at .mdd. Brand col­ lections consist of various seating: chairs, armchairs, sofas, high stools, and poufs, enabling for a coherent arrangement of all functional zones. The idea behind

Author Agata Józefiak Marketing Specialist, .mdd

most of them is a range of seats and bases to choose from, and by that to adjust the furniture to the needs.

Focus on Business | May–June 2022

29

MAIN INTERVIEW

THE STRONGEST BRIDGES ARE BUILT TOGETHER Interview with Marek Szul, Vice President of Lionbridge Poland.

30

Focus on Business | May–June 2022

Focus on Business | May–June 2022

31

MAIN INTERVIEW

Wiktor Doktór, Pro Progressio: At

thing that it takes to realize your goals is

the latest Outsourcing Stars Gala

your time and effort. Other things that

orga­­nized by Pro Progressio you were

may come handy along the way are being

awarded the title of the Manager of

humble, having respect for others, being

the Year. Every year, this title is gran-

genuine, hardworking, passionate, enthu­

ted to an extraordinary person who

siastic, as well as fully engaged and dedi­

has multi dimensional, significant

cated. I accept no half measures in what

impact on developing modern services

I do – I’m either fully in, or not there at all.

for the business. Does this award cor-

For me, success happens when I have

respond to your vision of the business

an opportunity to work with an excel­

role you hold? What is your recipe

lent and ambitious team, just like the one

for success?

I cooperate with at the moment. During

Marek Szul, Lionbridge Poland:

our work, every person has a very impor­

Success was never an end in itself to

tant role: not only the leaders, but also

me, but without any doubt, I can say I’m

the analysts, and finally those who

really passionate about my work. I have

actually do the job. So, it all starts with

a deep-rooted working methodology,

a carefully selected, diversified struc­

which says that once I find an interest­

ture that facilitates top performance

ing idea, I simply do my best to put it into

under the supervision of an individual

action. In my book, anything’s possible

who motivates, communicates, sparks

and, apart from the knowledge, the only

new ideas, leads employees towards

For me, success happens when I have an opportunity to work with an excellent and ambitious team, just like the one I cooperate with at the moment.

During our work, every person has a very important role: not only the leaders, but also the analysts, and finally those who actually do the job.

At the 2022 Outsourcing Stars Gala organized by Pro Progressio Marek Szul was awarded the title of the Manager of the Year. Every year, this title is granted to an extraordinary person who has multi dimensional, significant impact on developing modern services for the business.

32

Focus on Business | May–June 2022

action and, last but not least, celebrates

annual or quarterly financial reports –

companies, we are trying to find a bal­

the successes of the team. Honest and

and all other things. We also perform lin­

ance between our needs and our means.

open approach based on trust, faith in

guistic testing, which ensures the correct­

We manage our business in a way that

what we do, engagement and the abi­

ness of the translation, as well as func­

is flexible and agile. We have five Global

lity to motivate the team members are

tional testing, whose aim is to make sure

Delivery Centers located in a few differ­

the basis for the effective teamwork,

that the localized websites, applications

ent time zones, and we plan our pro­

which, in my opinion, is the one and only

and video games work properly.

cesses in line with the “follow the sun”

way to success.

As we’re talking about bridges,

rule, making sure that we make good

I would like to mention one of our more

use of all the talents spread across our

The mission of Lionbridge, the com-

interesting services: OPI (Over the Phone

offices. The portfolio of our services is

pany that you manage in Poland, is:

Interpretation), which stands for simulta­

very broad. Throughout the years, our

“Breaking barriers. Building bridges”.

neous interpreting performed remotely,

offices reached high levels of specializa­

How precisely do you build those

over the phone. This service is often used

tion, but in the ever changing universe,

bridges for a client who comes to you

by various public institutions and offices.

a level of redundancy as well as DRP

and asks for your help?

The need for this type of support is on

(Disaster Recovery Plan) and BCP (Busi­

In a nutshell, what we do is glo­

the increase especially now, when local

ness Continuity Planning) procedures

balize, localize and translate. We assist

authorities have to assist great num­

are indispensable.

our clients in being understood and

bers of Ukrainian refugees who don’t

well-received on their target markets. For

always speak any of the languages used

Lionbridge has about 20 worldwide loca-

example, when one of our clients would

at a particular location. In such cases,

tions. What is the role of the Polish office

like to enter the Asian market and needs

we can offer an over the phone conver­

in the global structure of the company?

to have their website translated into one

sation between the three parties: the cus­

Among our 20 offices in the world,

of local languages, we offer them a com­

tomer, the clerk and the translator, which

the GDC tasks are located in the previo­

plete package, which means that the con­

ensures that all procedures run smoothly

usly mentioned five of them, while

tent provided by us is fully adjusted to

and in a way that is the most convenient

the Warsaw office is our second largest

the specifics of the market. In essence,

to the foreigner.

unit. Due to our geographical location and the time zone, we focus on opera­tions for

What we do is globalize, localize and translate. We assist our clients in being understood and well-received on their target markets. We build cross-cultural bridges by way of offering fully functional translations produced by native speakers of the target language.

the European clients and we cooperate closely with our office in Mumbai.

A large client group that we work for along with our colleagues from India and Costa Rica, are the U.S. clients, mostly from the West Coast. In many cases, our Warsaw employees monitor and control the production processes, and they send

we build cross-cultural bridges by way

Whereas on the level of our inter­

updates and status reports to our collea­

of offering fully functional translations

nal operations, we’ve built and we’re still

gues from Project Management Offices

produced by native speakers of the tar­

building bridges between our depart­

located on different continents.

get language.

ments in order to enable more efficient

And vice versa: as part of our glo­

performance of our business tasks, all

Which core processes are you currently

balization efforts, we produce commu­

the while making the most of our assets

focusing on? What is your greatest chal-

nication that allows the local or regional

and competences.

lenge at the moment?

the very definition of our operations, but

For quite some time now, we’ve been

related to our core operations, i.e.,

that’s not all: we also know what strategy

navigating a reality in which the only

translation, localization and globaliza­

is the most suitable for each of the sectors

constant is change. With all this in

tion. Apart from these activities, each

and industries we specialize in. A good

mind, does your company perceive

center specializes in certain industries

example would be the Life Sciences

the Polish market as a good place to

and types of services. In the past few

industry, including pharmacy, which

run its operations?

years, our Warsaw department for lin­

entities to go global. We build bridges by

Each GDC performs similar tasks

often is regulated by complex laws, such

Poland still remains a stable mar­

guistic testing of applications and video

local requirements as for the drug label­

ket, despite its current challenges. Sky­

games has grown immensely, and as at

ling, and many other rules and regula­

rocketing inflation, concerns related to

today, we employ more than 1,000 peo­

tions. Hence, the industry knowledge is of

the economic growth and rising remuner­

ple who perform testing and other types

key importance here. The same is true for

ation levels as we’re struggling to keep up

of tasks related to our video game opera­

preparing all documentation, manuals, as

with the western countries create numer­

tions. Importantly, the time of the global

well organizational communications and

ous challenges for us, but just like other

pandemic has proved to our clients that

Focus on Business | May–June 2022

33

MAIN INTERVIEW

remote work may be no less effective.

We all should act in line with

In a manner of speaking, the Covid virus

the rules of social responsibility, both

accelerated some changes in our indus­

private individuals and corporate enti­

try. In the middle of 2021, we launched

ties. We would like to support the bee­

a global Multimedia Hub structure at

keepers, whose median age is still rela­

Lionbridge, of which the Warsaw office

tively high. Our goal is to encourage

is a key component. In the past few

larger numbers of people to perpetu­

years, we’ve been receiving increasing

ate these beekeeping traditions. Bees

numbers of inquiries about transla­

reside in the same environment as we

tions, multimedia content localization,

do, which is constantly changing, and

as well as supporting live events with

obviously we, humans, do not always

our services related to simultaneous

change things for the better. Lives of bees

interpreting, transcription and audio

in an increasingly human-dominated

or video accessibility captioning. High

world are becoming more and more diffi­

expectations in terms of TATs and qua­

cult. As socially responsible humans, we

lity of the provided services require that

have a duty to help them out. If we have

human efforts are assisted by the latest

no time or possibility to take care of bee

technologies and AI. This is precisely

families ourselves, we encourage com­

what we’ve been doing lately, engaging

panies and institutions to actively sup­

our worldwide AI, Engineering, Tech­

port the beekeepers through adoption of

nology Solution and R&D departments.

bee families who are taken care of by our dear beekeepers in their natural habitats.

Let’s leave advanced technologies

Apart from the satisfaction, joy and cer­

for a moment and move to the world

tificates, these entities and their employ­

of winged insects. It’s really impres-

ees receive also various bees’ goods and

sive to see how easily you manage to

a great deal of knowledge, stories, work­

combine your business role with your

shops and training from our seniors.

participation in the BeeHappy initia-

The beekeeping community gladly

tive, whose aim is to protect bees and

and eagerly adopts new members who

to promote beekeeping. How does

are willing to learn their craft and per­

a businessperson like you come up

petuate their traditions. I met plenty of

with such an idea and what are your

amazing people who helped me to take

achievements in this field so far?

the initial steps, and today we have over

Unfortunately, there are only

20 families taking care of bees. I would

24 hours in a day, and seven days in

like to make sure that the daily efforts of

a week. This is why not all the initia­

those people are seen and appreciated,

tives advance in a pace that I’d like them

because what it’s all about is not honey,

to. Nonetheless, I am glad that this pro­

but rather the protection of our dear

ject keeps growing. We would like that

winged creatures.

more and more people become aware

I am truly passionate about the life

of the important role that bees play

of bees, which is a subject of a number of

in our everyday lives. We encourage

scientific studies. I envision a synergy of

everyone around us to help us improve

the knowledge, tradition and expe­rience

the living conditions of bees, support

of our beekeepers with new technologies,

them in every possible way, while at

including AI, which would be useful to

the same time redu­cing the amounts

future generations of bee lovers.

Bees reside in the same environment as we do, which is constantly changing, and obviously we, humans, do not always change things for the better. Lives of bees in an increasingly human-dominated world are becoming more and more difficult.

As socially responsible humans, we have a duty to help them out.

of chemicals used and replacing them

34

with solutions that are environmen­

How can one convince people – both

tally friendly. I would be delighted to see

privately and on an organizational

a greater engagement here on the part

level – to join the initiatives for the pro-

of our entire industry, which gathers

tection of bees?

huge numbers of young people, who

It is best to start with oneself and

happen to have significant impact on

lead by example, even in the area of

the environment.

our daily activities, such as striving for

Focus on Business | May–June 2022

a cleaner environment, protecting nature from deterioration, recycling waste and being socially responsible, both for one­ self and for others. We should also try our best to reduce the amount of chemi­ cal agents used in our households and choose more ecological cleaning and beauty products.

Let’s keep in mind that plants, gar­ dens, flowerbeds, green terraces, balco­ nies and natural lawns are places that are useful to bees. Instead of perfectly trimmed and chemically aided grassplots, let’s try to introduce natural, naturally fertilized, meadow-like lawns in our cities and near our houses. Let’s support local honey producers, who in these hard times devote a lot of their time and finan­ cial means to take good care of their beloved winged creatures. Let’s buy their products because they are the ones who help us achieve balance between the industrial the natural animal farm­ ing, including beekeeping.

We should educate children and encourage young people to join the envi­ ronmental initiatives. We can see how great results brings the exchange of knowledge between the experienced senior beekeepers, who during the meetings with the younger generations are will­ ing to share their wonderful wisdom and advice, which may be useful also in everyday life.

When it comes to the corporate level of such activities – at Lionbridge, for the past two years we've been meeting for a coffee on our green balconies and terraces. Our employees not only under­ take pro-environmental volunteer work, but they also engage in physical farming of plants, including melliferous herbs and perennials.

I’m proud to say that last year, I per­­­sonally sowed 1 ha of buckwheat, and more than 5 ha of phacelia. The bees’ appetites are growing, and so is mine, therefore I am happy to be able to share my passion with others – both people my age and young beginners.

Focus on Business | May–June 2022

35

MAIN INTERVIEW

I envision a synergy of the knowledge, tradition and experience of our beekeepers with new technologies, including AI, which would be useful to future generations of bee lovers.

36

Focus on Business | May–June 2022

But that’s not all. You often mention

initiative, where two-generation Eco

the elderly community which holds

Teams (a senior and a young volunteer)

a special place in your life. What bridges

grow herbs together in modern planters.

do you build with the Eco Senior fund?

We educate the elderly and their families

Ecology and the elderly people

– we challenge the traditional ideas about

– that sounds intriguing, doesn’t it?

the old age. We are working towards

The Eco Senior fund, of which I am one

launching a senior personal trainer pro­

of the founder members, was created out

ject, which will be based on educational

of the need to connect interests, passion,

programs created following all the expe­

modern trends and ecological education.

riences gathered by us so far.

It’s also the outcome of the experiences

These are just a few examples of

gained through many projects executed

what we do. Each of our projects is a bridge

with the elderly in the previous years.

in one sense or another – we bring toge-

We act mostly in smaller towns, where

ther different generations, we show

the depopulation trend is more visible,

that retirement can be a great period of

though it slowed down recently due to

life, we challenge the stereotypes about

the pandemic.

the elderly. We’re working on a num­

In any case, it’s plain to see that in

ber of exciting projects, and for sure in

such places there’s rarely any organized

the nearest future you will hear about

activity for the senior residents, who, ha­­

the Eco Senior fund again. Everybody’s

ving retired, oftentimes stay at home all

welcome to join us – after all, we’re all

days with nothing to do. Not to mention

going to retire someday, and it is up to

the fact that, as a rule, it is not easy to gain

us to create a greater future for ourselves

these people’s trust and to build the ini­

and for others.

tial bridge with them. Elderly people often think that their best years have

It is hard to find a more convincing in­­­

already passed, and if someone shows

centive to join such beneficial activities.

intetest in them, it is because they want

Thank you very much for the inspiring

to sell them a set of bedsheets or kitchen­

conversation.

Our goals are clear: we act against exclusion, we integrate elderly communities and center them around various undertakings.

We educate the elderly and their families – we challenge the traditional ideas about the old age.

ware. We don’t consent to the retire­ ment spent in front of a TV, though.

The elderly have so much to offer, and we can learn a lot from them, all the while supporting them in many ways. Once again, we work on a multigenerational team here, and the results are awesome.

We already gathered more than 300 active elderly people whom we encou­ raged to take up their passions, invest in personal growth, socialize on a more regular basis, and spend their time in more interesting ways. These people are amazing – their openness and sense of humor simply leave us jaw dropped.

Some of our most fantastic ambassadors were well over 70 at the time we started our cooperation, and before they met us, they had hardly ever left their homes at all. Now they are active, visiting new places, using the Internet, smartphones and social media, and they are connec­ting us to even more elderly people, which is great.

Our goals are clear: we act against exclusion, we integrate elderly commu­ nities and center them around various undertakings, such as Cud, Miód, Senior (jarring honey), or Eco Senior herb box

Focus on Business | May–June 2022

37

INVESTMENT NEWS TRYTON BUSINESS HOUSE FULL OF TENANTS

COREES POLSKA AS AN ADVISOR IN THE SALE OF INDUSTRIAL AND WAREHOUSE REAL ESTATE

Globalworth, the owner and manager of

district on the site of the former shipyards

Tryton Business House in Gdańsk, has

with good transportation connections

Corees Polska carried out the process of

prolonged a number of lease contracts

and high-quality office space. In the near

valuation and sale of industrial and ware­

with tenants including EY, Eltel Networks,

future, we are also planning such things

house real estate in Bielsko-Biała, belong­

UPC and PGS Software for a total area

as to renovate the common areas – says

ing to the portfolio of its client – a leading

of 3,600 sqm. The office complex is also

Maciej Gołębiewski, Asset Management

global technology company ABB.

undergoing a metamorphosis to make it

& Leasing Director at Globalworth Poland.

The amount of the real estate sale

It is not going to end with just

transaction, as well as the buyer himself,

even more modern and comfortable.

