Reading time: 4 minutes/minutes

For many years, college was seen as an almost automatic ticket to a good job. Parents often advised their children, “Learn so you don’t have to work with your hands.” But the job market today shows that this idea is increasingly outdated.

A good career doesn't have to be one path. It can be through university, vocational school, technical practice, internships, gradual experience, or a combination of several paths. What's important is that a person develops skills that have real value in the job market.

Technical professions have a strong place in the labor market

Slovakia has long struggled with a shortage of qualified workers, especially in technical professions. Employers are looking for electricians, electromechanics, fitters, maintenance technicians, automation, energy or industrial technology experts.

While competition among applicants is high for some administrative or general positions, the opposite problem often applies to technical professions - companies have work, projects, and demand, but they lack qualified people.

This is also confirmed by data from the labor market. According to Profesia.sk, 249 thousand job positions were published on the portal in 2025, and the calculation shows that production, together with electrical engineering and energy, made up approximately one fifth of job offers. This shows that technical disciplines still have a significant place in the labor market. Professional experience, technical skills and a willingness to learn can therefore be a very strong advantage for the applicant.

"Technical professions are definitely not a second choice today. On the contrary, we are increasingly seeing that a person with quality experience, a desire to learn, and a responsible approach has a very strong position on the labor market," says Martina Fandelová, HR Director of PPA CONTROLL.

Some positions require a college degree, others require experience and expertise.

There are various types of job positions at PPA CONTROLL. For some, a university degree is important or necessary, especially for specialized technical, project, engineering or management roles. For others, professional knowledge, practical experience, technical skills, reliability and a willingness to learn are crucial.

This diversity shows that a career in a technical company does not have to be built on just one type of education. Graduates of secondary vocational schools and universities can find their place here. It is important that they understand technology, have a relationship with technology and are ready to gain experience in practice.

Therefore, contact with the real working environment plays a big role during their studies. PPA CONTROLL allows students to gain practical experience through various forms of cooperation. This applies to students of secondary vocational schools and universities. Thanks to this, they can better understand how technical projects work in practice, what skills companies need and in what direction they can develop their careers.

A good career doesn't always mean university

The salary outlook is also interesting. According to the Platy.sk portal, the gross monthly salary of an electrician in Slovakia most often ranges from approximately 1,197 to 2,535 euros. For electromechanics, the range is approximately 1,248 to 2,413 euros. The resulting salary depends on the region, experience, qualifications, type of operation, shift work or participation in foreign projects.

Technical career therefore, it can be stable, promising and financially interesting. However, it is not just about the salary. For many people, the opportunity to see the concrete result of their work, participate in real projects, work with modern technologies and gradually grow professionally is also important.

"Young people need to be told openly that a good career does not always have to mean university. If someone is technically skilled, reliable and willing to grow, they can build a very good future through vocational school, internships and gradually gaining experience," adds Fandelová.

Modern industry needs both technical and digital skills

A technical career today is no longer just about manual labor in overalls. Modern industry needs people who understand technology, can read technical documentation, work with digital tools, solve problems, and communicate in a team.

Automation, energy, electrical installations and industrial control are rapidly evolving fields. Therefore, people who combine practical skills with technical thinking and a willingness to continuously learn are of great value.

The demand for technical and digital skills is also confirmed by European EURES portal, according to which the Slovak labor market is responding to digitalization and technological progress with a growing need for qualified workers in these areas. The shortage of experts has also been mentioned for a long time by employer associations, who warn that the pressure on a qualified workforce will persist in the coming years.

Technical professions are resistant to change

Technology is changing the job market, but it is also increasing the importance of people who understand it. This is why many technical professions are resistant to rapid change. An electrician, a maintenance technician, an energy solutions specialist or someone who understands automation have practical skills that cannot be easily replaced by software.

"An advantage of technical professions is their resistance to change. An electrician, maintenance technician or energy solutions expert cannot simply be replaced by an application or artificial intelligence. While technologies change the way we work, they also increase the value of the people who understand them. Combined skills are coming to the fore - technical thinking, digital literacy, accuracy, safety and the ability to deal with unexpected situations," explains HR Director Martina Fandelová from PPA CONTROLL.

Internship as an important start to a career

The social perception of trades and technical professions remains a problem. Many parents still consider secondary vocational schools to be a less prestigious choice. The result is a paradox: young people often apply for professions where there is high competition, while in technical professions companies offer stable work, training, benefits and the possibility of career growth.

