Meet our partner
Partner: Tina Troha
Tina Troha is a human resources and legal consultant specializing in the development and restructuring of HR and the establishment of advanced system HR functions, process optimisation, project management of the digitalisation of HR processes in Slovenia and abroad, and the development of modern IT HR solutions. She provides companies with services in the development of internal acts, including job systematization and competency models, as well as employment legal advice. In the field of strategic and system HR function design, she provides professional and operational assistance in setting up systems such as performance management, talent management, succession systems, team development, leadership development, identification and promotion of values, development of company culture, promotion of employer goodwill, etc. She also has extensive experience as a "headhunter".
Description of the cooperation with the Quantifly team: Based on her experience in the HR field, she assists the team in the HR diagnosis of problems in companies, the detection of actions needed to improve the situation and the implementation of these actions in companies, at both strategic and operational level.
1. Why did you join as a partner?
Luka Pregelj (CEO) and I first connected on LinkedIn. Quantifly quickly caught my attention. A meeting followed, where Luka presented the product, the team, and the vision. I was impressed by their story. When I took a closer look at the high level of diagnostics and the strong HR analytics they are developing, it was a pleasure for me as an HR professional to work with this young and talented team.
2. Why do you think HR/organizational diagnostic is important?
When someone becomes ill or unwell, they go to a doctor, a specialist who makes a diagnosis and carries out tests so that they can prescribe the right treatment. That makes perfect sense to us as a society and we cannot imagine otherwise. It is less understandable to many companies that it is the diagnosis of the state of their organization and their employees that enables them to become or stay healthy in the long term. In the HR language, the person who needs help from a doctor is the employee who has one or another challenge at work and in life, and the doctor is the company that should perceive and figure out how it can help that employee to be the best version of themselves and, consequently, to be as successful as possible at work. If the doctor makes a wrong diagnosis, that person can do very badly, and it is the same in companies. In the absence of a human resources diagnosis and wrong action, there is more turnover, presenteeism, absenteeism, etc. The company loses its compass, which sooner or later results in poor business results.
3. What do you think is the main advantage of Quantifly?
The main advantage is the high quality of the analytics they perform based on the input data and the highly illustrative, visual display of the data. There are many companies on the market that carry out various HR and organizational metrics. Whoever is able to present this data in a way that really adds value to the company, so that the company can take timely action on this basis and be one step ahead of other competitors, will be the winner. In this context, the key is a combination of excellent IT support or analytics development and a very good knowledge of HR issues in companies.
4. In your opinion, in the next 18 months (i.e., in the 2nd half of 2022 and in 2023), what will be the main advantage of companies that will use HR/organizational diagnostics?
The main advantage of such companies will be that they will be able to anticipate developments more easily, more efficiently and more quickly, and hopefully act in a timely manner. The times ahead are unpredictable, so those who will be successful in the long run will be those who, on the basis of a quality human resources diagnosis, will be able to assess how to act and what kind of work environment to develop in order to retain and attract key employees.