“After the GDPR, we have a regulation on e-privacy… Are you sure you are ready?” Is the name of the workshop that opened the second and final day of the 2nd edition of the HOW Festival, which took place on Wednesday on the island of Sv. Nikola at Valamar Isabella Island Resort. Marija Zrno, a lawyer from the Zagreb company Bardek, Lisac, Mušec, Skoko with CMS presented the regulation on e-privacy, which should be adopted at the end of this or the beginning of next year and which will be directly applied in all EU countries. While the GDPR provides for the protection of personal data of individuals, the regulation will bring security of communication in the e-world, ie through mobile phones, websites and social networks. “Unfortunately, the adoption of this regulation is delayed, it was planned to be adopted in May this year, so business systems could be harmonized in parallel. But a regulation that will primarily mean greater protection for legal entities is not as comprehensive as the GDPR and will not have as much time to comply. All this will affect direct marketing, ie mostly newsletters and communication via social networks and websites”, Said Zrno. She explained that our existing law provided that the submission of newsletters required the consent of end users. The new regulation will have the same principle, but a broader definition, which means promotion on websites and social networks. Consent from legal entities will also be sought. She also mentioned cookies, which the regulation will also regulate. Users will decide for themselves on their computer which cookies they want. She concluded that it would be good for companies to inquire now about what the new regulation will bring, for which there is a lot of information on the Internet. If a company is already compliant with the GDPR, this does not automatically mean that it is also compliant with the ePrivacy Regulation.The most attention of the participants of this conference was attracted by the panel discussion on employee engagement and retention led by the moderator Mirjana Pajas, project director in Profil grupa, and her experiences were shared by Jelena Šuleić, general manager of group A hotels from Serbia, Tea Cergna, director of education and development in Poreč’s Valamar Riviera and Gordana Kolenko, director of BHV Consulting. Lack of manpower in the hotel industry is a problem facing the entire region.It was pointed out that Serbia is “fighting” with the problem of labor outflows mostly to Slovenia and Croatia, because it has the lowest average salaries in our area, while Croatian companies are facing the departure of people to Germany and Ireland. With the general conclusion that quotas are expected to increase for the import of foreign labor, not only from nearby countries, but also from around the world (as Dubai, for example, has solved the problem), the importance of political will to reduce state payroll taxes has been stressed. But it’s a fight with windmills, it was noted on the panel. Cergna stated that Valamar tried to get higher quotas for labor from abroad, but the number of unemployed in Croatia also appears as a problem, which is why the state refuses to do so. They then asked for a list of the unemployed from all the counties they could hire, there were several hundred of them, of whom they eventually managed to hire only 17. Cergna noted that they called just about everyone from that list, but people were mostly not interested. The importance of education and cooperation with schools as a way to find and retain employees was mentioned. Šuleić stated that they achieved the best results with their employees when they were able to have their teeth repaired by contracted dentists, and a five-day stay with families in all their facilities – hotels, swimming pools, water parks and restaurants in the period from August 20 to September 10. . “People need to be dealt with constantly, they want to be taken care of. “, pointed out Šuleić. But she admitted that after three years, as long as it takes them to prepare one middle-level manager, they mostly lose that person because they go to another job. At the same time, the salary in Serbia is always a problem. For example, how much better it is for women there to go to work in the summer in Croatia is shown by the fact that they will earn 300 euros a month at home as maids, while Valamar will give them 700 euros, plus free accommodation and food. Then they return home and, for example, go to work in the mountains in Slovenia in the winter. Cergna, on the other hand, said that the salary is one of the key factors for retaining employees, so this year Valamar offered HRK 5.000 net as the minimum income for everyone. Also, the largest Croatian hotel company has an elaborate system of communication with employees who inform about everything, but also ask what they want in their career, then 18 programs of rewards and incentives, education, mentoring and scholarships. Valamar’s plan is to open its own university in the fall of next year, Tea Cergna announced.”How a hotel bar can be a part of the experience and the importance of education and development of bar staff” is the title of the panel discussion where opinions and experiences were presented by Andrea Klemenčić, F&B consultant at Dubrovnik’s One Suite Hotel, Filip Verbanac, strong alcohol development manager for Croatia, Slovenia and Bosnia and Herzegovina at Coca-Cola HBC, and, as panel moderator, Vedran Gulin, a consultant from Bar Three. Everyone stressed the importance of staff education, without which at least he will not be successful. Important elements in the bar are the offer and service, with which they will stand out from the competition. In Croatia, they singled out only 30 bars that stand out from the average. The bar is a mirror of the hotel, they pointed out. Its good position in the hotel, and excellent offer and quality, allow it to be open to the local population. Therefore, Klemenčić emphasized that local people come to the bar of that hotel, so it works best in winter. They focused on local products and groceries, and what they all have in common is that it has to be of extra quality. The staff is well educated, the standard of what they have to offer is known exactly (if the coffee is not a cannon it doesn’t go out of the bar) and they are constantly monitored and corrected in their work. Of course, a system of rewards and incentives has been organized in order to motivate and keep them, which depends on the reviews of guests, ratings of superiors and the realized traffic. Verbanac emphasized that his company now has five people for the education of employees in the field, and they are planning their program of education and training of people. Over the next ten years, Coca-Cola will focus on people who want to do business in the F&B sector and are willing to learn.Moderator Berislav Herceg, director of the Zagreb company DivisIT, which develops software solutions, Dragan Bodiroga, director of the Service Center from Dubrovnik, Tamara Čimbur, director and owner of the Zagreb restaurant Baltazar, and Vladimir Marinković spoke about the need to introduce modern procurement in the hotel business. general manager of Belgrade’s Saint Ten Hotel.The emphasis of the workshop was on automated data entry and exchange between customer and supplier, which speeds up the procurement process and brings savings. Manual data entry, which it still has, is a waste of time, and errors are common that make it impossible to control the state of the warehouse. It was noted that data entry automation must be inexpensive and easily applicable in all systems, whether they are small or large hotels, because not all are the same and not all have the same number of suppliers. One of the solutions, as a new standard in business, are personalized vendor web shops that will adapt to both large and small systems.