Modern manufacturing is not only about technologies and processes. At Automotive Painting Partners (APP), people and their development play a key role. How does the company approach recruitment outside major cities, communication with employees, and maintaining motivation in a demanding production environment? We discussed these topics with Veronika Ševčíková, Head of HR at APP.
How would you describe APP’s company culture? What makes it different from other engineering companies?
I perceive APP’s company culture as very practical, straightforward, and built on mutual respect. We are a manufacturing company, so an emphasis on quality, responsibility, and adherence to processes is natural. At the same time, we strive to ensure that this does not come at the expense of a human approach.
What sets us apart is mainly the fact that technology and people are not in conflict here. We invest in modern manufacturing processes and automation, while fully realizing that without a stable and motivated team, no technology can truly function.
What are the biggest recruitment challenges today for manufacturing plants outside major cities, for example in Police nad Metují?
Clearly, workforce availability. In regions outside large cities, the pool of candidates is naturally smaller, and there is often no “reserve” of people who are immediately ready to start. Another challenge is transportation and work–life balance, especially in shift operations. This makes it even more important to be realistic, open, and fair already during the recruitment process.
APP plant in Police nad Metují
How does APP increase its attractiveness for candidates in regions with limited labour availability? What works best?
It’s a combination of several factors. The foundation is company stability, long-term projects, and a clear perspective for the future. At the same time, we emphasize fair treatment, clear conditions, and an environment where people know exactly what is expected of them. Very important is also cooperation with local schools and educational institutions, referrals from existing employees, and the overall reputation of the company in the region. That is built over time and cannot be replaced by any marketing campaign.
Does APP offer programs that support professional growth – for example in KTL coating, robotic welding, or automation?
Yes, professional development is key for us. Given APP’s technological focus, we actively support technical training directly in manufacturing areas, whether it’s cathodic dip coating (KTL), welding technologies, or working with automated and robotic workstations. Development usually takes place through a combination of internal training, working alongside more experienced colleagues, and targeted external training tailored to specific positions.
How does APP approach long-term employee motivation?
Long-term motivation is not just about salary, but primarily about a sense of stability, fairness, and meaningful work. We try to ensure that people see the results of their work and understand how their role fits into the overall process. Open communication is also essential. Employees need to know where the company is heading and what its plans are.
How does internal talent development and career progression work in practice? Is movement possible between companies within Colegium Holding?
We see internal development as one of the most effective paths. If an employee shows interest and potential, we try to offer opportunities for growth, whether technical or later managerial. One of the advantages of Colegium Holding is the possibility to share opportunities across individual companies. Transfers are not automatic, but if they make sense for both sides, they are a realistic option.
How does cooperation between HR teams across Colegium Holding work?
The cooperation is very close and based on sharing experience. Each company has its specifics, but many challenges are common – whether recruitment, training, or onboarding new employees. Thanks to this collaboration, we can respond more quickly to changes and apply proven best practices across the holding.
How does the long-term low unemployment rate in the Czech Republic affect your recruitment strategies?
Significantly. The labor market has been very tight for a long time, which forces us to be more proactive and flexible. We focus more on candidates’ potential rather than on meeting every requirement “on paper,” and we assume that part of the expertise will be developed after joining us. At the same time, we place greater emphasis on retaining existing employees. This is one of our top priorities.
Which principles are key to employee retention, especially in shift-based or manual positions?
Fairness and predictability are crucial – clear rules, transparent compensation, and respect for people’s time. In shift operations, planning and communication are especially important. An individual approach and the ability to respond to employees’ life situations, where possible, have also proven effective.
What factors play the biggest role for candidates today when choosing an employer?
In addition to salary, candidates primarily look at company stability, the working environment, workplace relationships, and the ability to balance work and personal life. More and more often, they ask about how the company actually operates, not just about the benefits listed in job advertisements.
In which direction do you want to further develop people management within APP and the entire holding?
Going forward, we want to further strengthen education, internal communication, and systematic talent management. At the same time, we are exploring modern HR tools and digitalization that can simplify administration and free up space for genuine work with people.
Do you see HR trends that will significantly impact engineering and manufacturing in the coming years?
Definitely. There will be increasing pressure on qualifications, the ability to learn quickly, and adaptability to new technologies. At the same time, company culture and employer reputation will grow in importance. Companies that can successfully combine modern technologies with high-quality people management will gain a strong competitive advantage.