At the same time, vocational school, internships and contact with a company can help a young person gain a clearer idea of ​​the future. Students can check what they enjoy, what they are good at and what opportunities technical fields offer them. This applies to both high school and university students - in both cases, internships are an important bridge between school and the real working environment.

Technical professions are not disappearing because they are not needed. They are rather disappearing from young people's ideas about an attractive career. However, the job market shows the exact opposite: quality practice, professional skills and a desire to learn can be just as strong, sometimes even stronger, an advantage than a degree without a clear application.

V PPA CONTROL Therefore, we see technical education, professional experience, and university training as important parts of one ecosystem. Each of these paths can lead to a quality career - if combined with a responsible approach, a desire to develop, and an interest in technology.

Reading time: 2 minutes/minutes Slovak industry is facing one of the biggest challenges in recent decades. In technical operations, energy, automation and mechanical engineering, a generation of people who have built the industry for decades is gradually leaving. In addition to their numbers, the problem is also the "departure" of experience, know-how and practical knowledge that cannot be learned from a textbook or during a short training course.

In the PPA CONTROLL group We are increasingly perceiving the topic of generational change. It touches on the everyday reality of companies that need to ensure continuity of operations, quality of services, and future competitiveness.

Slovakia is among the countries with the fastest aging workforce in the European Union. The situation is even worse in technical professions. Many teams today rely on experienced professionals who are gradually approaching retirement age.

"The biggest risk is not just the lack of new workers, but the loss of practical experience that cannot be learned from a manual or during several weeks of training. In technical professions, a large part of the know-how is passed on directly in the operation," says Martina Fandelová, HR Director of PPA CONTROLL.

In our group of companies, we systematically work on transferring experience and creating an environment and conditions so that younger colleagues can learn directly from senior experts.

Young people do not see technology as attractive

One of the reasons why the situation is complicated and may soon become critical is the long-term decline in young people's interest in technical fields. The industry no longer looks like a stereotypical, physically demanding job behind the belt. Modern technologies, automation, smart solutions and digitalization have changed the entire sector.

Yet, technical professions often lose the battle for young talent to IT, marketing, or digital services. Many young people simply have no idea what technologically interesting projects the industry offers today.

That's why in the group PPA CONTROLL has been cooperating with schools for a long time, we have trainee programs and we see supporting young talents as a necessary investment in the future.

"We see that young people are interested in modern technologies, automation and smart solutions. However, if we want them to stay in the industry, we have to show them that today's technical professions are promising and technologically attractive professions," explains Martina Fandelová.

Experience cannot be replaced overnight.

In technical professions, there is a huge amount of practical knowledge that is created through years of work directly in the operation. This is experience that is often not recorded in detail anywhere, but is decisive for the safety, quality and efficiency of operation and often forms the very know-how of the company.

That is why intergenerational cooperation is becoming an increasingly important topic. Many companies are now creating mentoring programs where experienced professionals pass on their know-how to younger colleagues before they retire.

We at PPA CONTROLL Group also see that generational change is not a matter of one recruitment or one training session. It is a long-term process that requires systematic work with people, education and corporate culture.

The future of the industry is being decided today

We cannot stop demographic development, but we can prepare for it. Companies that invest today in education, young talent, intergenerational cooperation, and building stable teams will have a significant competitive advantage in the short future.

At the PPA CONTROLL group, we are convinced that the future of Slovak industry will not only depend on technologies, but especially on people who can develop, manage and move them forward.

 

Reading time: 2 minutes/minutesA few years ago, the rule was simple: graduate, find a job, gradually learn. Today, the reality is different. Companies expect graduates to come prepared - not only with knowledge, but also with experience.

The numbers speak for themselves. The share of job offers suitable for graduates is falling, while employers' demands are growing. Not because companies don't want young people. Quite the opposite - they need them. They just expect more from them than they used to. What's the deciding factor today?

Practice as a decisive factor

The biggest difference between a successful and unsuccessful graduate is in work experience. "In practice, we see that graduates without experience find it much more difficult to apply. Companies cannot afford long apprenticeships, which is why the importance of internships and project work is growing. Our statistics show that up to 75 percent of companies in the technical and administrative sectors today prefer a candidate with at least one year of experience in the field over an applicant with better grades but no experience,"explains Martina Fandelová, HR Director in our PPA CONTROLL group.