Globalworth’s Gdańsk properties

visual changes, Tryton Business House

are confidential at the moment. The buyer

are much appreciated by their tenants.

is also going to be enriched with fur­

was represented in the process by attor­

Over the last few months, EY (547 sqm),

ther facilities. In March, Elocity electric

ney Grzegorz Pacek, partner at the law

Eltel Networks (1,029 sqm), UPC

vehicle charging stations were installed

firm Marek Płonka i Wspólnicy Sp. K.

(166 sqm) and PGS Software (1,878 sqm)

in the building as well as E-ON electric

ABB is a leading global technology

have all prolonged their leases.

bicycle and scooter stations. It is also

company that drives the transformation

– Tenants appreciate our manager/

planned for tenants to receive a dedi­

of economies and societies, building their

owner business model, which means that

cated Globalworth app, with which their

future efficiently and sustainably. Inte­

they can work with the owner of the build­

employees will have touchless entry to

grating electrification, robotics, automa­

ing on every level and at every stage of

their offices, and will be able to call lifts

tion, and drive systems products with

the contract. To this can be added a superb

with their smartphones, lift the barriers

digi­tal solutions sets new technology

location in the centre of Gdańsk next to

to the car park, book conference rooms

standards. The company employs appro­

the Old Town and a rapidly developing new

and reserve parking spaces.

ximately 110 thousand employees in over 100 countries. ABB conducts a full range of business activities in Poland, hiring more than 5,000 people.

– As we wanted to finalize the trans­ action by the end of 2021, the broker was subject to a lot of time pressure. Despite this, the entire process was carried out very efficiently and with the utmost care – says Janusz Machnicki, Real Estate Direc­ tor at Hub Polska, ABB Sp. z o.o.

– As part of cooperation with ABB, Corees prepared the property for sale by preparing an information package sent to a group of selected investors. During the marketing of the property, inspections were made with potential buyers, techni­ cal parameters, availability of power to the building, technical and legal condi­ tion were verified. After the bid, ABB began the sale of the property to the highest bid­ der and thanks to cooperation with Corees, an efficient transfer of ownership, secur­ ing the continuity of utilities and trans­ fer of utilities was carried out to the new owner. Corees supported ABB and the new buyer at all stages of the process as well as provided after-sales support – sums up Łukasz Nelken-Żbik, RICS, Head of Valua­ tion at Corees Polska.

38

Focus on Business | May–June 2022

GENERATION PARK Y OFFICE BUILDING RECEIVES THE WELL GOLD CERTIFICATE The Generation Park Y skyscraper, deve­

creativity. There is a 15-meter green

the largest transaction in the history

loped by Skanska in Warsaw's Wola dis­

wall in the lobby of the office building

of Skanska's commercial development

trict and bought by HANSAINVEST Real

with over six thousand plants. The oxy­

business unit in Central and Eastern

Assets, received the most important dis-

gen they produce daily would suffice for

Europe. It was also the largest purchase

tinction awarded to office spaces –

150 people.

in the office sector in this part of Europe

the WELL Core & Shell Gold certificate.

– Our strategy is to create ide­

Solutions based on its requirements ensure

ally designed, well thought-out and user-

in 2021.

The office building was designed

the safety and comfort of office users.

friendly office buildings that provide

and built in accordance with the ESG

The WELL Building Standard is

the best conditions for work. We focus

principles, focusing on environmen­

a certification system developed by

on the comfort, well-being and health of

tal and social aspects. In addition to

the International WELL Building Institute,

the tenants. We also use sustainable solu­

the WELL Gold certificate, the building

which measures the quality of office space

tions that reduce the environmental impact

also has other certificates, such as LEED

by assessing over 100 building parame­

of our buildings. The certificates we receive

Platinum and the WELL Health-Safety

ters. WELL takes into account not only

– such as WELL Gold, are the best confir­

Rating. All certificates were obtained as

the design or issues related to the use of

mation that our approach is effective. They

part of Core & Shell. The office building

the office building itself, but also how it

are also recognized by business partners

is also applying for the Building without

affects human behavior and health.

and investors – says Rafał Stoparczyk,

Barriers accessibility certificate.

The certification process assesses such matters as access to fresh, clean air,

Project Director at Skanska’s commercial development business unit in CEE.

Generation Park Y greatly reflects Skanska's approach to creating healthy

good water quality, adequate interior

Generation Park Y is a 38-storey

and sustainable workspaces. Thanks

lighting, and acoustics. Tools, technolo­

building with a height of 140 meters,

to innovative solutions, such as ener­

gies and solutions that affect the mental

crowning the largest Skanska office

gy-saving devices or the grey and rain­

and physical well-being of employees are

complex in Warsaw. Its entire office

water recovery system, Generation Park

also assessed.

space was leased by PZU as the compa­

Y tenants use fewer resources. The office

– We develop all our buildings in

ny's headquarters. In December 2021,

building uses only energy produced

accordance with the proven principles of

the building was bought by HANSAIN­

from renewable sources. A quarter of

sustainable development. First, we work

VEST Real Assets. The value of the trans­

the materials used to build Generation

out project details, and then, thanks

action was EUR 285 million, making it

Park Y contain recycled components.

to the WELL certification, we can veri­ ­f y whether we achieved what we had planned. This makes us certain that our buildings will be of absolute top quality – says Monika Chacińska, Environmental Expert at Skanska’s commercial devel­ opment business unit in CEE. Generation Park Y is equipped with a ventilation system with high-class fil­ ters that provides 30% more fresh air.

Adiabatic humidifiers ensure proper humidity. Filters trap pollen and fungus spores that cause allergies. Air condition­ ing using a chilled beam system is silent and guarantees a comfortable tempera­ ture and energy efficiency.

The water in the building will be tested for the presence of over 30 chemi­ cal compounds, which will allow it to be safely consumed from each tap installed in the building. Generation Park Y employees will also have adequate access to daylight.

Issues affecting the well-being of employees are also very important in WELL certification. Subdued colors, natu­ ral materials from which the furnishings are made, a green terrace on the 35th floor or pergolas overgrown with vegetation facilitate concentration and stimulate

Focus on Business | May–June 2022

39

INVESTMENTS

Offices – From Workspace to Experience Space Text | Grzegorz Kmieciński

Over the past two years, we have learned to adapt to unforeseen scenarios. Many organizations are still contemplating how to ensure the well-being of their employees, and it is certain that these employee needs are evolving. They are often, if not mainly, the driving force for change, whether in terms of the benefits they are offered, the freedom to choose their work model, or even the shortening of the working week.

After a period of prolonged lockdowns and hyper-optimism related to the options of full freedom in terms of remote work, there are voices and reflections that the office is not so bad after all.

According to a survey conducted last

body language or intonation can lead to

On the one hand, organizations re-

August by international job site Indeed.

misunderstandings. In the era of video­

main in the traditional model – offering

com, there are five elements of working

conferencing, there is also an oversatu­

their employees classic office spaces, and

in an office that people missed most when

ration of this form of work.

flexible formats understood as both co­­­

• 37% miss the daily routine of going to

working spaces and serviced offices. Hence

• 73% miss the personal connection.

the office. Working remotely creates

the development of coworking networks

Before the pandemic, most workers

a significant change in routine. While

is observed not only in larger cities.

spent half of their day at work inter­

this may have its benefits for some –

acting socially in various ways, inclu­

such as the ability to work from the com­

ding participating in spontaneous con­

fort of home and the added flexibility of

versations that are difficult to repli­

managing others' schedules at home – it

cate virtually.

can be difficult to recreate the daily rou­

working remotely:

• 64% are less distracted working in

tine of going to work if you're not physi­

the office than at home. A bustling office

cally anywhere. Having two different

with lots of people can be distracting

locations and hours for work and home

for some, but for others, home can be

(and, well, everything else) makes it eas­

even more disruptive – whether it's due

ier to sepa­rate each day.

to children, pets, neighbors or a noisy neighborhood.

Management, HR, departments in order to cope with the changing expecta­

The second format, which is the basis of activity, is conducting business in the remote model.

• 50% miss the commute – also understood

tions of employees have been indirectly

At this point, the possibility of

as a daily routine during the daily com­

forced to work hard conceptually. And

remote work is no longer just an option

mute (a phone call to family members,

all this to find the golden mean to ensure

– but often a requirement. Some compa­

a favorite radio show or a quick break­

optimal conditions conducive to the work

nies relying on this model – either com­

fast break). The research was conducted

and efficiency of employees.

pletely eliminated the office space, or

in the United States, where the average

Some of the organizations have also

enabled them to hire more employees –

commute time was about 26.6 min. At

used this time to change their assump­

also in markets that until now were out­

the moment the concept of 15-minute

tions about the format of their operations,

side their zone of possibilities.

cities is popular, where the average com­

used office space, number of branches.

mute to work, or key places for us – is just

The last type of Hub&spoke – com­­­bines the advantages of the traditional

HOW HAS THIS AFFECTED THE OFFICE MARKET?

and remote model. Organizations allow

co-workers. Videoconferencing plat­

After a certain period of slowdown, three

space, as well as allow their emplo­

forms enable communication, however

main trends are noticeable.

yees to use flexible space in cowor­king

a quarter of an hour.

• 45% miss personal meetings with their

the lack of direct relations, reading of

40

Some of the organizations have used pandemic time to change their assumptions about the format of their operations, used office space, number of branches.

employees to use both traditional office

spaces located in the same city, but also

Focus on Business | May–June 2022

For a certain group of employees, it is important to stay in dedicated office spaces designed with them in mind.

Hence, some organizations are not staying on flexible spaces, leaving part of the lease in its classic form.

This makes it possible to design the space in accordance with the ele­ ments that transmit the mission and ideas of the organization.

There is also an emerging trend of changing building policies. It results from expectations of leaseholders themselves, who are more and more aware of energy or ecological responsibility and influence of their choices on the natural environ­ in locations distributed almost around the globe. Hub&spoke is a workplace-based ap­p roach where activity is at the core. It used to be that the entire com­ pany was in one location, but now, espe­ cially after changes in the organization, the work format is dispersed. For exam­ ple, you stay at home if you need to pre­ pare a report; you go to headquarters to work with your team; you go to a satellite office near your home to do other acti­vities that require access to office infrastructure that is difficult to provide at home.

FLEXIBILITY IN A NEW FORMAT We have become accustomed to being and responding flexibly to changing con­ ditions. We've also learned what we don't want. What we would like to change.

ment. Buildings are chosen which are

Hub&spoke combines the advantages of the traditional and remote model. Organizations allow employees to use both traditional office space, as well as allow their employees to use flexible space in coworking spaces located in the same city, but also in locations distributed almost around the globe.

able to guarantee its employees not only space to work, but also carry values with which one can identify.

PEOPLE FIRST – THAN PLACES At this point, it is not the ideas, but the employees, that are the key element of any smoothly running organization.

And they are the key to maintaining, sup­ porting or growing it.

And for it to work – you need to provide them with the necessary elements to work.

That is why it is so important to manage and enable employees to achieve their overarching goals – while providing them with the tools they need to work.

Once again, it is worth empha­s izing

Not everyone is comfortable working

that noticing and taking into account

remotely. There are growing voices about

the needs and expectations of employees

the need to establish interpersonal rela­

towards the employer both from a func­ tional, social, cultural and emotional per­

tionships and redefine the purpose and Defining the needs of employees by

spective is becoming crucial. By placing

Organizations, depending on the pos­­­

organizations translates into more and

openness to a multifaceted freedom of

sibilities, give the option to work from

more frequent questions about the possi­

choice for the employee at the center,

home, from coworking, from the office,

bility of implementing multidimensional

we reach the point where we are able to

or even from the office space of the cli­

projects, focusing mainly on cooperation,

answer questions about the ideal work

ent for whom they implement projects.

co-creation – combining the formal func­

model for the entire organization and

tions, as well as those more partner-like,

the way its structures function, inclu­

or social.

ding office space.

format of offices themselves.

More and more people will come to them to collaborate, meet with their team, build project groups, initiatives, or exchange their knowledge and experience.

Companies rely on project spaces, collaboration rooms, spaces for creative processes, networking and brainstorming.

The typical open space is becoming a space for coexistence and meeting

Author Grzegorz Kmieciński

Director, Tenant Representation, Corees Polska Commercial Real Estate

– an alternative to impersonal teleconferences.

Focus on Business | May–June 2022

41

INVESTMENTS

An analysis of the office market in a shifting landscape: availability and occupier demand Text | Jan Szulborski

At the end of 2021, Poland’s total office stock stood at 12.2 million sq m, having grown by approximately 1.25 million sq m in 2020-2021. The Polish office market comprises Warsaw and eight regional cities: Krakow, Wrocław, Tricity, Katowice, Poznań, Łódź, Lublin and Szczecin. With over 50% of the nation’s total stock concentrated in the capital city, Warsaw is the largest office market in Poland. The biggest regional city office markets include Krakow (13%), Wrocław (10%) and Tricity (8%).

42

In March 2020, the Polish office market

ARE WE AT RISK OF AN UNDERSUPPLY?

time thanks to high pre-let levels. Due to

found itself at the epicentre of changes

At the end of 2019, Poland’s office devel­

economic uncertainty and the more sub­

spurred by the coronavirus pandemic,

opment pipeline comprised 89 projects

dued demand for office space as tenants

successive lockdowns and the rise of

with a combined area of 1.6 million sq

temporarily shelved expansion plans,

remote working. These factors impacted

m, most of which were under construc­

new projects planned for 2020-2021 were

Warsaw and regional cities alike. The ex­­­

tion in Warsaw (28 projects), Krakow (13),

mothballed, which in the longer term will

tent of the impact, however, varied from

Tricity (15), Łódź (10) and Katowice (10).

result in an undersupply in 2023-2025.

market to market and largely depended

Of that total, more than 68% are projects

The number of projects breaking

on the growth phase of each at the out­

sized over 10,000 sq m. The volume of

ground has fallen since 2019. At the end

break of the COVID-19 pandemic.

space under construction was in line with

of 2021, the development pipeline in

the historically high demand for office

the largest Polish cities stood at 980,000

WARSAW AND REGIONAL CITIES

space and the continued influx of invest­

sq m of office space which was schedu­

Warsaw saw a record level of occupier

ments into the business services sector

led for completion in 2021–2024. Cush­

demand in 2019 with over 877,000 sq m of

in Poland.

man & Wakefield estimates that 2022’s

office transactions – the highest result in

The first case of COVID-19 in Poland

new office supply will amount to 750,000

its history. Meanwhile, supply constraints

was reported in March 2020 and the coun-

sq m. However, given the turnaround

in 2018-2019 pushed the capital’s vacancy

try soon went into its first lockdown,

times of office projects, a substantial

rate down to 7.8% in Q4 2019, its lowest

which had a significant ripple effect on

proportion of developments underway

since 2012.

the growth of its office market.

were commenced in the pre-pandemic

Regional city office markets re­­por­­­

The COVID-19 pandemic impacted

ted strong growth in the last decade, with

the supply side of the office market in

environment.

Cushman & Wakefield forecasts that

some markets more than doubling or even

two time frames. In the short term, no

new office completions in 2023 will pro­

quadrupling in size. Interestingly, the total

legislation that could have delayed con­

vide approximately 180,000 sq m, which

office stock in Krakow and Wrocław sur­

struction works was introduced during

will represent a significant fall in sup­

passed the one million square metre mark

the first national lockdown. However,

ply. The weaker supply will result from

in under ten years and amounted to 1.4

completion of some projects was pushed

adjusting the number of new projects to

and 1.2 million sq m at the end of 2019,

back from the second to the third quar­

the current demand level and the growth

respectively. The rapid growth in supply

ter of 2020 due to protracted administra­

in construction, energy and labour costs,

in the regional city office markets was

tive procedures, limited labour availa­

which accelerated further following Rus­

fuelled by more and more office space

bility and potential disruptions to supply

sia’s invasion of Ukraine in February

requirements coming from the business

chains. Having said that, most projects

2022. According to estimates from Cush­

services sector, which is the main driver

scheduled for delivery in the second half

man & Wakefield, the tight development

of demand in regional cities.

of 2020 and in 2021 were completed on

pipeline is likely to persist until 2025.

