In today’s rapidly changing business world, the human resources (HR) function in Macedonia faces serious challenges. According to the International Labor Organization (ILO) Report for North Macedonia 2023–2025, key issues include insufficient employment opportunities, low wages, unproductive work, and labor market instability. These factors are compounded by demographic trends such as population aging, low birth rates, and high emigration, making human capital one of the biggest challenges for companies. As an HR professional with over 20 years of experience, I believe that HR transformation is not a one-time “project,” but an evolutionary process that must be aligned with the company’s maturity stage. In this blog, I’ll share my views on why rushing system implementation often fails, and how this affects the local HR landscape. This is also an introduction to my upcoming training, where we’ll explore these topics practically.
Transformation as evolution, not revolution
HR transformation isn’t an “overnight” change. It’s an evolutionary path that needs to align with the company’s maturity – from initial administrative processes, through standardization and integration, to strategic partnership and optimization. In Macedonia, many companies are still in the early stages, where HR is primarily focused on “administrative” tasks – payroll, contracts, and legal compliance. According to the AIHR HR Trends Report 2025, changing talent dynamics requires a resilient workforce, but without alignment with maturity, transformation becomes chaotic.
Imagine a company in the startup phase rushing to implement an advanced HRIS system without defined processes – the result is frustration and failure. This is a common mistake: seeking “one size fits all” solutions that aren’t adapted to the local context. Instead, transformation should start with maturity diagnostics, then gradually build processes before integrating technology.
The mistakes shaping the local HR landscape
In my experience, the biggest mistake is rushing to implement systems that aren’t aligned with the company’s maturity. Here, by “systems,” I don’t mean exclusively software, but all HR systems – processes, structures, and practices for managing people. Companies in Macedonia often invest in expensive HR tools without first defining processes – the result? The systems don’t deliver the desired outcomes, and employees become demotivated. For example, technology for performance management is integrated without clear KPIs, leading to confusion and low usage.
Additionally, when implementing these systems, HR often fails to integrate them. For instance, there’s a system for attraction and recruitment that’s not integrated with training and development, or with employee satisfaction systems. With this, we have systems that function individually but don’t “communicate” with each other – results can’t be measured, their impact isn’t visible, and we have dissatisfied employees without a clear picture of their career direction.
Another common mistake is the pursuit of “universal” systems – “one size fits all” – that ignore local specifics. These step-by-step errors shape the local HR landscape as it is today: full of underutilized investments and frustrations. Consequently, we face serious challenges in attracting and retaining talent (high emigration), engagement (low productivity due to demotivation), productivity (insufficient skills), and innovation (absence of strategic HR partnership). According to Mercer HR Trends 2025, talent challenges are central: attraction, retention, and performance management require aligned strategies.
The solution: A gradual, aligned approach
To overcome these challenges, HR transformation must be evolutionary – starting from the basics and building upward. In my upcoming training “From administrative to strategic partner: Simple steps for daily HR progress” (November 21/22, 2025), we’ll focus on phases 1–3: diagnostics, process optimization, and integration with business goals. We’ll use practical tools and templates, without overhyped AI, to create a 90-day plan that delivers real results. For those ready for more, there will be a teaser for phases 4–5 through advanced coaching.
If you’re an HR professional, manager, or leader facing these challenges, this training is your first step toward true evolution. Register now and learn how to transform your HR function into a strategic partner. For details, contact me at natasha@vivendumsolutions.com.mk or info@vivendumsolutions.com.mk.
Your Natasha Aleksovska,
Founder of Vivendum Solutions