It is the internship, even if only partial or project-based, that gives the graduate an advantage. It shows that they can work in a team, understand the pace of work, and can take responsibility for the result.

The impact of technology

Technological developments are also playing a role. Automation and artificial intelligence are taking over roles that were once natural career paths, changing the very nature of junior positions.

Today, companies expect graduates to be able to engage quickly and effectively with modern tools. The ability to navigate the digital environment and work with new technologies, including AI, is becoming standard.

This doesn't mean that everyone has to be a tech expert. What's important is a willingness to learn, try new tools, and incorporate them naturally into the work process.

"Today's job market rewards activity. Graduates who are interested, try out, and gain experience during their studies have a significantly better starting position.,” adds M. Fandelová.

Real experiences

Companies realize that if they want to attract quality people, they must give them room to grow during their studies.

All subsidiaries belonging to the PPA CONTROLL group are among the companies that have been developing this approach for a long time. We cooperate with schools, we involve students in real projects and we create an environment where young people can experience what real work looks like before graduating.

This approach helps to reduce the gap between market expectations and graduates' readiness, while also giving young people the confidence that their first work experience will have real value.

A diploma is no longer an automatic ticket to the job market. The real advantage lies in those graduates who actively gained work experience during their studies and are open to trying new things.

Reading time: 5 minutes/minutes

Energy is one of the most demanding technical sectors. It operates with a high level of responsibility, safety and long-term impacts on society. That is why it requires not only top-notch technical knowledge, but also the ability to see things from different angles, connecting experiences, generations and ways of thinking.

Diversity and inclusion are not fashionable terms here, but an essential part of high-quality and safe solutions.

The PPA CONTROLL Group operates not only in the energy industry in its narrowest sense, but also in a wider spectrum of technical and engineering activities - from electrical installations, distribution systems, supplies of energy technologies and technical infrastructure, to transport, logistics and industrial solutions, which are covered by several subsidiaries.

It has long proven that the tech world does not have to be monotonous or closed. On the contrary, the diversity of people, their stories, and professional paths is becoming one of its natural competitive advantages.

Diversity through the eyes of women in tech

Female managers and experts from subsidiaries belonging to the PPA CONTROLL group agree that diversity in technical professions goes far beyond the issue of gender. It is about diversity of experience, education, cultural background, age and way of thinking.

This diversity is also reflected in the variety of professional backgrounds - from nuclear and conventional energy, through distribution systems, electrical installations and industrial projects, to technical support for transport and logistics within the subsidiaries PPA ENERGO, LiV ELEKTRA and PPA POWER DS.

"Each of us brings something of our own to the team – a different perspective, experience, way of thinking or skills. In technical professions, this is key," says Jana Petnuchová, Business Development Manager at PPA ENERGO, which works on projects in the field of nuclear energy and international cooperation.

Natália Ťapajnová, distribution systems manager at PPA POWER DS, also perceives diversity in a similar way, according to whom connecting the views of younger and more experienced colleagues is of fundamental importance: "The combination of energy, motivation, and new ideas with years of experience brings balanced decision-making and better results."

Why diversity is key for our group

PPA CONTROLL operates in the field of complex engineering solutions, significantly in an international environment and on technically and culturally diverse projects. This is where the practical value of diversity is shown. It is the ability to better understand clients, partners and local specifics.

It is the connection of various expertise - energy, electrical installation, distribution, industrial or technical-logistics - that creates an environment within the PPA CONTROLL group where the experiences of individual subsidiaries complement and strengthen each other.

"When a team is made up of people with different nationalities, professions and experiences, we learn from each other not only about working methods but also about the way we think. In practice, this means a better approach to clients and a faster understanding of their expectations," Jana Petnuchová explains the group's key setup.

At PPA CONTROLL, diversity is not a declared value on paper, but a functional part of project work, from technical solutions to managerial decision-making, in the daily combination of the perspectives of younger and more experienced colleagues.

"All of this helps the company make more balanced and responsible decisions," adds Natália Ťapajnová.

Women's journeys into the technical world PPA CONTROLL

Jana Petnuchová – Business Development Manager

After her doctorate at the Slovak University of Technology, she joined ENERGO PPA directly to the completion of the Mochovce nuclear power plant. She perceived the technical environment as a space for intensive learning and growth. "From the beginning, I had the opportunity to engage in technical work. I became very aware of how important it is to have experienced colleagues around me. Every day brought new tasks and situations that helped me develop in this area," she says.