Focus on Business | May–June 2022

demand has not offset absorption whose current decline illustrates cuts and deci­ sions made during the hardest period of the pandemic. Additionally, due to rising office construction and fit-outs costs, new leases tend to be made for 7-10 years rather than the typical five years to allow for depreciation of the higher spend.

THE PROSPECT OF HIGHER ASKING RENTS The pandemic has also solidified the hybrid work model, especially among the largest office users, driving further the evolution of an optimal work model which is being increasingly suited to the type of work performed – not only within separate sectors but also within each organisation. This – depending on decisions taken – will either increase or decrease demand for currently used office space.

Office rents have remained rel­a­­­ti­­­vely stable for the last 24 months, both The high levels of new supply

sublease or short-term lease renewals in

in Warsaw and in regional cities. The out­

in 2020-2021 and the muted demand

exchange for additional financial incen­

break of the COVID-19 pandemic pushed

since the onset of the pandemic pushed

tives from landlords. As a result, rege­

Poland’s inflation to new highs, with

the overall vacancy rate up to 13.4% at

aring and renewals accounted for a large

Russia’s invasion of Ukraine exacerba­

the end of Q4 2021, an increase of 4.5 pp

share of office take-up both in 2020 and in

ting the negative impact of the rising

on 2019, with this growth varying by

2021 compared to pre-pandemic.

inflation rate on the Polish economy.

market and impacted by the volume of

Despite ongoing uncertainties,

High inflation will push up the costs of

new completions scheduled for deli­very

leasing activity in 2021 improved by 5%

new projects for both developers and

in the last 24 months in each market,

over 2020. As expected, the Polish office

investors. Rising costs are very likely

pre-let levels and occupier demand for

market bounced back in the second half

to translate into higher asking rents in

office space.

of 2021 following a drop in occupational

the coming months, particularly in new office projects.

At the end of 2019, Poland’s office development pipeline comprised 89 projects with a combined area of 1.6 million sq m, most of which were under construction in Warsaw (28 projects), Krakow (13), Tricity (15), Łódź (10) and Katowice (10).

To sum up, business hates uncer­ tainty and the office market is relatively highly susceptible to changing macroeco­ nomic indicators. Nevertheless, the cau­ tious recovery in office demand and the low level of new supply in the next three years will allow for a gradual absorption of available office space both

CAUTIOUS TENANTS

activity in 2020. However, it has not

in Warsaw and in the regional city office

In 2020, occupier transactions in Poland’s

recovered to pre-pandemic levels yet.

markets, as well as a gradual return to

nine core office markets totalled 1.18 mil­

The dwindling supply has not fully off­

a healthy balance between supply and

lion sq m, down by 24% on 2019. How­

set rising vacancy rates and the growth in

demand.

ever, it is worth noting that 2019 was a record year in terms of office take-up and preliminary forecasts predicted

Author

even a twofold decrease in leasing volu­ mes as in the second half of 2020 we saw very cautious activity among tenants with regard to making long-term com­

Jan Szulborski | Senior Consultant,

Consulting & Research, Cushman & Wakefield

mitments, attempts to downsize offices through marketing some space for

Focus on Business | May–June 2022

43

INVESTMENTS

ESG – a revolution that will change the real estate industry Text | Agnieszka Wójcicka

Issues related to ESG, i.e. the assessment of investments in terms of care for the environment (E), social responsibility (S) and corporate governance (G), are changing in front of our eyes from the phase characteristic of early development and testing, into a permanent trend that will be in the coming years one of the main factors influencing changes in the real estate market.

Not by accident, in 2021, Blackstone Group,

the building (e.g. production and trans­

In order to change the general as­

one of the largest investment funds in

port of buil­ding materials and related to

sumptions, European legislation was

the global real estate market, announced

the construction process).

created, including NFRD (Non-financial

that it expects all companies to submit ESG

These numbers indicate that we are

Reporting Directive) and SFDR (Sustaina­

reports. The same entity also announced

not dealing with a marginal pheno­

ble Finance Disclosure Regulation) on dis­

a 15% reduction in CO2 emissions in all

menon, but with almost revolutionary

closure of non-financial data by compa­

its new investments in 2020. According to

changes that will soon begin to define

nies regarding ESG aspects. Additio­nally,

the International Team on Climate Change

the entire real estate industry. As Deloitte

in order to counteract the phenomenon

(IPCC), the construction sector is respon­

rightly points out in the study – ESG Real

of "green-washing", the investment will

sible for 38% of global CO 2 emissions

Estate Insights 2021: "The emergence of

be verified in terms of compliance with

(39% according to Data Sources Global

global mega-trends, understood as large-

the so-called Taxonomy, i.e. a legal act of

ABC Global Status Report 2018, EIA).

scale social, economic and environmen­

the European Union of 18 June 2020 esta-

The carbon footprint of a buil­ding can be

tal changes, often with a high impact, will

blishing a framework to facilitate sustain­

divided into two components: the opera­

require the real estate sector to revise its

able investments.

tional carbon footprint (i.e. energy used

approach to sustainable development".

Investors who have been dealing

for the efficient functioning of buildings)

The main assumptions of the Paris

with sustainable development for years

and the built-in carbon footprint, i.e.

Agreement and the European Green Deal

by certifying their investments in BREEAM /

emissions related to the construction of

is to reduce greenhouse gas emissions.

LEED schemes will have a partially easier task of transformation, as a certain group of Taxonomy criteria is consistent

ANNUAL GLOBAL CO2 EMISSIONS IN PERCENT

with the assumptions of multi-criteria certification.

Construction and production of building materials (including carbon footprint 11%

White Star Real Estate received its first BREEAM certificate for the design

Transport 23%

stage in 2011 for The Park Warsaw – Building B1, which was confirmed by the final certificate in 2013 with an Excel­ lent rating.

For several years, multi-criteria certification has become a standard on the office market, while warehouse

Use of buildings (operational carbon footprint)

28%

investments have been overlooked in the past. Currently, most developers of

Industry and others 38%

warehouse space certify their new invest­ ments. White Star Real Estate received the first interim certificate in the BREEAM Europe 2009 system for the M1 ware­ house of the Diamond Business Park

44

Focus on Business | May–June 2022

Ursus investment in 2013 together with

(corporate governance) that are indi­

Sweco Polska (then Grontmij Polska).

cated as those that may affect the com­

Ultimately, the entire Diamond Business

petitive advantage of individual entities

Park Ursus warehouse park is certified

and investments.

at the Very Good level.

Today, the legislation introduced

Currently, over 80% of the net leased

in the field of ESG clearly indicates

space in the White Star Real Estate port­

that there is no other direction for

folio is BREEAM certified.

the real estate industry than a respon­

It’s important to remember that

sible approach to construction, which is

environmental data is measurable, which

both concern for ecology and sustaina­

makes it easier to collect and report. On

ble development of the entire business.

the other hand, social and governance

The introduction of similar regulations

indicators that also make up ESG strat­

and their implementation by investors

egies are more declarative, which often

will only accelerate the spread of such

makes reporting difficult. At the same

solutions in Poland to the benefit of

time, it is the activities in line with

the entire industry and its perception by

the subject matter of S (society) and G

the market environment.

Author Agnieszka Wójcicka | Sustainability Manager

and BREEAM Coordinator, White Star Real Estate

The Park Warsaw.

Focus on Business | May–June 2022

45

INVESTMENTS

International House Vilnius: Soft Landing for International Talent Text | Agnė Camara

Relocating to a new country can be daunting. Navigating migration paperwork, finding a place to stay, sorting out health and social insurance – there is so much to do when settling in your new home. Even the most prepared newcomers can find themselves puzzled at times. And they should not be left to figure everything out on their own.

The recently established International

That is how International House

All consultations and services are

House Vilnius was set up to welcome

Vilnius was born. The centre is a joint

provided in English or Russian and are

international talent to the Lithuanian

initiative of Go Vilnius, the city’s tourism

free of charge. Appointments can be

capital and answer any queries they

and business development agency, and

made on the centre’s online registra­

might have. From obtaining a residence

Work in Lithuania, a national talent

tion platform.

permit to discovering the local cultural

attraction program. Since its establish­

Our vision for International House

scene, we are a one-point entry for all

ment in November 2021, International

Vilnius was an open, welcoming space

incoming specialists that choose to pur­

House Vilnius has already assisted more

where specialists from abroad could

sue their careers in Lithuania.

than 5,000 foreign nationals with various

access public services without facing

relocation and integration challenges.

a language barrier or visiting the same

Making Vilnius an even more attractive career destination for inter­ national talent is among the primary goals of International House Vilnius.

Recently, however, our experience in providing valuable and timely support to newcomers has also been put to use to help Ukrainian refugees integrate

Since its establishment in November 2021, International House Vilnius has already assisted more than 5,000 foreign nationals with various relocation and integration challenges.

in Lithuania.

46

International House Vilnius leve­

offices multiple times. With the support

ALL RELOCATION AND INTEGRATION SERVICES UNDER ONE ROOF

rages an extensive network of national

of Vilnius City Municipality, we brought

agencies, local organisations and experts

this vision to life, and we are ready to

International talent greatly complements

to ensure a smooth and easy relocation

make international talent feel at home

the local talent pool, playing a vital role

process. All in one place, a new arrival

in our city from day one.

in sustaining the economic growth of

can meet representatives of key Lithu­

European countries. To encourage inter­

anian public institutions, including

SUPPORTING UKRAINIAN REFUGEES

national specialists to choose Lithua­

the Migration Department, the State Tax

Since the early days of the war in Ukraine,

nia, there is a need to ensure accessible,

Inspectorate, the Employment Service,

Lithuania has mobilised its national

high-quality services that support their

and Vilnius City Municipality. Experts

institutions to support the Ukrainian

big move. Looking at the good practices

are on hand to sort out residence per­

people. For Ukrainian refugees coming

of the Nordics (Denmark, Sweden, Fin­

mit or health insurance issues, consult

to Lithu­ania, International House Vilnius

land and Estonia all have similar centres),

on taxpayer obligations, register chil­

launched a hotline to provide the latest

we began developing a one-stop service

dren in educational institutions, and

information on arriving to the country,

centre that helps international specialists

provide information on job opportuni­

finding accomodation, receiving health­

and their families navigate the ins and

ties or starting a business, among many

care services, and other matters. We have

outs of relocation.

other matters.

also organised a number of seminars for

Focus on Business | May–June 2022

Photos: ŠVIESIAUTAMSIAU.

Ukrainians on topics such as obtaining

public transport, finding an English or

BeFriend will not only help Ukrainians

health insurance and finding a job in

Russian-speaking barber, or discovering

integrate into the city’s life, but also make

Lithuania. Our team has been able to use

the best places for dinner.

it easier to identify the pain-points of

its expertise in assisting foreing natio­nals

Experience shows that programs

to provide the urgent and necessary sup­

that have locals answering foreigners’

foreigners settling in Vilnius.

The idea of a mentorship program

port to Ukrainian refugees.

questions are particularly effective in

has been in our plans since the found­ ing of International House Vilnius. But

Experience shows that programs that have locals answering foreigners’ questions are particularly effective in facilitating faster and easier integration.

with a significant number of Ukrai­ nians arriving in Lithuania – more than 40,000 Ukrainian refugees have entered the country the day I am writing this – the need for such assistance is particu­ larly high. That is why the first phase

To provide more personalised assis­

facilitating faster and easier integration.

of the BeFriend program is designed to

tance, International House Vilnius has

BeFriend mentors give their Ukrainian

help the Ukrainian people who have fled

also launched BeFriend Vilnius, a men­

mentees individual attention and time,

the war. Later down the line, we plan to

torship program aimed at helping Ukrai­

which helps to build social bonds and

expand the program by offering it to all

nians integrate. The program has Vilnius

valuable connections. We hope that

foreigners residing in Vilnius.

residents act as volunteer mentors to newcomers, providing them with infor­ mation and advice on a 1-1 basis, either

Author

in person, online or by phone. BeFriend Vilnius mentors help new arrivals by guiding them to the right institutions to sort out relevant paperwork, but also by giving them day-to-day tips on using

Focus on Business | May–June 2022

Agnė Camara Head of International House Vilnius

47

INVESTMENTS

2022 in Poznań marked by the development of real estate During the March MIPIM fair in Cannes, the City of Poznań promoted the offer of as many as 17 investment areas for sale. Both the commercial and residential real estate markets are developing very dynamically in Poznań, and more plots are awaiting upgrades.

For the first time since the beginning of

Poznań was placed 5 th. According to

concerned the sustainable planning of

the pandemic, the real estate and invest­

experts from The Financial Times, it is

urban space. Besides the Mayor of

ment fair MIPIM in Cannes was held

the second most business-friendly city in

Poznań, representatives of Helsinki and

in a full format. It has lasted for 4 days

Europe in its category.

Gdynia (Anni Sinnemäki, vice-mayor

and gathe­r ed around 20,000 partici­

Moreover, Mayor Jacek Jaśkowiak

pants from all over the world. During

took part in a discussion panel organi­

of Helsinki, Katarzyna Gruszecka-­ -Spychała, vice-mayor of Gdynia) and

the event, Poznań got the fDI European

sed by Poland Today as part of the event

representatives of two real estate com­

Cities and Regions of the Future 2022/23

"POLAND, EUROPE'S MOST RESILIENT

panies – the Danish developer NREP and

award, which was received by the Mayor

ECONOMY – a snapshot of the market

the American consulting agency Cush­

of the City Jacek Jaśkowiak. In the gene­

today & tomorrow", which gathered

man & Wakefield took part in it.

ral classification of medium-sized cities,

a full room of participants. The debate

Moreover, during the MIPIM fair, a special event was held at the symbolic Ukrainian stand, where representatives of Kyiv, Lviv, Kherson, Ivano-Frankivsk and Kharkiv were supposed to present their potential. The authorities of several European cities (including Riga, Vilnius, Madrid and Poznań) jointly expressed their support for the fighters in Ukraine and appealed to the governors to close the sky over Ukraine.

DIVERSIFIED OFFER FOR INVESTORS This year, the City of Poznań promoted 17 investment areas. We have already known that the property in Żegrze area was sold at the end of March as part of an unlimited oral tender. The offer of the City of Poznań – ten areas – is still dominated by real estate intended for multi-family housing and/or service development. We also offer new inves­ tors 3 properties with an exclusive ser­ vice function. One area is for industrial and service development. Another area is to be partly designated for industrial and service purposes and partly to be used City of Poznań's stand during the MIPIM 2022 fair in Cannes.

48

Focus on Business | May–June 2022

as parking lots. However, the pro­perty

A GREAT TIME FOR NEW PROJECTS

at Chojnicka street, offered for rent only,

At the stand of the City of Poznań, we also

are also underway in Jeżyce. The first

located in a wedge of greenery, may be

promoted the projects of our partners:

apartments in the Goplana estate, which

an interesting proposition for the tourism,

APP Projekt, Garvest, Skanska, Pekabex,

are being built by COLIAN DEVELOPER

recreation and sports sector. There are

Probuild, Vastint, WPIP and Wielkopol­

on the premises of the former choco­

new locations at Gąsiorowskich 6 street

ska Investment Support Center, as well

late factory, have already been put into

and Janickiego/ Św. Wawrzyńca streets.

as investment offers of the municipali­

operation. The construction of the next

ties of the Poznań metropolis.

two buildings is to be completed in

– We a re v e r y p l e a s e d w i t h the course of this year's fair. The four days

Currently, the office real estate mar­

of MIPIM were filled with meetings both

ket in Poznań covers over 620,000 sq m.

with new people and our long-term part­

There is almost 62,000 sq m under constru­-

ners. Thanks to the presence of deci­

ction – the Andersia Silver office building

sion-makers, we held talks and arrange­

on Andersa Square (Probuild) and the tal­­

ments at the highest level – sums up

lest building in the Nowy Rynek complex

Katja Lożina, Head of the Investor Rela­

at Matyi street (Skanska) which are to be

tions Department.

put into service in 2024. Garvest is plan­

Several interesting investments

2022 and 2023. In the neighbourhood,

ning two new Pixels at Grunwaldzka street, while Vastint is working on the pre­­­­-

Currently, the office real estate market in Poznań covers over 620,000 sq m. There is almost 62,000 sq m under construction.

mises of Stara Rzeźnia.

