A few days ago, BALFIN Group held its annual Human Resources meeting, bringing together departments from all the companies to discuss strategies, new initiatives, and best practices. The meeting focused on presenting key achievements for 2024 and setting priorities for 2025.
A key moment was the presentation of several new initiatives aimed at improving employee development and engagement. These initiatives include enhancing internship programs, simplifying the onboarding process for new employees, and implementing “shadowing” training where employees learn from a more experienced colleague. Additionally, leadership development programs for potential CEO successors were outlined, ensuring the group’s future growth.
The mentoring program, officially launched in April 2025, was also a central topic of discussion. With the matching of mentors and mentees complete, the program has already begun with training for mentors and the integration of mentees, continuing with regular monthly meetings to support ongoing development.
Present at the meeting, the CEO of BALFIN Group, Edlira Muka, shared a series of recommendations for improving Human Resources and addressing the Group’s future challenges. She emphasized the importance of creating open communication between HR and the departments to address employee concerns. To enhance HR efficiency, Muka suggested the digitalization of processes and the development of staff skills to use new technologies.
Regarding Group’s values and vision, Muka highlighted the importance of strengthening these elements at the leadership levels and suggested sharing best practices between the Group’s companies to foster a more collaborative environment. She also encouraged expanding staff engagement activities to boost team spirit and cooperation among colleagues.
The CEO emphasized the need to attract new talent from Europe to create a more international and diverse Group, while also noting the importance of developing potential within the companies in the region to prepare for the Group’s future investments. Another point of attention was the reinforcement of the “48-hour” culture, emphasizing the importance of frequent communication to encourage thinking and empower new ideas among employees. Muka concluded by asking HR to support innovation and enable job rotation between companies and geographical areas, thereby improving engagement and flexibility within the Group.
The meeting further strengthened BALFIN Group’s commitment to continuous improvement, collaboration, and the creation of a sustainable and compact work environment.