Natália Ťapajnová – Distribution Systems Manager

Operates within the PPA subsidiary POWER DS, which focuses on distribution systems and technical infrastructure. Her professional journey began with the decision to go technical when choosing a university. Although she studied a different industry, her openness to learning and expanding her knowledge allowed her to naturally fit into the technical environment of the PPA CONTROLL group. “Even if you don’t study a specific industry, your desire to learn allows you to gain the necessary experience directly on the job,” she confirms.

Patrícia Jančušková – Transport and Logistics Officer

Technology has been close to her since childhood. "Ever since I was little, I was more fascinated by cars than dolls. Technology has never been something foreign to me," says Patrícia Jančušková from LiV ELEKTRA. Studying at a traffic school and working in transport provided her with a solid foundation that she applies today within the group. "I see diversity as a source of productivity and profitability for teams."

Victoria Uhlíková – Preparer and Budgeter

The decision to pursue an engineering education was a natural step. Today, he applies his professional experience in a subsidiary company. LiV ELEKTRA, which is also part of the PPA CONTROLL group and operates in the field of technical and electrical installation solutions. She found an environment where theory turns into concrete results and where technical expertise has room to develop. “Technology is about finding solutions that have a real impact, and different perspectives in a team lead to faster and better solutions,” she says.

Inclusion as a prerequisite for functioning diversity

Diversity in the PPA CONTROLL group is not only reflected in the team structure, but also in way of workingIt allows for more risks and opportunities to be taken into account when making decisions, brings new ideas when innovating, and accelerates the search for effective solutions when solving problems.

Diversity however, it only makes sense if it is supported by an inclusive environmentIn our group of companies, this is reflected in the systematic support of education, mentoring and professional growth.

Are companies with diverse personnel more successful?

Experience confirms that Yes"Teams with diverse experiences bring higher productivity and profitability," states Patrícia Jančušková.

This is also confirmed by the findings of renowned international studies, according to which Companies with diverse personnel achieve better economic results, are more innovative and more resilient to crises.

In addition to higher productivity and profitability, diversity also brings:

• better decision-making,
• better risk management,
• higher attractiveness for talented people,
• more stable and motivated teams.

Diversity as a natural part of the DNA of the PPA CONTROLL group

Diversity in PPA CONTROLL is not a trend, but the functional basis of quality technical workIt is thanks to it that safe, innovative and sustainable solutions are created - and an environment where women and men have equal space to grow and contribute to the future of energy.

It is the connection of experts from different parts of the group - from energy to distribution systems to technical and electrical installation projects of subsidiaries - that makes diversity in the group a practical reality, not an abstract concept.

They show that the technical world of energy is more open, diverse and humane today than ever before. Diversity is not an end in itself, but a means to better solutions, safer projects and sustainable growth.

PPA CONTROLL thus confirms that a modern technical company is based not only on technology, but above all on people - and on the ability to create an environment where every space can grow, contribute, and be respected.

A look into the future: technology, generations and new expectations

Managers in subsidiaries of the PPA CONTROLL group agree that the future of technical professions will be shaped not only by technological advances and the advent of AI, but also changing expectations of younger generations.

Generation Z is looking for meaning, flexibility and room for growth. For the PPA CONTROLL group, this means a challenge, but also an opportunity – to create an environment where expertise, a modern way of working and respect for diversity of views come together, concludes Jana Petnuchová.

Reading time: 4 minutes/minutes

"My father brought me to the company during my studies." This is how Martin Latečka, who has been part of PPA CONTROLL for over 25 years, begins his story. Today, he works on challenging and strategically important projects in the energy sector at home and abroad.

"When you know that your work is actually impacting Slovakia's energy infrastructure and helping the country function, it's incredibly fulfilling," confirms Martin.

Do you also want to work on projects that change the world around us? At PPA CONTROLL, this happens every day.

The work of a technical specialist at PPA CONTROLL is not just about drawings, measurements and cabling. It is about projects that have a real impact – from nuclear power plants and tunnels to intelligent control systems for modern buildings. Our solutions shape the infrastructure of Slovakia and abroad, contribute to technological progress and increase safety.

"Every project we work on has its own meaning. Seeing the real result of our own work is the best motivation for a technician," he says Andrej Jakubík, implementation manager at PPA ENERGO of the PPA CONTROLL group.

