Will EU enlargement provide career opportunities for UK HR directors?

Cyprus, the Czech Republic, Estonia, Hungary, Latvia, Lithuania, Malta, Poland, Slovakia, and Slovenia are expected to join the EU bloc on 1 May 2004.

The growth shall have an impact on most organisations which operate globally or Europe-wide, but also on those who are UK based looking to export or offshore some or part of their business.

With most of the entry states being significantly less developed than the UK, people issues are likely to be hugely different. However, early anecdotal evidence indicates that the core HR skills mirror those required in the UK.

The opportunity for organisations:

With the rapid influx of large global organisations such as Sony, there has been a concurrent rise in house prices and wages to largely off-set the original benefits of affordable labour. Nonetheless, with the amount of financial support available to UK organisations - there really are opportunities not to be missed.

With the UK strangling itself in Employment legislation and becoming more inflexible our counterparts in Europe such as Germany and France are rolling back their legislation and thereby gaining a competitive advantage. The government recently assured business leaders at the recent CBI Conference in Birmingham that it ëPlans to make business more flexibleí, although time may be running out.

The opportunity for individuals:

Cranfield research recently confirmed that ìA window of opportunity is opening up for international HR professionals, but itís a small one. As more of the traditional personnel tasks are automated and the function is reorganised along global or regional business lines, practitioners have the chance to move on to higher things. But it is vital that they seize the moment and step through that window in the next two to five years, before all the transactional work disappearsî.

Just what are the career options at HR Director Level? Is it Consultancy, Interim, Permanent Contracts or EMEA roles? How do you know which road to take? Well we always advise people to start from within, what do you want to achieve? What are your main objectives?

Often completing the CIPD CPD log can help you navigate your personal goals within career objectives, the next step is your approach to looking for a new role. This is where the main changes have occurred in a tight market. With decreasing opportunities at HR Director level you will find that the Search and Recruitment agencies may want to receive your CV but not do much with it. This is where your personal networks and focus is paramount to achieving your ultimate goals.

HRHR Personnel Services provide Career Counselling, offering advice on aligning your skills and industry knowledge to support a job search. There is no doubt that to find the right role you have to be proactive, focused and realistic.

The main differentiator between those who get offered a position and those who reach the short-list is down to flexibility, evidence of Continuous Development and application along with the ability to sell your achievements.

Whether you are considering Consultancy or changing permanent jobs the opportunities in Europe and Asia look set to soar - and whilst challenging, may be a passport for career development.





If you would like to know more about International HR opportunities or have a relevant vacancy, please register on www.hrhrpersonnelservices.com or contact them on 01926 316028.

They provide access to Visa and HR policy information on most European countries and an ìHR Executive Grapevineî to facilitate networking.