Progress is also observed in the resi­ dential real estate market of Poznań.

Thanks to the tram investment completed before the deadline, the areas at Unii Lubelskiej street have become very attractive for developers. The city is systema­ tically selling properties that will allow the creation of a modern housing estate in that area with easy access to the cen­ tre of Poznań.

Skanska is completing the construction of the Nowy Rynek complex in the very center of Poznań.

Preparatory works are underway in the Stara Rzeźnia complex in Poznań, which will include many functions: residential, office, cultural and restaurant.

Focus on Business | May–June 2022

49

INVESTMENTS

A unique Garvest's project Perfumiarnia at Park Wilsona.

by the main artery in Jeżyce – Dąbrows­

Portowo is one of the largest investments

Huggers' Brewery, which will include

kiego street, also in the post-industrial

planned by Vastint in the residential mar­

a SPA and an intimate office space, as

area, new housing estates – Fama, FAMMA

ket in Poland. Ultimately, the entire pro­

well as the Betonhaus, the oldest and

and Wieża – are being built. As a result,

ject will include 47 buil­dings with nearly

only existing fair pavilion in Wilson Park,

in the area of Dąbrowskiego, Kościelna,

1,800 apartments.

which will also be restored to its former

Niestachowska, Św. Wawrzyńca streets,

The unique investment of Garvest

glory. The project will be crowned by:

a modern residential district, Nowe Jeżyce,

– Perfumiarnia is also worth attention.

aparthotel "Focha 34" from Głogowska

will appear.

The project involves the construction of

street and a new tenement house in the place of warehouses from Śniadec­

The city has a lot to offer not only to commercial space developers but also to investors from the residential sector. The current offer of municipal properties for sale is still available at www.poznan.pl/invest.

kich street.

This year's MIPIM fair in Cannes confirms that there is a high interest in the real estate market of Poznań. The city has a lot to offer not only to commercial space developers but also to investors from the residential sector. The current

At the same time, Vastint has

140 apartments in 3 new buildings with

offer of municipal properties for sale is

received a building permit for the Portowo

a view of Wilson Park. The investment

still available at www.poznan.pl/invest.

estate, which will be located on the Warta

will be complemented, among others, by

Please contact us!

River, near the Starołęka roundabout.

the restored interiors of the 19th-century

More information Investor Relations Department | City of Poznań Za Bramką 1 Street, 61-842 Poznan Phone: +48 61 878 54 28, e-mail: inwestor@um.poznan.pl www.poznan.pl/invest

50

Focus on Business | May–June 2022

INVESTMENTS

Częstochowa – a 15-minute city Text | Anna Tymoshenko

The idea of Anne Hidalgo is beautiful. The concept of the 15-minute city announced in 2020 by the mayor of Paris, from the Work-Life Balance perspective, is not only the idea of a path to achieving balance in life. From the point of view of the inhabitants of Częstochowa, city located about 1,500 kilometers from Paris, it is even a necessity.

School, clinic, cafe, shop, work, park... and

– to a lesser extent – to their neighbour­

which can be reached by car in about

maybe even a forest – all within a 15-mi­­

hoods. Częstochowa, despite being once

25 minutes. There are currently large-

nute walk or bike ride from the apart­

a voivodeship city, is relatively compact,

scale investments in the city, mode­rni­­­-

ment or house. In Częstochowa, it is not

and its location and area make it rela­

zing the road system, public transport

only the urban trend. The city shows that

tively easy and quick to drive from one

and increasing the number of bicy­

this idea is not a utopia but the reality of

end to the other.

cle paths. The provincial road No. 908

a large part of the inhabitants.

52

Częstochowa, the second-largest

within the city limits – Monte Cassino

It turns out that the coronavirus

city in the Silesian Voivodeship, with

street – and the DK46 road is being

pandemic and related travel restrictions

over 215,000 inhabitants, has a strategic

rebuilt, which is the entrance to Opole

contributed to the spread of the idea, not

location at the intersection of transport

and Wrocław, as well as access to the A1.

only to other cities in the world but also

routes and near the Pyrzowice airport,

The city started to renovate the heavily

Focus on Business | May–June 2022

loaded city fragments of DK-91, inclu­

steelworks (today Liberty Steel Często­

ding the construction of three non-col­

chowa). Therefore, subcontractors'

lision intersections – flyovers. In previ­

plants, housing estates, hospitals, kin­

ous years, three integrated interchange

dergartens, schools, cinemas and sports

nodes have already been created, ena­

clubs were built around the steelworks –

bling the combination of all public trans­

this structure has been preserved to this

port available in the city with individual

day, which clearly shows that the idea

transport – about 50,000 students and

of a fifteen-minute city is nothing new

emplo­y ees commute to Częstochowa

but rather a return to quite good and

every day to school and work. Trans­

proven practices.

fer centres also contribute to the devel­

A similar policy of social deve­

opment and integration of the bicycle

lopment was pursued in Congress by

route system, which is currently about

the owners of large textile factories

76 kilometres in the city, and addition­

located in the present city centre. Thanks

ally, Częstochowa is connected via paths

to this, flats for engineers were created

with other communes, not only Juras­

that are still functioning today, sports

sic ones. Investments in communica­

fields, tennis courts, Cultural Centers and

tion infrastructure are a priority. Within

clubs for residents. Most of these plants

Częstochowa is a good-to-live, peace-

a few dozen minutes drive from the cen­

have left the pearls of industrial archi­

ful city. Due to the increase in the wealth

tre of Częstochowa, we have access to

tecture ready for development, such as

of the inhabitants, the demand for new

over eight million inhabitants who

the 8 hectares of the former Elanex in

flats built to a high standard is still

can become our potential students and

the very centre of the city.

growing, although the largest district

employees of Częstochowa companies.

In the post-war Republic of Poland,

of the city can certainly be considered

In 2020, PLN 65 million was allocated to

Częstochowa did not depart from best

a phenomenon: the "North", which was

the modernization of Częstochowa roads.

practices and when new housing estates

shaped at the end of the 1970s, due to

It is certainly a phenomenon on a national scale because at a distance of 15 km from the Katowice Special Economic Zone we have ruins of medieval castles, Jurassic inselbergs, landscape parks, mineral water springs and recreational areas among pine forests.

the location, the number of greenery, schools, kindergartens, and commer­ cial facilities is still one of the most fre­ quently chosen locations by young peo­ ple. Although the district is dominated by blocks of concrete slabs, the advantages of the location and the 15 minutes rule (or rather less) work perfectly here.

Another great advantage of Często­

Today's Częstochowa was shaped

were built, they were not only bedrooms

chowa is its proximity to the beauti­

around several dominants. The first one

for employees of numerous Częstochowa

ful Jurassic communes like Olsztyn,

is, of course, Jasna Góra, around which

plants. As the city grew to the north, it

Mstów, Mirów, Bobolice, Złoty Potok,

there are mainly districts of single­-family

absorbed more orchards, fields, and even

Ostrężnik... It is certainly a phenome­

houses. The monastery is also a dominant

a forest, which is still used by the inhab­

non on a national scale because at a dis­

feature in the planning and urban con­

itants for recreation and relaxation.

tance of 15 km from the Katowice Special

text. In the south of the city, however,

Thanks to such measures, in each of

Economic Zone we have ruins of medie­

the enormous influence of industry on

the new districts of Częstochowa, the resi­

val castles, Jurassic inselbergs, landscape

the development of this part of the city

dent has at his disposal several kinder­

parks, mineral water springs and recre­

is noticeable. Since the nineteenth cen­

gartens, several schools, a clinic, parks,

ational areas among pine forests, which

tury, the life of the entire district, and

squares with old trees, walking paths and

will satisfy anyone who wants to take

consequently also of the neighbouring

numerous shops.

a break from everyday duties.

districts, developed around the Hantke

Translation: Magdalena Wytrzymała

More information Investor Assistance Center Department of European Funds and Development | City Hall of Częstochowa Waszyngtona 5 Street, 42-217 Częstochowa Phone: +48 34 3707 212, +48 34 3707 213 e-mail: coi@czestochowa.um.gov.pl, fer@czestochowa.um.gov.pl www.czestochowa.pl

Focus on Business | May–June 2022

53

INVESTMENTS

Katowice – the city on top, the city on the podium

Stable and balanced development of every city would not be possible without an appropriate economic background created by enterprises from various sectors and industries which have a significant influence on the of the city's budgetary revenues size, the situation on the local labour market and the public image of the city both on the regional and national scale.

It is for these reasons that cities compete

an assessment was primarily the city's

in Cannes, in which the City of Katowice

with each other, trying to create the best

budget, which is moderately suscepti­

actively participated.

possible conditions for economic growth,

ble to changes in the economic situation

The fact that Katowice is an unques-

encouraging investments, emphasising

thanks to, among others, the dominant

tionable leader among Polish agglome­

all the attributes they possess which may

share of service industries in the struc­

rations also in the quality life area, is

be important for potential investors. Mar­

ture of the city's economy, in particular

clearly demonstrated by the annual

keting alone is not enough in all this, skil­

the business services sector. The Ameri­

ranking of People-Friendly Cities con­

ful promotion of the city is of course very

can Fitch Ratings agency is one of the five

ducted in November 2021 by Forbes, in

important, but it can become an impor­

most prestigious global rating agencies,

which the capital of Upper Silesia took

tant factor of building competitive advan­

regularly publishing ratings of more

the 1st place! Katowice was the only city

tage only when it is confirmed in objec­

than 5,700 financial institutions and 100

in Poland to exceed, in the overall assess­

tive evaluations and rankings.

countries, including an assessment of

ment, the limit of 100 points. The lat­

Interestingly, more and more inves­

their creditworthiness. Thanks to main­

est edition of the ranking was excep­

tors pay attention not only to strictly

taining the rating at "A-" Katowice is per­

tional in that for the first time the points

economic or business criteria of evalu­

ceived as a reliable and trustworthy busi­

were determined not only by ques­

ating the investment attractiveness of

ness partner and the high rating confirms

tionnaire responses but also by objec­

the city, but also to widely understood

the city's development potential in every

tive calculations of how much money

aspects of the quality of life, ecology or

area, especially in terms of investments,

the cities spend from their budgets on

simply the high quality of building rela­

which also translates into an increasingly

areas that improve the residents' qua-

tions between the public and private

higher standard of living for its residents.

lity of life, such as security, housing

sector in implementing various eco­ nomic undertakings.

Therefore, it is worth putting together the most important assess­ ments and rankings relating to Kato­ wice and see how the city ranks in com­ parison to other Polish agglomerations

One of the most recent award that Katowice has received is the 5th position in the ranking of the best large European cities in terms of fDi strategy in fDi’s European Cities and Regions of the Future 2022/23 ranking.

and in which aspects it clearly dominates over its competitors.

54

One of the most recent award that

facilities and social support. The jury

The review of these ratings and rank­

Katowice has received is the 5 th posi­

singled out Katowice's "exceptionally

ings should certainly start with the most

tion in the ranking of the best large

high civic budget", which accounts for

objective and reliable financial criteria.

European cities in terms of fDi strategy

about 1% of the city's entire budget, while

In the credit rating of Katowice published

in fDi’s European Cities and Regions of

the standard among provincial cities is

by Fitch at the end of 2021, the city's

the Future 2022/23 ranking. The culmi­

about 0.5%, as well as the creation of

financial standing was assessed as "A-",

nation of the ranking was the award cere­

a dedicated Green Budget of as much as

i.e. Stable outlook, and the source of such

mony on 15 March during MIPIM 2022

PLN 3 million.

Focus on Business | May–June 2022

Photo: Piotr Krysiak / Obiektyw PK – foto & film.

In this context it is worth empha­

the inhabitants, obtaining the highest

assessment Katowice took an excellent

sising that Katowice's high rating in

number of points, which is due to, among

2 nd place among the assessed largest

the "Forbes" ranking is by no means iso­

others, high spending on education, cul­

Polish agglomerations! Such a high posi­

lated as only a month earlier, in Octo­

ture, sport and recreation, thanks to

tion of Katowice gains particular signi­

ber 2021, Katowice found itself among

which the inhabitants have access to

ficance taking into account the fact that

the laureates of the 17th Local Govern­

a better offer in this area.

the Silesian Voivodeship is regularly

ment Ranking organised by "Rzeczpos­ polita" and "Życie Regionów", winning 2nd prize in the category of cities with poviat rights. The Rzeczpospolita Local Govern­ment Ranking has been in exis­ tence for 17 years and is one of the most

In the mid-2021 air quality assessment Katowice took an excellent 2nd place among the assessed largest Polish agglomerations!

prestigious and reliable initiatives of its kind. In accordance with the adopted

The capital of Upper Silesia for many

included in lists of the most polluted

methodology, the ranking verifies

years has been perceived as an agglo-

regions, not only in Poland but also in

the effectiveness of the local government

meration affected by many nega­t ive

the whole Europe. The objectivity of this

in shaping the sustainable development

effects of the dominance of heavy indus­

assessment is beyond doubt, since its

of the local community, included in

try in the city and the region, in par­

source is the report of the prestigious

the strategic categories: economic sus­

ticular mining, metallurgy and chemi­

international organisation "Europolis"

tainability, environmental sustainabil­

cal industries, which were the main

of the Schumman Foundation, which

ity, social sustainability and in the quali­

source of pollution in the natural envi­

assessed a dozen or so of the largest

­ty of management. Katowice stood out

ronment. Therefore, it may be the more

Polish agglomerations according to iden­

in the area of care for the life quality of

surprising that in the mid-2021 air quality

tical and fairly selected criteria.

Focus on Business | May–June 2022

55

INVESTMENTS

The gradual but systematic growth

the scientific community in local prob­

of Katowice's importance on the economic

lems, to trigger public investment in

map of Europe is confirmed by its inclu­

regional science and its infrastructure,

sion in the first ranking of the Polish Cities

and to boost tourism. The success of

of the Future 2050, prepared by the Saint-

the Silesian Science Festival KATO­WICE

-Gobain Group and the Polish Association

was of great importance in the choice of

for Future Studies. Kato­wice took the 3rd

the capital city of the Silesian Voivode­

place among the largest Polish agglomera­

ship – the EuroScience Association,

tions which are likely to obtain the status

granting the title of the European City of

of the city of the future the fastest. It also

Science, appreciated i.a. the exemplary

turned out to be the winner of an addi­

cooperation of the city of Katowice with

tional ranking in the "education" category.

the universities organising the Festi­

This is the result of the city's focus on lei­

val, led by the initiator and leader of

sure industry, business services and "high

the undertaking, i.e. the University of

tech" with simultaneous care for green

Silesia. Along with the title of Euro­

areas, which constitute almost half of

pean City of Science comes the right to

the city area. This influences the overall

organize the EuroScience Open Forum

image of Katowice, which is completely

(ESOF) in 2024. This event takes place

different now than it was 20, 10 or even

every two years and is devoted to scien­

5 years ago.

tific research and innovation crucial

It was a great honour for Katowice

for the future of the world. ESOF Kato­

to be awarded at the end 2021 the pres­

wice 2024 will be one of the most presti­

tigious title of European City of Science,

gious science and technology events in

which it will be held in 2024. This title

the world.

has been awarded every two years since

If we also add other assessments

2004. It is worth noting that Katowice was

and rankings, in which Katowice was

awarded it, as the first ever city located

ranked among the best Polish cities in

in Central and Eastern Europe! Its idea

such diverse lists as electromobility

is to deepen the changes accompanying

(2nd place in Poland), investment poten­

the transformation of the socie­ty of these

tial (4th place in Poland), it can be confi­

cities and regions towards a society of

dently stated that Katowice will be more

science, to show the richness and diver­

and more frequently ranked among

sity of the European scientific landscape

the largest Polish cities in all kinds of

and to support self-education, scientific

rankings. Therefore, we can say that

integration, interest in science among

the new face the Upper Silesia capital as

younger generations and the develop­

a vibrant, modern metropolis conducive

ment of European research without bor­

to business development, city friendly

ders, to strengthen the European and

and attractive for residents, also having

international profile of the scientific

many other attributes in the culture, rec­

community in the city and the region, to

reation or sport area, is already a perma­

increase the involvement of citizens and

nent quality.