Within the 11 subsidiaries of the PPA CONTROLL group, every expert can find an area that fulfills them - from HV electrical installations, M&R systems and HVAC solutions to facility management, renewable energy sources and automation of production processes.

Benefits in the area of ​​job content:

• Diverse technological projects at home and abroad;
• Working with innovative technologies such as incinerators, battery systems, petrochemical processes;
• Strong interdepartmental cooperation – technicians, designers, project managers;
• Internal know-how and joint search for the best solutions.

Professional growth and specialization

Our specialists encounter technologies that push the boundaries of their field every day. Whether it's incinerator technologies, battery component manufacturing, or gas and petrochemical systems, technical challenges are always associated with practical impact and real results.

"Every project is different – ​​it brings new situations, new technologies and the opportunity for constant learning," says Andrej Jakubík, implementation manager at PPA ENERGO.

His team welcomes not only experienced professionals, but also graduates with a desire to learn from the best. "From my own experience, I can confirm that the progression from technician to construction manager is realistic. It just takes time, desire, and interest," adds Andrej Jakubík.

Benefits in the field of education:

• Professional training: EPS, MaR, HV terminations, petrochemical processes;
• Language courses and soft skills development;
• Support for certifications and authorizations (regulations, inspection authorizations, OHS);
• Mentoring from experienced colleagues;
• Participation in conferences, workshops and excursions.

"We support people who want to keep up with the times. New technologies can be understood only through continuous education," emphasizes Jakubík. Examples of career advancements are proof of this – many of our managers started as technicians and, thanks to their determination, gradually worked their way up to leadership positions.

Intergenerational cooperation that works

At PPA CONTROLL we believe that strong teams are the foundation of success. Know-how is not archived in our group, but shares – through team meetings, mentoring and informal discussions. Each new member has the opportunity to learn directly from experienced colleagues, who pass on not only knowledge, but also practical experience from projects at home and abroad.

"During each order, we coordinate solutions between teams and with customer requirements. Our technicians cooperate with project managers, designers and customers in an atmosphere of trust and openness. Communication is the key to success - only by working together can we achieve quality results," he says Ing. Marek Graca from PPA INŽINIERING

Benefits of corporate culture:

• An open environment and a "free hand" philosophy for ideas and innovation;
• Sharing know-how across teams and subsidiaries;
• Stability and family atmosphere within a group with 70 years of tradition;
• Partnership, passion for excellence, stability and ingenuity as true corporate values.

As he says Group HR Director Martina Fandelová: "The free-hand philosophy is deeply rooted in our DNA. Our people have the space to create, come up with ideas and develop. We believe that motivated, knowledgeable and stable employees are the key to success."

Technical benefits:

• Measurement and diagnostic technology by field;
• Modern IT equipment – ​​laptop, mobile phone, software;
• Assembly equipment and special tools for given projects;
• PPE and support for digital project management tools.

"Foreign projects require flexibility and knowledge of technical standards, but the reward is experience that will take your career several levels higher," confirms Martina Fandelová, HR Director of PPA CONTROLL.

Benefits of working abroad:

• Higher financial evaluation and projection rewards;
• Working with international teams and technologies;
• Expanding professional horizons and contacts;
• Personal and professional growth in a global environment.

If someone is looking for a place where technology meets humanity and growth is a natural part of the job, PPA CONTROLL is the right place.

"What sets us apart is the fact that we are not looking for a way to sell a specific product, but rather how to solve a specific customer situation by always looking for the best, but also economically efficient and environmentally sustainable solution," concludes Executive Director of LiV ELEKTRA Peter Mekela.

Do you want to join a team that is changing Slovakia and the world? View open positions and contact us.

Reading time: 4 minutes/minutes

Receiving feedback in the workplace is a key factor in the process of employee development and optimizing organizational growth. At PPA CONTROLL Group, we recognize its importance, which is why we build a culture that supports open communication, improving working conditions, and effective leadership behavior.

In an interview with HR Director Martina Fandelová, you will learn what methods and approaches to obtaining feedback we use in PPA CONTROLL subsidiaries and which areas we consider the most important.

At PPA CONTROLL, feedback has become an integral part of the company culture. What role does it play in the overall functioning of the company?

We are interested in how our employees feel about various aspects of the work environment and the way the company is run, and whether they have everything they need to do their jobs. We are also interested in their vision for further development and performance in the company. That is why we create tools that allow us to obtain their opinions and attitudes so that we can precisely target our efforts for improvement.

