Interview with Piotr Falfus, CEO of Ornsson Solutions, and Ewa Rosik, Head of the Training Department, about Ornsson Solutions’ approach to modern education in the HR field. The conversation covers current challenges faced by HR managers, the rapidly evolving business landscape, and the process that led to the implementation of an innovative educational project: the launch of a postgraduate program in cooperation with the Warsaw School of Economics (SGH).

– What led Ornsson Solutions to engage in an educational project with SGH? What inspired you?

Ewa Rosik: An important part of our work involves meeting with clients – these are excellent opportunities to listen to their needs and learn about their insights, concerns, or challenges they face. During these meetings, we often discuss the evolving needs of companies in the area of human resource management. One recurring topic is the demand for confident, qualified HR professionals. We’ve observed that this need is systemic – many companies simply lack such individuals.

Piotr Falfus: The fast-changing business landscape is driving a growing – and continuing – demand for professionals equipped with the latest, constantly updated knowledge. The HR world is becoming more complex and multi-dimensional, and therefore more demanding. We’re witnessing rapid technological advancements, which require managing new tools and large volumes of data. The legal and regulatory environment is also in constant flux and must be monitored closely. Ewa saw an opportunity to take action beyond individual training and coaching for employees in our partner organizations.

– What are your main goals for this educational project?

PF: While there are many, two are top priorities. First, HR teams in Poland need strengthening – both in terms of competencies and the role they play within organizations. It’s crucial to translate human-focused initiatives into business – and financial – language. This will allow HR to become a true business partner for company boards and earn a proper seat at the decision-making table. While this approach is gaining ground, it’s still far from being a standard – and it should be. To make this happen, we need conscious, well-educated, and well-equipped HR managers who can elevate the strategic importance of their departments.

Second, and equally important, is equipping participants with the competencies needed to create optimal environments for employee development in their organizations. This is a core responsibility of HR teams – especially now, as talent acquisition and retention are among the most important factors shaping companies’ competitive advantage. Meeting this challenge requires practical, business-anchored knowledge – and that’s what we aim to provide.

– The postgraduate HR education market is quite saturated. Is there room for another program?

ER: If we didn’t believe so, we wouldn’t have pursued this project. What makes it unique is its reversal of the traditional educational flow. Typically, theory comes first and is gradually complemented by real-life experience. Our approach is different: practice is the starting point and key context, ensuring that the knowledge shared is relevant and immediately applicable.

PF: The added value of the Ornsson Solutions and SGH program lies in the combination of academia and real-world business. As a result, the curriculum is effective and filled with practical, proven insights. The key to success is the involvement of recognized experts – experienced trainers and business leaders with impressive track records. Their credibility is undisputed – they hold senior, often international roles in well-known companies and are positively vetted by the business world. On top of that, they deliver knowledge in innovative, engaging, and modern ways – we know this because we collaborate with them daily.

ER: Interaction with such experts offers additional benefits – beyond valuable insights, participants gain access to meaningful connections with individuals who have extensive experience and broad professional networks. That’s an important form of capital that can support career growth.

– Who is this program for?

PF: In principle – for anyone who wants to manage employee development effectively and professionally, while also learning how to translate traditionally “soft” HR topics into financial terms. This includes HR specialists, managers, directors, and business partners. The program is also ideal for owners of smaller businesses without established HR structures. We’re confident the skills and competencies gained during the course will professionalize people management within organizations and enhance their competitiveness.

ER: It’s worth noting that professional development opportunities are now a top factor in choosing an employer – and expectations in this area are only growing. This program, developed with SGH, is a thoughtful response to those expectations – benefiting both the company and its employees.

– What competencies will participants gain? What are the main thematic areas?

ER: The program’s name already highlights the two core themes: systemic employee development and HR controlling. These topics will be addressed from a strategic business perspective because – and we’ll emphasize this repeatedly – they significantly impact an organization’s functioning, condition, and future.

PF: The first module focuses on company strategy and its alignment with HR strategy. Our experts will demonstrate how to assess and analyze organizational knowledge levels and plan development activities that support strategic objectives. Participants will learn how to manage both internal and external development initiatives and measure their effectiveness.

The second module is about translating HR initiatives into numbers. We’ll show what can be measured and valued in HR, how to do it, and how to present the results in a compelling way. Thanks to internal negotiation training, the responsible person will know how to communicate with company leadership and achieve their goals based on data.