It was a great honour for Katowice to be awarded at the end 2021 the prestigious title of European City of Science, which it will be held in 2024.

This title has been awarded every two years since 2004. It is worth noting that Katowice was awarded it, as the first ever city located in Central and Eastern Europe!

More information Investors Assistance Department Katowice City Hall www.invest.katowice.eu

56

Focus on Business | May–June 2022

Using PR services has never been so easy Public Relations on demand

www.prod.news

INVESTMENTS

Smart Kielce.

City of sustainable development An increase in the number of requests for new investments and zoning permits, as well as a higher interest in investment areas, have been noted in Kielce lately. Undoubtedly the pandemic has not stopped the economic development of Kielce. We talk to Bożena Szczypiór, Deputy Mayor of Kielce, about the challenges that the city faces and the opportunities which will determine its further development. The development should be measured not only by the number of new investments but first of all, by the improvement of the life quality of Kielce inhabitants.

FOCUS ON Business: What is the eco-

in the report ‘Investment attractiveness

efforts to create a special purpose act and

nomic situation of Kielce two years

of regions’, prepared by the Warsaw

change the zoning plan, in order to be

after the outbreak of the coronavi-

School of Economics.

able to pay compensations to the land­

rus pandemic?

Much better than the whole region.

owners and – what’s extremely impor­

Bożena Szczypiór, Deputy Mayor

A serious constraint on the further devel­

tant for us – to be able to keep this land

of Kielce: In most cases, Kielce entrepre­

opment of Kielce is certainly its transport

entirety. The area has huge business

neurs have coped really well with the cri­

isolation. No motorway runs through

potential.

sis, adapting their businesses, including

the region, and moder­nization of the S7

There is also a lot of interest in pro-

production, to the new economic con­

beyond the borders of the region is still

per­­­ties located in neighboring commu­

ditions and needs. The coronavirus has

underway. Meanwhile, which is impor­

nes, mainly due to their lower prices in

not stopped their plans, on the contrary

tant but also understandable, we are see­

comparison to Kielce land prices. This

– many have used this time to prepare

ing growing interest from companies in

is a natu­ral situation and is typical for

and launch new investments. The City

areas where this road has already taken

medium and large cities. Nevertheless,

Hall currently receives a large number

on another dimension.

it does not threaten Kielce's position as

of requests for new investments and zon­

It should also be outlined that 66%

the most important social, academic and –

ing permits. There are many discussions

of Kielce is covered by various forms of

above all – economic center in the region.

behind us, about which I cannot talk

nature reserves, which on the one hand

publicly for now. We have also noticed

improves the quality of life in the city,

You have two significant investments

an increased interest in investment areas.

but on the other hand, limits the availa­

ahead of you, with high potential to

The prices we obtained in recent tenders

bility of land for manufacturing compa­

strengthen this position.

were much higher than we expected.

nies development.

What is essential, new companies

58

We managed to lead to the reali­ zation of projects for which other cities

are being established in Kielce all the time.

What about the land in Obice where

and regions also strived intensively.

In 2020, more than 29.4 thousand enti­

the airport was to be built? The total

The first is the construction of the Central

ties were registered in the REGON regis­

area is about 300 hectares.

Office of Measures laboratories complex.

ter, almost a thousand more than in 2018.

Here the matter is more complex.

What is crucial is that there is a lot of talk

The condition of these companies largely

In the zoning plans of Morawica and

about EU co-financing of this investment

depends on the current economic situa­

Chmielnik communes, these areas are

and the fact that Kielce donated the land

tion in the country, and this – as we know

earmarked for an airport. It must be

worth over PLN 36 million. We feel to be

– is not the best. Rising inflation and

remembered that the plots were acquired

co-creators of a project that will stimu­

credit costs or the stagnation in dialogue

in various ways. Some – unfortunately,

late the city economically. The laborato­

with the EU do not inspire optimism.

a small percentage – were bought directly

ries complex, which is to inaugurate its

from the owners, others were merged as

operations in 2023, will be able to host

What economic challenges is the city

a result of expropriations. According

smaller entities dealing with various

facing today?

to the law, if the municipality does not

types of expertise or measurements.

We are developing by using the exis-

realize the purpose behind the expropri­

The second investment, crucial from

ting economic and social potential.

ation, it is obliged to pay compensation

the perspective of the city, is the cons­

The city is well evaluated, among others,

to the owners. Currently, we are making

truction of a Cromodora Wheels factory,

Focus on Business | May–June 2022

Bożena Szczypiór – deputy Mayor of Kielce.

Our aim is to provide optimal conditions for companies to do business and recover lost profits, including minimizing the costs they incur. Moreover, as one of the few local governments in Poland, we have not frozen our investments even for a moment. Already in spring 2020, we started with the planned tasks, e.g. in the area of wastewater management. We were aware that mainly local entrepreneurs are engaging in such procedures. We implemented a number of such initiatives and in this way, we could also support local businesses.

Focus on Business | May–June 2022

59

INVESTMENTS

Other departments of the City Hall

Investment area of 3.5 ha in Kielce

are also involved in services dedicated to investors. Additionally, in 2021 we launched two key instruments supporting the development of enterprises in Kielce: exemption from property tax on newly built objects or their parts related to pro­ duction and exemption from property tax on new buildings with high-stand­ ard offices. These are two sectors that we want to develop very strongly.

We also support craftsmen, often one-person businesses or small family businesses, by reducing their property tax. We have also created a Map of Craftsmen, encouraging residents to use the services of professionals.

What does the city need today for further development?

We should remember that deve­ lop­ment is not only about in-vestment.

We need nurseries, kindergartens and new housing, as well as pavements, light­ ing, roads and a sewage system – as indi­ an Italian producer of car rims, which

those from the largest Polish cities, and

cated by the inhabitants during the pub­

should start operating any day now.

it should be noted, that 60 percent of all

lic consultations organized as part of

The plant will employ 400 people. A new,

the costs of a given enterprise are labor

the ‘Periphery’ program.

large company with foreign capital will

costs. Life is also cheaper in Kielce.

We are on the eve of launching

also contribute to the increase in demand

Another argument – is the cons­­

the next EU financial perspective. At

for products and services in the metal­�

tantly improving quality of life in the city.

the moment we are getting familiar

-machine industry.

Not without significance is also the pres­

with regional guidelines for that and we

Some companies from Kielce are

ence of Kielce Trade Fairs and Kielce Tech­

already know that this will not be ‘easy’

also planning to expand and come to us

nology Park, which is an example of excel­

money. We have to adjust our develop­

with their projects, but at this stage, due

lent use of opportunities for the deve-

ment needs to the possibilities of the city

to the interests of the entrepreneurs, we

lopment of business infrastructure, avail­

budget, in which we should secure our own

cannot disclose details.

able to both local and external inves­

contribution to the planned investments.

tors. Companies investing in Kielce can

In a moment we will adopt a new

And why is it worth investing in Kielce?

count on the goodwill of the city authori­

Kielce City Strategy 2030+ towards Smart

I see at least five reasons. Great

ties and support from the Investor Assis­

City, i.e. a smart city with a focus on sus­

tance Centre.

tainable development. In consultation

location – the distance from Kraków, Warsaw, Łódź, Lublin and Katowice is no

with the inhabitants, we have de-fined

more than 180 km and the average drive

What kind of support are we talking

our objectives and subordinated invest­

time to the nearest airports – Pyrzowice,

about?

ment needs to them, with an amount

Balice, Okęcie – is about two hours. What

The team of Investor Assistance

a total of PLN 1.5 billion. We sent the list

is more, the con-struction of an express­

Centre is engaged in seeking locations for

of needs to the regional authorities at

way to Kraków is to be completed within

investors, helps to establish business con­

the stage of consultation of the Develop­

two years, which will shorten the travel

tacts, runs an online database of invest­

ment Strategy of Świętokrzyskie Region

time to the airport in Balice.

ment offers. The Centre has been repeat­

2030+. We are waiting for its adoption

Two – high human resources po­­

edly appreciated by investors for its busi­

and implementation.

tential. Salary expectations of Kielce

ness approach, openness, and knowledge

universities graduates are lower than

of the realities of the local market.

Thank you for the interview.

More information Investor Assistance Centre | Kielce City Hall Strycharska 6 Street, 25-659 Kielce Phone: +48 41 36 76 571, 41 36 76 557, e-mail: coi@um.kielce.pl www.invest.kielce.pl/en, www.mapa.invest.kielce.pl/en

60

Focus on Business | May–June 2022

Building Careers Through Education.

Courses and books for all papers of ACCA & CIMA

CFA & ESG

INVESTMENTS

Bydgoszcz open to people and business

An open gate in the coat of arms of Bydgoszcz is not just a symbol. This is the real approach of residents, authorities and representatives of local business, who create a friendly climate in the City more and more often appreciated by tourists, guests and people deciding to live or invest here.

"Be our guest" – this long promoted slo­

to the campaign of the Forum of Byd­

gan of Bydgoszcz still perfectly reflects

goszcz Citizens under the same slogan,

INTERNATIONAL ATMOSPHERE OF BYDGOSZCZ

the openness and hospitality of the City

which was won by the work of Justyna

In recent years, one can feel the inter­

and its inhabitants. This can be seen

Dziabaszewska. The art warmly and har­

national atmosphere of Bydgoszcz more

in many different spheres of life: from

moniously represents a cross-section of

and more fully. On a daily basis, it is com­

social and cultural, through educational,

modern society, promoting the equality

posed of various groups of foreigners

to the business sphere. In today's spe­

of all citizens and showing that diversity

who perfectly fit into the local commu­

cial situation, when, like many other

is a great value. The mural shows peo­

nity. Among them are students gaining

cities, Bydgoszcz welcomes and pro­

ple of different ages, races, professions

knowledge and first professional expe­

vides a second home for many newcom­

and interests who coexist in one city –

rience and freshly minted graduates from

ers from war-torn Ukraine, this slogan

in Bydgoszcz.

various corners of the world. There are

becomes even more relevant and gains

The initiative was quickly picked

also small and larger entrepreneurs,

up by Bydgoszcz schools, which started

transferring their cultural values and

with the Bydgoszcz City Project "Open

traditions to their businesses, managers

ACCORDING TO THE WORDS ON THE WALL

and Tole­rant School", which continues

of Bydgoszcz branches of foreign corpo­

Anyone who has visited Bydgoszcz may

to this day. Their common goal is to

rations, employees of various industries

know that the City is full of murals. Each

strengthen, already at the stage of buil­

and sectors. There are NATO soldiers

of them has not only aesthetic values,

ding the school community, the identity

living here with their families, working

but also carries some important, social,

and image of Bydgoszcz as a city open

and training in the JFTC centre in Byd­

cultural, or historical message. "Byd­

and friendly to everyone. Bydgoszcz

goszcz, athletes or musicians taking part

goszcz open and tolerant" – one of them

actively supports educational activities

in numerous international events and

says. It was made in 2017, as a result of

that spread the values related to tole­

festivals, as well as a growing number

a competition run at that time, related

rance and openness to others.

of tourists and business guests who visit

wider meaning.

Bydgoszcz, not only in the spring and summer season.

The fact that Bydgoszcz is a city open and friendly to foreigners is also present in its multicultural history. Even in the times of the First Polish Republic, in its social structure, Bydgoszcz recorded significant German and Scottish colonies, Czech and Jewish communities, or Italian families (a certain Stefan Parkuzi even served as the mayor of the City several times). Today, there are newcomers from all over the world who have perfectly assimilated into the local community.

Since the seventies, there have been, for example, Vietnamese who run their restaurants in Bydgoszcz, and Photo: Justyna Dziabaszewska, Behance.net.

62

their third and fourth generation are developing their businesses not only

Focus on Business | May–June 2022

in the catering industry. A large group,

implemented for several years, and

especially in recent years, are Ukrai­

which has made Bydgoszcz today one of

nians. This was significantly due to both

the most important locations in Poland

the growing staffing needs of local busi­

for investments in the modern business

ness, as well as the activities of universi­

services (BSS) sector. Currently, there are

ties, mainly the University of Economy,

about 60 BPO, SSC, IT, R&D service centres

which many years ago opened its doors

operating here, and the number of jobs in

wide to students and employees from

the sector is constantly growing and cur­

across our eastern border. The founder

rently reaches 11.5 thousand, of which

and president of the university has even

over 80% are generated by IT services,

been the honorary consul of Ukraine in

creating a strong local specialization.

Bydgoszcz for several years (N.B. as many

Such a dynamic growth of the BSS

as 9 countries have their honorary con­

sector would not have been possible if

suls in the City, who actively care for

it had not been for many foreign inves­

international cultural, social and busi­

tors (including those representing such

ness relations). Naturally, in the face

global brands as Nokia, Atos, Mobica,

of the ongoing crisis in Ukraine, it is in

Sii or SDL), who chose this location and

Bydgoszcz that thousands of Ukrainians

are still developing their branches here.

have found support and a second home

Almost half of the business service cen­

in recent weeks.

tres operating in the City have their head­ quarters outside of Poland. Companies

CITY FOR BUSINESS, BUSINESS FOR THE CITY

from France, USA, Great Britain, Finland,

The openness of Bydgoszcz and its resi­

Germany, Canada, Sweden or the Nether­

dents has also created a convenient cli­

lands develop their business activity here

mate for developing business in various

and employ a total of over 75% of BSS

branches, which implement global pro­

industries and locating new investments

employees in Bydgoszcz (according to

jects, cooperating with branches and cli­

here, including from abroad. In a rela­

the ABSL report "Business services in

ents around the world. The whole pro­

tively short time, from a city strongly

Bydgoszcz"). For international companies

cess shows, therefore, that the openness

associated mainly with industry, Bydgo­

with a recognised position on the global

present in the city-business relationship

szcz has become a place where modern

market, it is important that the envi­

has a practical effect in both directions,

businesses, services and technologies

ronment in which they operate reflects

with mutual benefit.

are dynamically developing. The local

the global nature of their work, while

– We continue our strategy of open­

economy flourished and unemploy­

providing access to technical knowledge,

ness to business, constantly striving to

ment levels reached record minimum

skilled resources and excellent infrastruc­

interest new investors in our City and

rates. The Bydgoszcz manufacturing

ture. They find all of this in Bydgoszcz.

support in further development those

The coat of arms of Bydgoszcz with an open gate.

sector has successfully entered the era

On the other hand, the presence

who have already settled in Bydgoszcz –

of the new industrial revolution, and

of foreign capital in companies opera­

assures Edyta Wiwatowska, President

the rich industrial heritage of the City

ting in Bydgoszcz has an impact on

of the Management Board of the Bydgo­

is reflected today both in the mirror of

their attitude towards the City and their

szcz Regional Development Agency,

the Brda River flowing through the City,

own organisational culture. Patterns

a dedicated municipal company respon­

as well as in the attractive facades of

derived from parent offices or resulting

sible for comprehensive investor ser­

newly built office buildings, windows of

from the global nature of the organisa­

vice, economic promotion of Bydgoszcz

designer apartment buildings or beauti­

tions are often transferred not only to

and supporting local entrepreneurship.

fully renovated monuments and urban

the structure or management, but also

– At the same time, we care just as much

infrastructure facilities.

to the approach to employees, recruit­

about being a hospitable and liveable city

Probably the most significant eco­

ment or cooperation with the local com­

for everyone, regardless of origin, age,

nomic effects were brought to the City

munity in which the company operates.

abilities or worldview. The gate of our

by the concept of a "city open to out­

It is also conducive to the creation of mul­

City is always open – both for people and

sourcing", which has been consistently

tinational teams within the Bydgoszcz

for business.

More information Bydgoszcz Regional Development Agency 4C Unii Lubelskiej Street, 85-059 Bydgoszcz Phone: +48 52 585 88 23, e-mail: barr@barr.pl www.barr.pl

Focus on Business | May–June 2022

63

INVESTMENTS

Close cooperation between the education sector and business is the priority

Interview with Janusz Nowak, Vice-President of Elbląg.