In PPA CONTROLL you use the term 'trickle feedback'. What exactly does that entail?

This is a metaphorical definition of a process that we have precisely set up. We are trying to build a culture of feedback as a standard part of everyday situations. Not just once a year as part of a survey or motivational interview, but on an ongoing basis. In meetings, in resolving individual issues, and in regular work interactions. The goal is for feedback to become a natural part of our corporate culture, so that employees and managers perceive it as a tool for continuous improvement.

Is the goal being achieved?

Absolutely. Our employees at all levels understand and feel that their opinions and suggestions are a valuable source of important information for us. The most valuable feedback comes from people who are fully involved in everyday work and live the business and the effective functioning of the company.

However, coordinating the feedback process across eleven subsidiaries is challenging.

Certainly. However, a big benefit is the strong support from management. The biggest supporter of the feedback culture is our CEO, who is a role model for us. When he heard the term 'feedback culture', he was enthusiastic and immediately supported the idea of open communication in the company. His attitude is key to the development and implementation of feedback as a regular and effective tool.

What is behind the feedback collection process and what methods and procedures do you use for this purpose?

In 2023, we launched a robust employee engagement survey, where we evaluate in detail eleven main areas, such as work activities, working environment and conditions, compensation and benefits, teamwork and direct supervisor. When evaluating, we also focus on different combinations of answers to analyze the indices that hide between the lines. We focus on key indicators such as feedback on leadership, psychological safety, talent management support or development.

In addition, we have introduced motivational interviews and internal communication, where a space for suggestions and feedback has been created in the intranet environment. These serve various purposes, such as improving company processes or the ability to write an e-mail directly to the CEO. We strive to support transparent communication and provide employees with a space to express themselves.

You list leadership as the main area of assessment. How do you implement this?

We create a work environment in which employees can express themselves openly, including criticism, without fear of retribution and in multiple ways.

1. Motivational interviews. The employee has the opportunity to give feedback to their leader and receive feedback on themselves, thereby supporting two-way communication. The goal is to keep the relationship between manager and employee open and leadership effectively applied. We want the manager to know whether employees are being led correctly and whether leadership is working.

2. Anonymous surveys. There is significantly more openness here and we get feedback on leadership across the company. We find out if our managers are strong enough and if they can lead the team in a way that keeps the business on solid footing. A positive surprise for us is that our employees are very specific and give constructive suggestions.

3. By applying safety elements. We strive to ensure that employees are led in a humane manner, which is why we support so-called psychological safety – an environment where people do not feel stress and uncertainty from open communication.

Let's specifically mention the comfort of employees in safely expressing opinions and addressing sensitive topics.

We actively and timely address every single comment or suggestion. We analyze whether certain processes or situations can be improved and implement the correction as soon as possible. At the same time, we inform employees that their suggestions have been heard and that we have made specific improvements based on them.

Can we give examples that have been implemented in practice?

In the first employee survey, we manually processed 2 responses to open-ended questions, of which 175% contained a specific suggestion for improvement. We are pleased that the feedback works very well. Our action plans for improvements require a lot of effort, but it is still worth it! Feedback has a real impact and meaning at PPA CONTROLL.

Based on employee feedback – whether from a survey or individually – we have implemented several changes. For example, we have built the SEDUO platform on the intranet, expanded the forms of training in the form of videos from categories such as leadership, business, communication, presentation, marketing and personal development. We have introduced motivational interviews and provided employees in the field with better equipment, such as protective clothing and tools. We have analyzed the benefits system and expanded the offer.

At our subsidiary PPA ENERGO, we have upgraded both software and hardware for designers. We have also improved the working environment on projects and renovated administrative spaces that had not been modernized for a long time.

All of these steps are the result of employee feedback and continuous improvement. We are pleased that this open approach helps us create an environment in which employees feel heard, listened to, and are motivated to contribute to the improvement of the company.

An employee survey showed that up to 88% ofštheir employees are angažaboveých, and 0% non-engžaboveých, which is great news. How did you achieve this?

We are constantly striving to create an environment where our employees feel supported and valued. I believe that the leadership of our managers and senior staff in particular has a major impact on the high level of engagement. They deserve credit for that.

An important tool of corporate policy is the support and professional development of employees.