– Managing people in a globalized world is a big challenge, especially when it comes to integrating culturally diverse teams. Will this be addressed in the program?

PF: Absolutely. Multinational teams are increasingly common, especially in large companies with global operations. That’s why one of the key modules will focus on organizational culture management, including cultural training. This is essential not only for working in international environments but also for supporting the ambitions of Polish managers. We want them to reach high-level, prestigious roles – that’s one of our motivations for launching this program. Our goal is to prepare them thoroughly so that when they step into global leadership positions, they’re ready to succeed – and later share that experience to elevate the HR community in Poland.

– These aren’t the only challenges modern HR places on managers.

ER: Definitely not. While working with SGH on the program, we had many in-depth discussions about this. As a result, we selected the most relevant topics based on our shared experience. In addition to the areas Piotr mentioned, we’ll explore emerging technologies and generational shifts reshaping the labor market. We’ll cover AI, modern psychometrics, and other popular development tools. Our experts will also address managing the Generation Gap and younger generations, whose expectations and work approaches differ significantly from those of the past. There are too many topics to list, but I can promise the content will be engaging and, above all, practical – filled with specific, up-to-date, and useful knowledge.

– What is Ornsson Solutions’ contribution to the project?

ER: Our idea was warmly welcomed by the SGH Institute of Management. Thanks to mutual understanding, the program we’d already discussed with clients was quickly approved. We also have a significant influence on its delivery – including the ability to recommend lecturers.

PF: Our strength lies in practical knowledge and awareness of the ever-changing business world. We work with clients across various industries, maintain close relationships with their representatives, and stay continuously updated on market trends. This gives us insight into where skill gaps exist and where development potential lies. We’ve worked with managers and their teams for years and understand which teaching methods are most effective. Program participants will benefit from this knowledge.

We’re also responsible for coordinating the program. We place great emphasis on synergy and complementarity between the modules.

– What does that mean in practice?

PF: It means that the knowledge gained in one module will be used in the next, becoming a multi-layered foundation for building new competencies. This approach allows us to present a complete picture of the discussed processes in an understandable way. A broad, holistic view will make it easier for participants to implement these solutions in their organizations.

– Can you give an example of such synergy?

PF: Of course. In the HR Controlling segment, students will develop their organization’s HR metrics and measurement methods. These data will then be used in Power BI workshops, where they’ll learn basic data analysis and dashboard creation. This will later serve as the basis for internal negotiation workshops, where participants will use their prepared materials to pursue HR objectives.

– One could argue that recent events have made the need for new HR skills greater than ever. How is the HR manager’s role evolving today?

PF: The last few years have brought more change than several previous decades. The pace has been astonishing. The pandemic forced managers to lead remote teams almost overnight. Many tools became obsolete, and leaders had to improvise under stress and uncertainty. Mental health issues, particularly depression, became more prominent and required targeted responses. Maintaining team spirit, coordinating work, building relationships, and providing support – already challenging – became even harder remotely. When things started to normalize, the war broke out, bringing its own consequences – stress, instability, uncertainty, and new waves of workers. Each of these required (and still requires) a thoughtful response.

Technology – especially AI – is another major factor. Effectively and quickly leveraging it will be critical for maintaining a competitive edge. Managers must optimize processes with new tools and manage skills development so that employees continue to be valuable. The challenge is to delegate tasks to technology while maximizing human potential. In many cases, roles and responsibilities will need to be redefined.

ER: Add to that the generational factor – managing people of different ages and expectations, from Boomers and Millennials to Gen Z – plus the rising number of foreign workers in Polish companies, and the landscape for today’s managers becomes truly complex.

– The important thing is not to be overwhelmed by this complexity, but to be inspired to act and grow.

PF: Exactly. We need initiatives that respond to these challenges. The postgraduate program launched by Ornsson Solutions and SGH is just such a response – a concrete project designed to equip participants with the knowledge and skills to successfully face the new realities of HR.

The first session of the Postgraduate Program in Employee Development Management and HR Controlling is scheduled for March 23–24, 2024. Places are limited – applications are accepted on a first-come, first-served basis. Detailed information about the program, schedule, recruitment, and conditions is available at: https://www.sgh.waw.pl/studia-podyplomowe-i-mba/studia-podyplomowe-zarzadzanie-rozwojem-pracownikow-i-controlling-personalny