FOCUS ON Business: Availability of

This was the case of Transcom, which

resulted in establishing a special pur­

qualified and talented employees is

decided to open a new office in Elbląg,

pose vehicle and implementing a pro­

one of the factors attracting invest-

despite having its branches in the imme­

ject of construction of an A-class office

ments to the region. Which branches

diate vicinity of Elbląg, i.e. in Olsztyn and

building with a usable area of 10 000 m2

of innovative business services sector

in Gdańsk. Another company that should

in the most attractive part of the city,

can find highly educated specia­lists

be mentio­ned here is Best, which has

i.e. the Old Town. We hope that the first

in Elbląg?

been doing very well in Elbląg for years.

construction works will start already in

Janusz Nowak, Vice-President of

A serious incentive for the compa­

Elbląg: The innovative business servi­ces

nies from BSS sector in our city are pro­

sector is growing dynamically, especially

fessionals that graduate our universities.

Let us start with higher education.

in Poland. Recently I have found out that

These are well­-prepared young people,

Elbląg has a good academic infrastruc-

Poland is the second destination coun­

well acquainted with the directions of

ture. What potential is generated by

try in the world for prospect investors

development and new work tools. We

universities and their graduates?

in this sector. Our country's advantage in

have had and still have this potential,

We would like to develop the aca­

attracting this type of projects is well-edu­

and we are constantly trying to develop

demic potential. It would significantly

cated and qualified personnel that speaks

it and adapt to the needs of the dynami­

help us as a city to attract young people

many foreign languages. Other important

cally changing labour market.

who currently move to other cities to

the second half of this year.

factors include Poland's strategic location

What was missing to fully open our

study and gain experience there. This is

in Europe, a favourable investment envi­

city to the BSS sector was a proper office

certainly not easy with the location of our

ronment, economic stability, the devel­

space. High standard, A-class office space,

city between two large academic centres:

opment of advanced business-oriented

located in attractive places, so that com­

the Tricity centre and the University of

infrastructure, raising quality of life in

panies that will decide to settle there

Warmia and Mazury. Our two universi­

Polish cities, as well as the business eco­

could offer their employees not only

ties, i.e. the Academy of Applied Sciences

system that supports the activities of

interesting working conditions, but also

(formerly the State Higher Vocational

investors in the sector.

the possibility of spending free time

School) and the Academy of Medical

in the most attractive parts of the city.

and Social Sciences (formerly the Elbląg

Undoubtedly, the primary and so far the most attractive locations are large cities and their agglomerations. Elbląg and cities of similar size are not the first choice for investors in this sector. This is mainly due to insufficient office space.

Recently, however, the attention of inves­ tors, especially those who already operate in our country and want to expand fur­ ther, has been directed to smaller cities.

64

A serious incentive for the companies from BSS sector in our city are professionals that graduate our universities. These are well-prepared young people, well acquainted with the directions of development and new work tools.

Instead of increasing their potential in

We believe that this issue will no longer

University of Humanities and Economics)

one place, they are looking for new loca­

exist due to the Factory programme,

are developing dynamically, every year

tions on the map of our country.

to which Elbląg has qualified as one of

providing our market with highly quali­

I must admit that more and more

the 5 cities out of over 120 candidates.

fied specialists.

often Elbląg is taken into consideration

The potential that the Polish Industrial

The wide range of courses offered

as a location for new offices or branches.

Development Agency saw in our city

at the faculties of economics and applied

Focus on Business | May–June 2022

information technology, through peda­

convincing arguments for people looking

gogy and language studies, administra­

for interesting professional challenges.

tion and social sciences to health sciences

I believe that this will be possible thanks

allows for the education of almost three

to the aforementioned implementation

thousand students. Unfortunately, some

of the Factory project and construction

of them after graduating decide to take

of an A-class office building, increasing

up professional challenges in other,

the area of land made available to inves­

larger cities. We are short of attractive,

tors in our industrial hub in Modrzewina

inte­resting and challenging job opportu­

South, and plans to develop and offer

nities for these people, not only corpo­

land directly adjacent to the Elbląg River

rate jobs, but also in smaller, knowledge­�

and the Sea Port that provides an unre­

-enhancing projects. I hope that through

stricted access to the Baltic Sea through

our activities we as a city will have more

the Vistula Spit channel.

Focus on Business | May–June 2022

We would like to develop the academic potential. It would significantly help us as a city to attract young people who currently move to other cities to study and gain experience there.

65

INVESTMENTS

It is said a lot that there is a shortage

learning foreign languages. All first to

German, 12.2% Italian, 6.15% French and

of skilled labour in Poland. Elbląg, on

eighth grade pupils in primary schools in

6.15% chose Russian. In technical secon­

the other hand, has for many years

Elbląg have compulsory English classes.

dary schools, pupils also choose English

focused on education in particular

Additionally, in seventh and eighth grade,

as their first compulsory foreign lan­

professions, both at the academic and

they have compulsory second foreign lan­

guage, with 88% choosing German and

postsecondary level, thus creating

guage classes: German (82%), Spanish

12% choosing Russian as their second

a huge field for cooperation between

(9%), Russian (8%) and Italian (1%).

foreign language.

education and business. What are the results of this approach?

Since 2014, the city's priority has been the development of vocational edu­ cation geared to the labour market. New education programmes are being estab­ lished in Elbląg's vocational schools as well as in the Academy of Applied Sciences in Elbląg. We are willing and we are listening to the needs of our local busi­ ness, so that education of young people corresponds to their needs. At present, after graduation, almost 67% of students

At present, after graduation, almost 67% of students of secondary schools will have not only general knowledge but also practical skills allowing them to enter the labour market.

of secondary schools will have not only

66

In secondary vocational schools students learn one foreign language on a compulsory basis, where 88.27% of stu­ dents chose English and 11.73% chose German.

Which profiles of vocational educa­ tion receive the greatest interest both among candidates and students, and among entrepreneurs willing to employ the graduates? Are there any schools, courses or programs in Elbląg, which have been developed in response to business needs?

general knowledge but also practical skills

In general secondary schools and tech­

In 2015, in cooperation with em­­­

allowing them to enter the labour market.

nical secondary schools students have

ployers, we identified the directions

I refer here to specialised technical secon­

obliga­tory classes of two foreign lan­

of vocational education that would be

dary schools and secondary vocational

guages. In general secondary schools, stu­

consistent with the local labour mar­

schools. We want as many of them as pos­

dents choose English as their first com­

ket. It was a year of intensive meetings

sible to feed our local labour market.

pulsory foreign language, while as their

and analyses, identifying needs and

Being aware of the realms of today's

compulsory second foreign language

opportunities. The needs of employers,

job market, we put great emphasis on

46.5% of students chose Spanish, 29%

schools and students were diagnosed

Focus on Business | May–June 2022

and opportunities for their implemen­

It also provides consultancy on

In recent years, 7 projects co-finan­

tation were identified. Based on these

the planning of the directions of the new

ced by EU funds under the Regional Ope­

diagnoses, the projects of modernisa­

vocational courses. As regards the most

rational Programme of the Warmińsko­�

tion of vocational education in Elbląg

popular majors of vocational educa­

-Mazurskie Voivodeship for 2014–2020

were developed, which included all

tion, the students of technical secondary

have been implemented in vocational

vocational schools. Moreover, based on

schools are most interested in IT, mecha­

schools in Elbląg. The City of Elbląg has

the Centrum Kształcenia Praktycznego

tronics, programming, logistics, operation

obtained more than PLN 25 million for

[the Centre of Practical Education] and

of ports and terminals.

the development and strengthening of

the Centrum Kształcenia Zawodowego i Ustawicznego [the Centre for Voca­ tional and Continuing Education]. a co­­­­ordinating unit – Elbląskie Centrum Edukacji Zawodowej [the Elbląg Centre for Vocational Education] – was estab­

Today, close cooperation between the Elbląg Centre for Vocational Education (ECEZ) and Elbląg schools with local entrepreneurs is a priority.

lished. Today, close cooperation between the Elbląg Centre for Vocational Educa­

And at the level of secondary voca­

vocational education. The projects were

tion (ECEZ) and Elbląg schools with local

tional schools, most popular are mecha­

implemented in all vocational schools

entrepreneurs is a priority. Students

nical and electro­-mechanical techni­

in Elbląg. As a result, they have been

undergo internships and apprenticeships

cian of motor vehicles, hairdresser, chef

equipped with modern educational facili­

in natural working conditions. ECEZ pro­

and confectioner. All interested gradu­

ties – specialist equipment and tools, as

vides services to employers as regards

ates find employment in the Elbląg and

well as IT hardware. The funds obtained

additional training and re-qualification

regional labour market.

were also invested in extension and mod­

of employees as part of vocational and

ernization of existing infrastructure of

professional skills training courses. ECEZ

Such a commitment to the develop-

schools and institutions, training of staff

organizes periodical trainings and work­

ment of vocational education entails

– specialists in vocational education, and

shops by suppliers of modern machines,

huge expenditures, required for

in raising competencies and professional

devices and technologies. ECEZ is also

a sound educational facilities or train-

skills of young people studying in voca­

a regional exami­nation centre for pupils

ing of teachers. How does the city raise

tional schools in Elbląg.

and students.

such funds?

Focus on Business | May–June 2022

67

INVESTMENTS

Also under EU projects, the above

professional skills related to the profile of

public administration are the foundation

mentioned ECEZ, the Elbląg Centre for

education, the city subsidizes postgradu­

of a contemporary view on such devel­

Vocational Education, was established

ate studies providing new qualifications

opment. These institutions include: sci­

on the basis of the Centre of Practical

in vocational education.

entific units, research and development

Training and Vocational and the Centre

units, business environment institutions,

of Vocational and Continuing Education.

In which areas do the city authorities

enterprises, local government entities.

Its task is to develop vocational educa­

support cooperation between science

Together we explore the possibilities of

tion in Elbląg and educate professionals

and business? What challenges can you

further enhancing the strengths of our

and speci­a­lists needed in the local labour

see in this context?

city and also the ways of using them to

market. As part of the projects, state-of-

I am aware of the fact that the depen-

support economic development. Together

the-art training facilities were created in

dence of the economic development of

we are creating tools that enable better

the following fields: renewable energy,

a city on its innovativeness and its role as

use of the city's scientific potential, sup­

carpentry and joinery, construction, as

a main innovation generating centre

port the development of entrepreneur­

well as a "Smart Building" and an energy

is a challenge for the city authorities in

ship and attract investors, thus increa­sing

training ground, which will allow stu­

terms of establishing an appropriate

the share of the private sector in financing

dents to practice on photovoltaic and

development policy. For its effective

the research and development activities.

solar systems.

The Centre responds to the needs of unemployed workers, disabled work­ ers and students in a systematic, coordi­ nated way and in cooperation with part­ ners – schools, employers, universities, the Labour Office and non-governmen­

The development and competitiveness of a city requires constantly new concepts to be generated in order to define development mechanisms that are adapted to the constantly changing reality.

tal organisations, by planning directions of vocational education on the Elbląg

implementation, it is necessary for city

Apart from the two universities,

labour market. The task of Elbląg Centre

authorities to develop pro-innovative

an invaluable role in supporting the devel­

for Vocational Education is also manag­

cooperation between the sectors of

opment of Elbląg by promoting innova­

ing information about local labour mar­

science, business and public adminis­

tion and new technologies is also played

ket and supporting employers in training

tration. The development and competi­

by Elbląg Technology Park, whose tasks

qualified employees. The Centre responds

tiveness of a city requires constantly

include creating a positive business

to the needs of the local business environ­

new concepts to be generated in order to

environment and supporting start-up

ment by organising trainings for students,

define development mechanisms that are

and incubation projects. The activity of

the unemployed and emplo­yees consist­

adapted to the constantly changing real­

the Technology Park proves that the coop­

ent with the reported needs.

ity. The contemporary pace of transfor­

eration of public administration, science

Elbląg also invests in the devel­

mations and their complex nature make

and business aimed at supporting innova­

opment of vocational education teach­

it extremely difficult to unambiguously

tiveness creates the most beneficial con­

ers. Apart from many trainings, semi­

define a recipe for city develop­ment.

ditions for the economic development of

nars and courses for teachers of voca­

Undoubtedly, however, close co­­­ope­

tional courses and teachers of practi­

ration and transformation of traditional

cal vocational training to improve their

roles of the science sector, business and

the city.

Thank you for the interview.

More information Promotion, Culture and Tourism Department, Promotion and Entrepreneurship Unit | City Hall of Elbląg Stary Rynek 25 Street, Ratusz Staromiejski, IV floor, room 400, 82-300 Elbląg Phone: +48 55 239 32 90, 55 239 33 17 e-mail: invest@umelblag.pl www.inwestycje.elblag.eu

68

Focus on Business | May–June 2022

HR NEWS

SAVILLS FORECASTS INCREASED DEMAND FOR TECHNICAL CONSULTANCY AND STRENGTHENS ITS POSITION IN THIS AREA Real estate advisory firm Savills esti­

The disrupted steel supply chain and

a consultant and an electrical inspector,

mates that the prices of building materi­

the return of some construction workers to

and Stefania Kochaniak and Szymon

als for new commercial real estate con­

Ukraine are brand new challenges that are

Matera as junior consultants. The firm

struction in Poland increased by close to

impacting the pace and possibility of deli­

will soon further bolster its capabilities

30% in the past 12 months and expects

vering many projects. Today, more than

by adding an engineer dedicated to logis­

demand for technical consultancy to

ever before, professional assistance with

tics real estate.

grow. The Building & Project Consul­

space fit-out or construction of commercial

Meanwhile, the expansion of

tancy team of Savills Poland has summa­

buildings helps deliver projects on time,

the firm’s structures has seen business

rised its activity in 2021, a year in which

bring costs down and propose alterna­

line leaders appointed to managerial

it completed close to 60 projects for com­

tive ways of project delivery if neces­sary.

positions. Krzysztof Kuciński, respon­

mercial properties with a combined area

The growing demand for such services is

sible for liaising with landlords, and

of 1.5 million sq m and almost doubled

also being driven by the desire to imple­

Łukasz Michalak, a tenant adviser, have

its headcount.

ment ESG policies and to bring buildings in

been promoted to Associate Director.

– The rising costs of construction

line with sustainable construction require­

Piotr Stańko, leading strategic techni­

services and building materials in con­

ments – says Jakub Jędrys, Director, Head

cal due diligence consultancy, was pro­

junction with shortages of construction

of Building & Project Consultancy, Savills

moted to Associate, while Mateusz Parzy­

workers are driving demand for technical

Poland.

chowski, a fit-out cost and property ma-­

consultancy. The prices of building mate­

Savills has recently expanded its

nager, became a Senior Consultant. Jakub

rials rose by around 30% year-on-year,

Building & Project Consultancy team in

Jędrys, who leads the team, was pro­

while the costs of insulating materials and

Poland with new appointments: Sabina

moted to Director.

sprinkler systems which are so important

Dziadosz and Marek Zujewicz as pro­

– We are strengthening our teams

in commercial space fit-out soared by 70%.

ject managers, Łukasz Bednarczuk as

with new appointments of experienced engineers to meet the increasing require­ ments from clients. I am also delighted to see our long-standing employees grow and take on new managerial roles, which will allow them to advance their careers and us to grow further and solidify our mar­ ket position – says Jakub Jędrys.

The Building & Project Consultancy team at Savills Poland delivers compre­ hensive technical services for tenants and landlords of office, warehouse and mixed-use properties, PRS projects and lands. Its services comprise fit-out pro­ jects, construction management and over­ sight, including control of costs and sub­ contractor work.

70

Focus on Business | May–June 2022

EWA OGŁOZIŃSKA COORDINATES THE WORK OF TMF GROUP'S CAPITAL MARKETS TEAM IN POLAND TMF Group has appointed Ewa Ogło­­

a single point of contact and coordination

zińska as the Polish Capital Markets Spe­

for the global Capital Markets team – said

cialist. The unit provides dedicated ser­

Ewa Ogłozińska, Capital Markets expert

vices to clients involved in capital mar­

at TMF Group in Poland.

kets transactions in Poland and abroad.

