A1 Slovenia has once again received the Employer Partner certificate, reaffirming the quality of its HR system in accordance with this year’s new and more demanding certification standard. The company’s strongest areas of HRM include transformation and growth, talent attraction and recruitment, and the strategic role of the HR function within the organization. Particularly noteworthy is the way the company links employee development with transformation in the field of future skills.
AI is not just a topic for technology teams
At A1 Slovenia, Future Skills have been established as one of the key responses to digital transformation. These primarily cover topics related to artificial intelligence, as well as cybersecurity and cloud computing. At the time of the certification assessment, 86% of employees had already completed at least one training course focused on future skills, with most of these courses related to artificial intelligence.
Employees already have access to three internal AI agents that support the HR function. “Ciljka” helps employees set better-quality goals, “Linda” assists in finding training opportunities and development programs, while “HR kolega” answers questions related to up-to-date information on internal policies, procedures, benefits, and HR topics. This thoughtful approach to integrating artificial intelligence into employees’ daily work and familiarizing them with new tools is particularly important in the telecommunications industry, where the demand for new skills will remain exceptionally high in the years ahead.
A people-centric approach permeates the entire organization
One of the defining features of A1 Slovenia’s approach is its Human@Center culture, which is embedded throughout the entire employee lifecycle, from selection and recruitment to performance management, rewards, talent and leadership development, and organizational design. Particularly noteworthy is the company’s leadership development system, which incorporates employee feedback into the evaluation and development of managers at all levels. In addition, all managers have individual objectives related to the development of their teams.
Employee feedback is not merely used as an indicator of satisfaction. Through its A1 Voices survey, the company combines an annual survey with quarterly pulse checks, using the results to develop concrete action plans. Employee feedback also led directly to the introduction of quarterly strategic meetings. This year’s certification results further show that 90% of employees are satisfied with well-being programs, 80% with the availability and range of flexible working arrangements, and 81% with their work-life balance.
The Employer Partner certification does not recognize just one successful initiative, rather, it assesses how effectively the entire human resources management system operates as an integrated whole. Companies are required to renew their certification annually through a recertification process, while the methodology is continuously updated to reflect changes in the labor market and emerging topics such as artificial intelligence and evolving workforce structures. The certification’s value lies precisely in the fact that it serves not only as a mark of a desirable employer but also as a roadmap for further development.
