SPAR: strategic response to labor market challenges with the power of internal development

SPAR Hungary has concluded its Talent Expand It! talent development program for the second time and relaunched it with the third year, which is one of the company’s most comprehensive talent development initiatives. During the 15-month development process that started in 2021, participants underwent intensive professional and personal development – ​​they participated in trainings, coaching sessions, mentoring and international benchmarking trips, and were also given an active role in strategic projects. The goal of the program remains unchanged: to prepare future leaders and outstanding experts for SPAR’s organizational challenges.

“Recognizing, developing and retaining talented and conscientious employees is one of the biggest challenges in today’s business world. In a rapidly changing market environment where knowledge is one of the most important competitive advantages, our priority is to offer our employees a clear development path and real career prospects. The Talent Expand It! program not only prepares future leaders, but also reinforces the principle that trust in internal recruitment is the best investment in the long term,”

emphasized Ildikó Szijjné Kállai, Head of Personnel Development and HR at SPAR Hungary.

A renewed, multi-stage selection process was launched last fall to join the SPAR internal program. Interested parties could first apply through a competition – not only with a management nomination, but also independently. Those who met the professional criteria (higher education, language skills, time spent at SPAR) were selected and then had to prove their skills in an online Development Center process. The selection was made jointly by SPAR managers and external HR partners, based solely on the performance of the day.

The participants of the program were divided into two groups: the High Performer (HIPE) group included young experts who had demonstrated outstanding results in a short period of time, while the High Potential (HIPO) group included colleagues with many years of experience who had leadership potential and were ready to take on a leadership position within 1-3 years. During the program, members of both groups acquired competencies that would ensure their professional and leadership development in the long term.