The Capital Markets team at TMF

The appointment reflects TMF Poland

Group has diverse expertise and expe­

expansion: the company, besides offer­

rience in capital markets transactions in

ing s payroll, tax, accounting and cor­

Poland and abroad, in particular in secu­

porate secretarial services in, has now

ritization transactions, debt issuance and

added capital markets transactions sup­

structured finance. In the legal-adminis­

port to its services.

trative area, it comprehensively supports

– Globally, we have been assisting

the organization and operation of special

clients operating in the capital markets

purpose vehicles (SPVs) and can also act

for many years in a very broad range of

as collateral agent, servicer and substi­

capacities. In a natural way and respond­

tute servicer or data custodian. In transa­

ing to the needs of our clients in Poland,

ctions that were subject to evaluation by

we are now transferring this experience

rating agencies, TMF Group received posi­

to the Polish market, complementing

tive opinions.

the portfolio of services provided. By

Ewa Ogłozińska has been with

business management and accounting at

working together globally we are able to

the company since 2018. She has experi­

the University of Economics in Kato­wice.

support complex transactions in multiple

ence in leading accounting teams at TMF

She completed her doctoral studies at

locations, providing clients in Poland with

and other companies. She is a graduate of

the Faculty of Finance of this university.

TOMASZ MIKA BECOMES THE HEAD OF THE LEADING INDUSTRIAL TEAM IN POLAND JLL Industrial team operating compre­

key areas of the company's activity in this

implementing strategic business devel­

hensively across all areas of Poland’s

segment. Tomasz Mika has over 18 years

opment activities. With nearly 15 years

logistics sector has been excelling in

of experience in the commercial real

of experience in the real estate sector,

the market steadily for years, leverag­

estate market. Since 2010, he has been

including more than a decade at JLL,

ing unprecedented growth to shape

responsible for JLL’s strategic representa­

Agata Zając has been involved in large

this segment and significantly scale up

tion of tenants involving key industrial

land deals for leading international

JLL’s operations within the market. After

leasing transactions in Poland as well as

industrial sector clients. For the last

many years of co-managing the busi­

for supervising and supporting the team's

years, she has been supervising the work

ness, Tomasz Mika becomes the Head of

activities on regional markets. He worked

of the team executing projects in Warsaw

the Industrial team.

on the above topics closely with Tomasz

area and the Subcarpathian region

At the beginning of April, Tomasz

Olszewski who – after 28 years of strong

– I would like to congratulate our

Mika became the Head of the Industrial

track record in the industry and nearly

leaders on being appointed to their new

team at JLL in Poland. He had co-mana­

12 years with JLL – will remain within

roles. It is a natural continuation of

ged the business together with Tomasz

the firm’s structures focusing on finali­

the team’s successful strategy and a unique

Olszewski, while leading one of the two

zing the succession process in the com­

style of market leadership. At the same

ing months and strategically supporting

time, I would like to thank Tomasz Olsze­

the firm as an advisor.

wski for his many years of hard work,

Agata Zając, currently in the role of

establishing JLL's position as the unri­

Senior Director in the Industrial Agency

valled leader on the Polish industrial

team, also will take up a new position

market, as well as for the preparation

and responsibility for the Land Acquisi­

and implementation of the succession

tion and Development area, mana­ging

plan. I believe that his role as team men­

the largest team of professionals respon­

tor and the new challenges that he plans to

sible for the search, analysis, prepara­

undertake will give him as much satisfac­

tion and acquisition of land for indus­

tion as his previous successes – comments

trial facilities. She will work closely

Mateusz Bonca, CEO of JLL in Poland.

with Tomasz Mika on designing and

Focus on Business | May–June 2022

71

CAREER&DEVELOPMENT

Trends that will shape the Labor Market in 2022 Text | Katarzyna Pączkowska

The trends driving transformation are not new, but newly urgent.

WHAT WORKERS WANT – FROM SURVIVING TO THRIVING AT WORK

the best employers will realize first­

with growth in tech, logistics and sales

1. People from all roles – from the pro­

hand: without investing in and evol­

where women are under-represented.

duction line to the home office – will

ving company culture, they will strug­

As women are increasingly getting

demand flexibility, fair wages, and

gle to execute their strategy and need

more college degrees, producing more

more autonomy as a norm, redefining

to prepare to lose talent to companies

valedictorians and higher GPAs than

“essential” for work and for workers.

that will.

men in STEM, it will be the employers

A heightened focus on a values-driven

5. Louder demands for raising wages,

who provide choice, flexibility and per­

agenda, empathetic leaders and a cul­

flexible working, broader benefits and

formance-over-presenteeism that will

ture of trust will become a net positive

climate action are being galvanized via

attract and keep the best and brightest,

for attracting and retaining talent and

social media, with or without trade

all while driving the skills and growth

engaging remote teams.

unions. 2021 saw workers stand up, speak up and walk out across indus­

9. Continued polarization along lines of

ritized, expanding traditional health

tries. Employees and customers want

politics, race, identity and age means

and safety exponentially. A mass move­

to spend their time and money with

organizations will increasingly be

ment to break the stigma of silence

organizations that act as stakeholders.

asked to take positions on social issues.

will require employers to be explicit

All stakeholders – investors, regulators, customers and employees – will expect

tecting mental health as well as wealth,

TALENT SCARCITY – FROM PLEDGES TO PROGRESS

employability and wellbeing. Leaders

6. The skills revolution is in full force.

gress, not just pledges, and will be held

can expect growing calls to action on

Record talent shortages, rising wages

to account. Organizations will need to

ways to prevent burnout, build resi­

and the race to reskill means labor

visibly action diversity, equity, inclu­

lience and boost mental fitness.

markets are in flux. Reskilling and

sion and belonging so everyone can

about their increased duty of care-pro­

72

agenda.

2. Mental fitness will be increasingly prio-­

even more transparency around pro­

3. Hybrid work models and untethered

upskilling will become non-negotia­

benefit from an economic recovery.

work are more in demand than ever

ble for individuals and organizations

10. Rethinking the future of work needs

as people are intent on retaining

as roles continue to require more skills

to be as much about family and

the pandemic’s silver lining and re­­­

than before, with both tech and human

care as it is about tech, robotics and

shaping their own new world of work.

capabilities most in demand. Employ­

machine learning. Employers who

The hybrid paradox will continue

ers will become increasingly creative

provide caregivers (across all genders)

while we practice and perfect flexi­

and master the art of flexibility – to

with choice-flexibility and perfor­

bility that works for all. CHROs face

attract, retain and upskill.

mance over presenteeism will attract

the next great challenge as they reima­

7. People of all ages will demand even

gine hiring, onboarding and employee

more personalization and resent being

and keep the best and brightest.

wellbeing for the new digital world of

boxed, labeled and pitched against one

work.

another. Younger workers are set to

TECH ACCELERATES – FROM DIGITIZATION TO DIGITAL ADOPTION

4. The heightened focus on reshaping

swell the workforce and as inflation

11. As every aspect of life becomes more

company culture to build trust, retain

rises and savings dwindle, the pan­

tech-enabled, we must strengthen

remote teams and energize the emplo-

demic-exiteers will likely return to

the connection people have with

yee experience will call for an Em-

drive the gig work boom across gen­e­­­­-

work and colleagues for improved

ployee Value Proposition that brings

rational lines.

productivity and creativity. Machine

a sense of purpose and wellbeing plus

8. Mass exoduses from sectors typi­

learning and workforce data will ena­

empathetic leadership for a digital

cally dominated by women – educa­

ble the prediction of potential per­

world. In this era of talent scarcity,

tion, health and hospitality – coincide

formance, matching of individuals

Focus on Business | May–June 2022

to ideal opportunities and will help people know themselves better than they ever did. Intelligent machines and AI will enable people to specia­ lize in human strengths.

12. Advanced technologies are increasin­ gly impacting how companies trans­ form business models, enhance cus­ tomer and employee experiences and become more data-driven. But investing in and even deploying tech­ nology and innovation is the easy part. Digital-led transformation alone is no differentiator. Human capabili­ ties and having the right culture enter­ prise-wide to execute are key to tech adoption, speedy ROI and continuous transformation.

13. Using technology to reduce emissions,

You can dowlonad the Trends report 2022. Wages and the labor market in Polish from Manpower website:

transform supply chains and nudge behavior. As tech giants compete to be the first to open up the metaverse the blending of the digital and physi­ cal worlds will emerge as one of the most important new trends, cre­ ating new opportunities to reimagine hybrid meetings and working with

neurodiversity means artificial intel­

COMPANIES RESET – FROM REACTIVE TO PROACTIVE STRATEGIC WORKFORCE MANAGEMENT

ligence must have an in-built bene­

17. Transparency around ESG, the rise of

ment and media. Employees increas­

volence filter in diverse talent, not fil­

stakeholder capitalism and the con­

ingly demand “Empathetic” action

ter out the atypical. Organizations will

vergence of standards and report­

with expectations from all sides of

recognize the value of the machine

ing are creating greater urgency for

the political spectrum that CEOs will

learning match and predictive perfor­

companies to take the lead. Regula­

lead the way. The role of business will

mance so we can help people know

tions around climate action and com­

continue to broaden into areas from

themselves better than they know

mitments to Net Zero emissions are

advocating for racial equity to cham­

themselves, charting a pathway of

increasingly common, though the next

pioning vaccination and voting rights.

employability, equity and increasing

frontier will be S – a companies' social

20. Supply chain fragility, exacerbated by

less environmental impact.

14. An increase in understanding of

prosperity.

impact.

19. Employers become the most trusted source of information-above govern­

climate, consumer demand and short­

15. Organizations seek to balance higher

18. New, nimble operating models and

ages of skills is a reprioritizing risk.

wages with productivity growth. And

people practices will emerge to res­­

Mono suppliers and vertical supply

policy makers prefer this dynamic

pond to transformations in the market

chains are out, circular, networked,

because there are no current or latent

– from digital technologies to cha­­­n­­­­-

regional, resilient, and sustainable are

inflationary pressures as the poten­

ging consumer preferences. The abi­-­­

in. Supply chain resilience and vendor

tial of the economy expands. Techno­

lity to turn data into meaninful in­­

consolidation will be at a premium to

logy will unlock producing more with

sights will be critical to managing hu-­­­­

mitigate uncertainty and manage risk.

existing inputs or producing the same

man capital risks, including the res-

with fewer inputs.

ponsible integration of gig, freelance

More information in the latest Manpower

and contract workers.

Report.

16. Providing a seamless and scalable digital experience for employees will require changes in technology infra­ structure, management practices and employee and customer engagement models. Workforce and talent data/ analytics will be front and center in

Author Katarzyna Pączkowska Permanent Placement Director, Manpower

leveraging data and analytics to iden­ tify a match for a role and predict potential performance.

Focus on Business | May–June 2022

73

CAREER&DEVELOPMENT

Who are the most desirable employers in Poland?

We talk to Aleksandra Trzcińska (Project Coordinator), Martyna Petrus (PR Specialist), and Iwo Paliszewski (CEE Marketing & Employer Branding Manager) from Antal Poland about the newest edition of the ‘Most Desirable Employer’ report.

Wiktor Doktór, Pro Progressio: Where did the idea for the Most Desirable Employer report come from and what is the story behind it?

Aleksandra Trzcińska, Antal: The idea was conceived 12 years ago and now we’re in the report’s ninth edi­ tion. Over the past eight editions we researched the market by asking spe­ cialists and managers active in the HR segment of the market to share their thoughts on the most desirable emplo­ yers. What followed was a thorough analysis of specific factors impacting the answers provided. In the 2022 edi­ tion we changed our methodology and approach – on top of the answers pro­ vided by specialists we now opened some of the categories and allowed com­ panies to come forward and apply to join our project. We then looked at and analyzed such companies by surveying their employees.

Iwo Paliszewski, Antal: I since­rely believe that from its very first edition our report was way ahead of the curve.

Looking back 10 years from now, em­­ ployer branding was not enjoying a high­� -profile or priority status. At Antal, we saw the need to research this area – both from the employers’ and employ­ ees’ perspective – and share our findings with the market.

Can we thus conclude that an employer focused on employer branding is the most desirable employer?

A.T.: External PR efforts and emploAleksandra Trzcińska, Project Coordinator, Antal.

74

yer branding tell only part of the story of every desirable employer – it’s all about

Focus on Business | May–June 2022

internal employer branding. What sets us apart from the rest is that we ask the employees of companies that volun­ tarily applied to join our project to evalu­ ate their employers across a range of fac­ tors. We can therefore see firsthand just how crucial it is to treat your employees like genuine team members and friends we care for. This is the dominant trend that recruiters, headhunters, and HR experts we work with talk about.

Please tell us more about the research methodology and how you conducted the study.

A.T.: We started by inviting spe­ cialists, managers, and other stakehold­ ers active in the HR industry to fill in a survey concerning the most desirable employers. Simultaneously, we reached out to companies that were invited to this project or applied themselves. We were open to speak to and research every com­ pany employing more than 50 people. We are very pleased with the overwhelm­ ingly positive response and the trust placed in us by companies sharing their experiences. It was a really fascinating and inspiring collaboration.

We are very pleased with the overwhelmingly positive response and the trust placed in us by companies sharing their experiences. It was a really fascinating and inspiring collaboration.

Iwo Paliszewski, CEE Marketing & Employer Branding Manager, Antal.

not yet established a strong brand had

These answers and our conversa­

the opportunity to prove themselves in

tions with recruiters and experts paint

specific areas and categories, such as Care

a picture that shows just how significant

Leader during the COVID-19 Pandemic,

an employee-first culture really is. A top

Office Attractiveness Leader, etc.

working environment and employees

I have to admit that working with

enjoying their roles within the organiza­

the HR departments of companies active

tion translate to high levels of employee

in these areas was a truly fantastic expe­

participation in co-creating the company

We then sent out questionnaires

rience and you could really tell they were

culture – which, in turn, sets every com­

containing questions on KPIs, types of

genuinely enthralled by the faith and

pany on a path of growth. This impacts

activity, and employee benefits to each

involvement in activities designed and

what employees say about their emplo­

researched company and asked their HR

taken up by their employers.

yers on the Internet and share in social

departments to look into them. A mir­

media, which obviously affects the com­

ror image of this survey was sent out to

What, according to your findings, charac-

the company employees at the same time

terizes the most desirable employers?

I.P.: Regarding this issue, let me just

– we asked them to assess the company’s

Martyna Petrus, Antal: Business

add that there was a certain discrepancy

activities from their point of view and thus

stability was the number one answer

in how Employer Branding policy was

give us a bit of an insider’s perspective.

given by our respondents – 71 percent of

assessed by employees and employers.

This approach allowed us to put

them – when asked to name the key factor

Quite a few times we’ve had employers

together a final mark composed from

in making an employer desirable. Coming

convinced their EB strategy is brilliant,

three separate perspectives – the mar­

in at a close second was the opportunity

whereas the employees were not exactly

ket, the company itself, and its employ­

to develop professionally, mentioned by

on the same page. This is just one aspect

ees. High score in all three areas trans­

68 percent of people. A friendly work

that shows there is still a lot to be done

lated to a high overall position. On

environment was the most important

in this area.

the other hand, companies which have

for 63 percent of respondents.

Focus on Business | May–June 2022

pany's image.

75

CAREER&DEVELOPMENT

work-life integration. Separating remote work from private life, where both quite often take place in the comfort of our home, is becoming increasingly difficult.

Another interesting element inter­ twined with the above is the transition from a culture of presence to a culture of trust. Until very recently many mana­ gers have lived in a culture of presence, where the only proof that employees are working properly was seeing them sat in the office open space, on the phone or hosting a meeting. Today, however, we are shifting to a culture of trust where one doesn’t have to be physically pres­ ent in the office to be considered a loyal and trustworthy employee. Some organi­ zations still labor under a belief that if you’re working from home on a par­ ticular day then that’s not really a fulltime working day but something half­ way between vacation and work. But that’s an old school approach we need to leave behind. Current and future mana­ gers alike must have this culture of trust embedded in them.

Coming back to the results – who

Martyna Petrus, PR specialist, Antal.

76

scored best and why?