Yes. Building psychological safety is what really helps us in supporting talent management. The openness of employees allows us to identify and support their potential and communicate about the idea of a career path. In this way, we can educate experts. The education process is aimed at capturing and improving expertise. Currently, it is increasingly difficult to find high-quality and qualified experts in the technical segment. There are fewer and fewer graduates of technical disciplines for the positions we need to fill. That is why we try not only to attract our specialists, but also to retain them.

What feedback from an employee pleased you the most and left a strong impression?

When I read the comments from the 2023 survey, one of them really stood out to me. It was widely praised as the best comment, in which our employee described his hard days on a project. He talked about coming home from work tired, in his work clothes and hard hat, but with a smile on his face and content because he loves his job. We are also proud to publish this comment on our career page.

Reading time: 3 minutes/minutesThis story is the first in the series "We are PPA CONTROLL", where we will regularly bring you authentic experiences of our colleagues. People who don't just live the company from nine to five, but help it grow for decades.

"25 years, one company and many reasons to stay." Stories of the people who make up PPA CONTROLL - the first part of the We Are PPA CONTROLL series.

Interview with Martin Lateček, Technical Director at LiV ELEKTRA sro, member of the PPA CONTROLL, as group

"My father brought me to the company during my studies."
This is how the story of Martin Lateček begins, who has been working at LiV ELEKTRA since 1997. Today, after more than 25 years, he is part of a team that works on complex and strategically important projects in the energy sector - both at home and abroad.

We asked him what keeps him doing this job for so long.

"Because I still enjoy the work. It is dynamic, diverse and meaningful. We work on projects that affect the energy infrastructure of all of Slovakia. And when you know that your work has a real impact, that you are helping the country function – it is fulfilling."

How does he think the company has changed?

"We started as a smaller, but very professional private company with a family atmosphere and close relationships between employees. Since then, it has undergone a significant transformation - it has expanded not only in terms of personnel, today it employs more than 100 people, but also in terms of projects, especially in the field of electrical power construction, where it is now one of the major players. At the same time, the level of professionalization in processes and management has increased. A significant milestone was the inclusion in the PPA Controll group, which brought new opportunities, stability and systemic background. But in the important thing - in the approach to people - we have retained the essential. Professionalism and humanity."

What about corporate values – are they only on paper?

"I would describe our company's culture as a combination of professionalism and a friendly atmosphere. Although we naturally monitor performance and results, we do not try to manage the company only through numbers. The human side is also important to us - good relations between colleagues, open communication and positive work energy. We support joint activities outside the workplace - we organize tourism, sports days, a goulash tournament and other events that help build team spirit. At the same time, we emphasize the growth and development of employees - whether in the form of training, courses or support in gaining new professional experience. I think that it is this combination of performance and humanity that makes our company culture exceptional."

What do you still enjoy about your work after so many years?

"Even after years, I still enjoy my work because I participate in projects that are not only technically interesting, but also significant from the point of view of the development of energy in Slovakia. I feel that my work has real meaning - I help build the infrastructure on which the functioning of the country depends. At the same time, I greatly appreciate the team I work with - they are experienced professionals and excellent colleagues with whom you can rely on each other. It is this combination of challenge, benefit and a good team that motivates me to stay and work with commitment."

And finally, we asked him a question that we should perhaps ask more often: What would you say to young people who are considering a career at PPA CONTROLL?

"Don't be afraid of challenges and be curious. You have the opportunity to work on meaningful projects that shape the future of energy. The company offers good conditions for professional growth, support for education and a strong technical background. At the same time, there is a healthy working environment with a friendly atmosphere, where colleagues help each other and where you don't feel like a number. For young people who want to grow and build something, this is a very good place to start and have a long-term career."

Reading time: 4 minutes/minutesOver the past seven decades, much has changed economically, technologically and geopolitically in our territory. The then Czechoslovak and later Slovak industrial enterprises have undergone their development. Our PPA CONTROLL group was and is one of them. It has become an exceptional example of long-term Slovak industrial continuity and at the same time one of the most stable employers today with more than 900 employees.

As a successful family business with a group of eleven daughters, we have evolved from our roots in 1951, when Regula Praha was founded, through the era of socialism, privatization and revolution, to today's position as a respected player in the field of energy and industrial automation. What has remained, however, are the people of PPA CONTROLL - our employees and their many years of experience, who have grown and moved forward with the company.

