CHANGE MANAGEMENT IN HR POLICIES OF ІТ-COMPANIES EMPLOYING RETRAINED SPECIALISTS: THE EXPERIENCE OF POLAND, ROMANIA, AND BULGARIA
Abstract
This article examines the transformation of HR policies in IT companies in Poland, Romania, and Bulgaria in the context of growing demand for retrained professionals. The accelerating digitalization of the economy, combined with a shortage of formally educated IT specialists, has led to the increasing employment of individuals who have transitioned into tech roles through non-traditional pathways, including coding bootcamps, online certification programs, and internal corporate academies. As a result, companies are rethinking their approaches to recruitment, onboarding, mentoring, and performance assessment. The research identifies shared trends across the three countries: a shift from formal credentials toward demonstrated skills and adaptability; growing reliance on structured mentorship and peer learning; and the implementation of flexible evaluation systems tailored to varied career backgrounds. National differences are also highlighted. Poland emphasizes institutional collaboration between government, education providers, and business; Romania’s large IT firms invest in internal retraining ecosystems; Bulgaria’s market is driven by dynamic private academies closely integrated with employer needs. In addition to presenting successful practices, the article outlines key challenges HR teams face in working with non-traditional candidates: cultural biases within teams, lack of standardized assessment tools, and resource constraints, especially in SMEs. The findings underscore the strategic role of inclusive, adaptive HR management in strengthening workforce resilience, promoting talent diversity, and responding to rapid technological change. The experience of these three countries may offer valuable insights for other emerging tech ecosystems, particularly in Eastern Europe, where similar labor market dynamics are evolving. This topic is especially relevant for Ukraine, where the reintegration of displaced professionals and career switchers into the IT sector is becoming a critical workforce strategy. The study also provides recommendations for further HR policy development aligned with ongoing trends in upskilling, cross-sector mobility, and human capital innovation.
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