Employer branding – what exactly

Shared service centers usually employ

A.T.: A sound, strong, and proven

does it entail? What do employers pay

hundreds of people running similar

employer brand is the common thread

attention to, and what do employees

processes, so this is a huge challenge for

connecting the report leaders. Having

care about?

such entities.

a neat PR packaging and being a subject

I.P.: Much depends on the sector

Another area giving rise to numer­

of many debates is nice, but it all needs

and the specific company. Despite moving

ous challenges is remote work. It started

to be road-tested. Our findings confirmed

forward, many companies still remain

during the pandemic and many compa­

a widely-held belief that these are all

inactive or do very little within the EB

nies carry on with it to this day. We need

really good companies. They scored very

area, while others offer high-end bene­

solutions and ideas for building engage­

well among market experts, company HR

fits. We have recently heard about cases

ment and loyalty among employees we

departments and, most importantly, their

like a company villa in Spain at employ­

haven’t seen in more than two years, or

own employees. This list includes many

ees disposal, or a company Workation

for effective onboarding of those who

Polish companies which proves that on

(a place where employees can both work

have only ever met their colleagues

top of being a top place to work these

and rest) located in the Mazury region.

and superiors via their laptop screens.

companies are also consciously build­

These are a clear sign that employers are

Elements that were part and parcel of

ing a strong employer brand and com­

listening to and meeting the expectations

the office life before the COVID-19 pan­

pany image.

of their employees in this area.

demic – such as morning coffee chat or

Unfortunately, at this point I’ve got

the arrival of the "sandwich delivery guy"

to mention that the SSC and BPO indus­

– all contributed to making the office

tries often suffer from what I call fake

experience a pleasant one and made

Employer Branding. What often hap­

everyone feel energized for the day

1. Allegro

pens is that the company offers the pro­

ahead. Now, many employees were sim­

verbial Multisport card and a couple

ply sat alone at home. Employee well­

2. LG Energy Solution Wrocław

days of remote work, only to pat itself

ness is yet another, increasingly impor­

on the back for an EB strategy done

tant benefit we ought to mention at

well. Today, instead of a one-size-fits-

this junction.

-all strategy, personalization is a must,

The growing popularity of remote

i.e. the company must fit their benefits

work means we are no longer talking

around the needs of specific employees.

about work-life balance but about

RANKING WINNERS – GENERAL OVERVIEW:

3. BNY Mellon (Poland), 4. Centrum Rozliczeń Elektronicznych Polskie ePłatności SA 5. Intrum

Focus on Business | May–June 2022

Just how important certificates like

an entirely new methodology and dis­

M.P.: One of the standout conclu­

the Most Desirable Employer really

cuss it with a number of stakehol­ders: HR

sions in my view is that every third spe­

are? Apart from hanging the diploma

experts, content supervisors in the areas

cialist will reject a job offer if they don’t

somewhere in the office, are companies

of sociology, research methods, etc. Once

find the employer’s image and reputa­

actually making use of such awards to

we ticked off that part we started talk­

tion up to their standards. Winning

reinforce their market standing?

ing to the companies; however, another

the Most Desirable Employer award

I.P.: In marketing there’s a concept

COVID-19 wave meant we extended

unlocks talent attraction on a bigger

called Really Easy To Believe, or RETB

the survey deadline. We were in touch

scale as well as reduces costs associated

in short.

with all stakeholders involved through­

with employee rotation or the recruit­

An award for the most desirable

out this period and finally announced

ment process.

employer is one such RETB – it immedi­

the results a few weeks ago. We’re

A.T.: I’d say that among the most

ately builds company standing regarding

already planning our next research

crucial conclusions is that companies

their employer branding efforts. It also

which will build on the findings obtained

should not be afraid of such research in

encourages new candidates to apply.

in our previous studies.

the future. It brings about a lot of posi­

An award for the most desirable employer is one such RETB – it immediately builds company standing regarding their employer branding efforts.

It also encourages new candidates to apply.

I.P.: I believe it’s worth adding that

tive energy and even companies that

each employer that took part in the pro­

are not well-established top emplo­

ject received a set of individual guide­

yers just yet also want to fight for it and

lines and conclusions drawn from this

win it. Studies like Antal’s Most Desira­

study. Thus, the responses provided by

ble Employer show that companies do

employees go directly to employers and

a lot of good things, are great at doing

are to serve as a roadmap leading them to

these things really well, that they care

become even better at what they’re doing.

for their employees – and ultimately, that this approach pays off. My hope

What do you believe are the key take-

is that next editions of our report will

aways from this research?

bring together even more participants!

I.P.: I believe the most compelling finding of this report is the employee

Thank you for your time and this

wellness element we already touched

conversation. I’m already keeping

upon. It’s certainly here to stay and it’s

my fingers crossed the next edition

Employers need official certifi­

going to be one of the trends shaping

of your report will prove equally

cates confirming that, quite simply, they

the benefit and employer branding policy.

successful!

are doing a good job. When it comes to candidates, the biggest challenge is to build awareness and credibility of your ranking or contest, thus remaining ahead of the pack. I’ll use this opportunity to brag a little and say that Antal managed to build such credibility, which is a testa­ ment to the fact we’re constantly in touch

The Results of Antal’s Most Desirable Employer report are available for download at: antal.pl/wiedza

with both employers and candidates.

M.P.: Representing Gen Z, I can confidently say that employees now entering the labor market do pay atten­ tion to things like certificates, CSR activi­ ties, as well as company values – such as their stance on diversity and inclusion or care for the environment. Young peo­ ple are very sensitive to these things, so the fact that a company is considered the most desirable employer is certainly very important.

How long did it take to prepare this report? How much time passed between reaching the decision about preparing the report and having it all wrapped up?

A.T.: It took us 11 months in total.

During that time we had to come up with

Focus on Business | May–June 2022

77

CAREER&DEVELOPMENT

Increasing interest in Polish IT specialists An interview with Paweł Woźniak, Head of Business Development & Recruitment in Link Group Sp. z o.o.

Elwira Przybylska, FOCUS ON Busi-

overwhelmed by the number of pro­

We can point out the difference

ness: The IT Contracting market sector

jects as companies push to hire more

where customers decide to engage in

thrived quite well during the COVID

to attract new people and acquire new

a long term cooperation, as they require

crisis. Certainly, the numbers speak

competences and that drives further tal­

more complex solutions. In this case,

for themselves and Link Group growth

ent scarcity. Globally, the Gig economy

the vendor has the responsibility to

confirms that, by achieving the highest

and all businesses built around it made

deliver resources and the customer only

award in the Outsourcing Stars 2022

remote work possible, where location

is interested to receive agreed service

within IT Contracting category.

does not matter. Regardless of whether

level. Experts who work on this type of

Pawłeł Woźniak, Link Group: Due

you are from India, Poland or the US –

contracts, can have different length and

to the popularity of cloud applications,

what matters is your talent and skills

different types of employment including

we have noticed enormous demand for

when searching for a job. It means that

being a full time employee.

key competences based in the cloud envi­

the local players are in fierce competition

ronment. Implementation engineers are

with companies across the ocean who can

What other expectations Customers

in huge demand, along with specialists

offer way better financial benefits.

and experts have?

who can run the entire process cycle, from building the concept of cloud migra­ tion, conduc­ting business analysis and to providing legal advice. Remote work forced people to use a growing number of different applications and that was a direct motivator for companies to take

Experts are overwhelmed by the number of projects as companies push to hire more to attract new people and acquire new competences and that drives further talent scarcity.

a closer look at their security depart­ ments. Security experts have a number of

What is the typical length of the con-

As mentioned before, everyone

job opportunities to choose from, which

tract your Customers want? Do they

looks for flexibility. Experts want a flexible

include very attractive pay rates and we

vary among Customers and experts?

work approach, from the ability remote

see growing demand for these skills.

78

Customers these days look for

working, to work hours. This is reflected

Demand for a number of skills

flexibility. We have short, mid and long

in the key aspects of their job: from time

grew across all technology domains and

term contracts, however 1 year long

zone and availability on project to hybrid/

there is a constant need to hire expe­

is a market standard. Customers have

remote and perks & benefits. In the past

rienced and highly skilled workers. Peo­

the full authority to define and nego­

the employer dictated the terms how peo­

ple who are able to jump immediately

tiate the terms of the contract and can

ple work and since a few years we can see

into a project and integrate quickly with

adapt it according to their business needs.

the fight for talent. Customers on the other

the team are most sought after. Today,

Naturally the shorter contract is, the ser­

hand, want employees, but are faced with

senior developers get the highest variety

vice is getting more expensive. It’s due

headcount restrictions, so they don't want

of job offers.

to the fact that although experts appre­

to commit to hiring on long term for pro­

Software engineers have been in

ciate the flexibility they also want to have

jects, so they choose contractors. Due to

high demand and the trend continues to

contracts predictability, so they will take

lack of specific competences internally,

be unchanged due to quickly progress­

shorter assignments, but will expect

they need to source externally in order

ing digital transformation. Experts are

a premium rate for that.

to deliver full scope of the project.

Focus on Business | May–June 2022

I would say, hiring an expert is expensive but it’s worth it.

At the same time freelance experts are able to gain significant remuneration, compared with being engaged on an employment contract.

I would say, hiring an expert is expensive but it’s worth it. At the same time freelance experts are able to gain significant remuneration, compared with being engaged on an employment contract. Customers on the other hand gain flexibility, specific skill set, speed in terms of project delivery and ability to test new things without major long term and financial commitment.

Salary reports in my opinion are highly unreliable. I am not trying to say we should not read them, however they vary a lot from the market reality. There are a number of reasons for this; each company has a medium salary range depending on its geographical location, its business model, as well as the busi­ ness momentum where the business is located. Every company pays differ­ ently and has various forms of employ­ ment. Added to this, the significant demand for experts and the variety of jobs on offer, reflect an overwhelming disproportion. Rates can vary signifi­ cantly, in some cases as high as dou­ ble, for the same skills and geograph­ ical location.

How do Polish experts position them-

and Europe always pay better than local

Taking an example, a US based

selves in the global IT market?

employers, despite engineers being based

company, with large VC funding, build­

I would focus on specifics of IT jobs

fully remotely. Within the not very dis­

ing a product will offer different remu­

that can be done fully remotely. Poland

tant future, the majority of quali­fied engi­

neration to qualified specialists, com­

is a strategic player where major enter­

neers, who speak good English, will likely

pared with an enterprise Client, which

prises and large startups locate their

be working on international contracts.

recently opened in Poland. They are

centers that lead to creation of talent

both international companies, however

pools. These days, more and more compa­

Everytime you open a salary report,

their capabilities and requirements are

nies have noticed potential among Polish

you find out that the IT market sala-

different, which is why each project

engineers, reflected by the growing num­

ries are skyrocketing. How much does

should be evaluated individually.

ber of offers received from abroad, espe­

it cost to hire a qualified contractor/

cially from the US. Customers from the US

freelancer?

Focus on Business | May–June 2022

Thank you for the interview.

79

CAREER&DEVELOPMENT CASE STUDY

Custom Recruitment Support Text | Katarzyna Piotrowska & Małgorzata Niedźwiedzka

More and more often we deal with situations, where a business expecting a rapid growth notices workforce shortages and new recruitment needs emerge. In order to timely accommodate those needs the limited hiring team must look for new solutions to temporarily increase its resources, and that is where the RPO steps in.

DEFINITION OF RPO

to carry out the task based on Lion­

As part of the RPO, Cpl managed

Recruitment Process Outsourcing (RPO)

bridge requirements and standards.

every step of the recruitment process and

is a flexible form of cooperation between

Then Cpl held a kick off meeting with

was responsible for the results. Never­

the Client and the recruitment company

the Lionbridge Hiring Managers (very

theless, everything was done in collabo­

allowing to, either partially or fully, out­

important step) for whom this coope­

ration with Lionbridge Hiring Mana­gers.

source the recruitment process. Appro­

ration model was a brand new expe­

Cpl was also fully accountable for verify­

priately tailored RPO solutions directly

rience. The meeting was not only a pre­

ing each candidate credibility and quali­

improve the Client business, so that they

sentation, and a way of getting to know

fications as well as offer acceptance, and

can achieve their business goals and gain

each other, but most of all an oppor­

remained in constant contact with can­

competitive advantage on the market. For

tunity to set principles and standards

didates during the first few months of

years, Cpl has been providing RPO ser­

for the cooperation. Since then the Cpl

their work.

vices for companies in Poland, and one of them is now Lionbridge.

THE LIONBRIDGE CHALLENGE Lionbridge needed experts such as Desk­ top Publishers, Localization Engineers or Multimedia Specialists. Facing such

The bottom line was reducing hiring time with significantly improved communication and KPI/SLA performance. Cpl project team was also supported by the ongoing talent pipeline from other Cpl teams.

increased demand with its limited Talent

80

Acquisition Team (TAT) resources, Lion­

Coordinator has become an equal mem­

bridge management decided to use Cpl

ber of the Lionbridge Talent Acquisi­

AREAS OF COLLABORATION (RECRUITMENT IS NOT EVERYTHING)

RPO services for four months.

tion Team with an open direct commu­

Lionbridge branding was important for

nication channel to Lionbridge decision

Cpl. Brainstorming sessions with Cpl

CPL RPO IN PRACTICE

makers, with a power to present candi­

and Lionbridge specialists were aimed

Before the project officially begun, Cpl

dates, arrange meetings, collect feedback,

at recruitment marketing and talent

conducted a series of meetings with Lion­

and discuss offers. Dedicated Cpl con­

acquisition strategy, including creation

bridge representatives in order to thor­

sultants were acting as Lionbridge tem­

of consistent messaging to, and an attrac­

oughly analyse Lionbridge needs and

porary employees. The bottom line was

tive employee value proposition for,

prepare RPO-related support proposals.

reducing hiring time with significantly

candidates.

Having understood Lionbridge employ­

improved communication and KPI/SLA

Cpl marketing team delivered ap­­

ment structure and organisational cul­

performance. Cpl project team was also

propriate branding and recruitment mar­

ture, Cpl could identify the desired talent

supported by the ongoing talent pipeline

keting services to Cpl internal team to

characteristics. Then, Cpl tailored the RPO

from other Cpl teams. It’s an incredibly

boost the sourcing efforts effectiveness

to the Lionbridge needs, by choosing

demanding role, since Cpl Coordinator

and provide exceptional candidate expe­

the appropriate sourcing strategy. At this

often took part in meetings, where they

rience. As an example, Cpl created job/

stage, and in consultation with Lion­

had to demonstrate their assertiveness

company collaterals to share the Lion­

bridge, Cpl dedicated its Project Coor­

while remaining open to the arguments

bridge mission and boost the interest

dinator and proposed the project team

of interlocutors.

among potential candidates, as well as

Focus on Business | May–June 2022

prepared various guides on the jobs

link. All these initiatives were to support

and Lionbridge to share the transpa­rent

and enhance sourcing efforts.

vision of the future employer. Cpl also offered extended recruitment market­

THE BOTTOM LINE

ing support strategy built for diffe­rent

• Offer acceptance ratio: 79%

channels, run dedicated social media

• 90% jobs filled

campaigns to attract candidates, and pub­

• 67% of presented candidates passed

lished a dedicated landing page where Lionbridge culture, career opportunities

1st interview • Effective time pipeline

and current job offers were presented.

Nowadays, talent acquisition and

Furthermore, a direct search campaign

development determine the success of

using LinkedIn Recruiter Licences was

an organization on the market. Recruit­

performed by the dedicated team of Cpl

ment Process Outsourcing as an advanced

consultants and over 1,500 external can­

and flexible solution comprehensively

didates were e-mailed directly. Cpl con­

supports the individual company's needs

sultants were equipped with additional

in the current talent shortage regardless

brand collaterals, and used e-mail signa­

of the size and level of business develop­

tures with the dedicated landing page

ment of the company.

A direct search campaign using LinkedIn Recruiter Licences was performed by the dedicated team of Cpl consultants and over 1,500 external candidates were e-mailed directly.

Authors Katarzyna Piotrowska

Małgorzata Niedźwiedzka

Country Manager, Cpl Poland

Director of Talent Acquisition, Europe, Lionbridge

Focus on Business | May–June 2022

81

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