Long-standing working relationships, loyalty and intergenerational connections are proof that PPA CONTROLL is not only a technological leader, but also a reliable and stable employer. While stability in the field of human resources is a rarity in today's dynamic world. We have managed to maintain not only a high level of expertise, but also, thanks to the internal relationships we have built, to preserve a corporate culture built on trust, partnership and professionalism.

Current trends in HR demand a lot from employers

Today's job seekers are not only interested in the economic dimension of work and company policies. Although the amount of compensation still remains a decisive factor, increasing emphasis is also placed on the meaningfulness of work, the quality of the work environment, employee benefits and the company's value system.

Current trends in HR require employers who can create friendly working conditions and create a good team - with an emphasis on openness, engagement, and employee well-being.

Compliance with environmental protection rules also plays an important role in the company's implementation activities, and the younger generation today is significantly interested in the company's stance, especially on social and ecological issues. According to a Deloitte survey, up to 40% of Generation Z and millennials have rejected a job offer because it was not in line with their values.

"At the PPA CONTROLL group, we realize that companies today can contribute to environmental protection in many ways. From small internal changes such as reducing material and energy consumption, energy-saving lighting, recuperation, the use of renewable sources and efficient heating or cooling, digitization and minimizing document printing, recycling and waste separation, and the like, to strategic decisions that have a significant or long-term impact. PPA CONTROLL works on many projects contributing to the greening of the environment, not only at home but also abroad," confirms the general director Ing. Bystrík Berthoty.  "At the same time, we strive to incorporate elements of responsible business and long-term sustainable development into the company's values, which are stability, ingenuity, passion for excellence and partnership. And most importantly, to live our values in this way on a daily basis," adds PPA CONTROLL Director Bystrík Berthoty.

Employee benefits suitable for young people

The average age of our employees is approximately 45 years. At PPA CONTROLL, as a family business, we value the erudition of long-term employees and at the same time actively create an attractive working environment for young people. We therefore offer a wide range of benefits that support a healthy lifestyle, development and fun - the popular MultiSport card, language training, transport allowance, recreation allowance or the opportunity to relax in the company cottage in Štrba.

There are also social and sports events such as Sports Day or our original Concrete Party, while all employees have 28 diverse benefits available to them, including:

• Fully paid meal tickets
• Psychological counseling
• Company pharmacy
• Guaranteed Health Day
• Vaccination
• Christmas package
• Discounts on banking products
• Free parking
• Pension advice and supplementary pension savings

Individual approach, diversity and inclusion

We approach employees in the PPA CONTROLL group individually - not because it is in line with the latest trends in HR, but because this approach is part of the company's long-standing tradition.

The latest findings show that today's workers prefer personalized career growth and learning, which is why we cater to talent by setting individual work plans, identifying them, and supporting their subsequent development.

While in modern corporate strategies, concepts for building a diverse and inclusive work environment usually have to be created, in the PPA CONTROLL group, diversity and inclusion, which have become important societal topics, are traditionally part of the work environment.

“For us, these key principles are a natural way of operating, rooted in our history. Diverse work teams, where seniors train juniors, are common practice at PPA CONTROLL. It is not something that requires a special strategy or concept – it is simply the way we work and live,” confirms Martina Fandelová, member of management and HR director of the group.

A survey of employee engagement and feedback also confirmed that the family business can boast a friendly family atmosphere in individual teams. "As we work on a project basis, the teams are diverse and must be flexible enough. This is what makes our employees unique. Every project is unique, requiring a different team composition, so building a good atmosphere and team spirit is key for us," adds Martina Fandelová.

PPA CONTROLL, with its rich history and stable growth, is an example of a company that has undergone significant development and has been able to adapt to dynamic changes in the market. The number of employees has increased significantly over more than 70 years. While in the beginning the technical department had only 20 employees, in 2024 the number of technicians, designers and programmers reached 260, which is more than ten times.

"If you are looking for a place where tradition meets the future and where you have the space to be part of something special and feel like part of the family - you have come to the right place.""," concludes HR Director Martina Fandelová for PPA CONTROLL.

Reading time: 3 minutes/minutes

If we name leaders with global reach in Slovakia, PPA CONTROLL is clearly one of them.

Our company has developed from a small branch plant into a major holding company with 11 subsidiaries. We have more than 900 employees and are currently among the best managed companies in our country.

"PPA CONTROLL is not just a company. It is a commitment to progress and responsibility. Each of our projects is an opportunity to contribute to a better world," says HR Director of PPA CONTROLL Martina Fandelová, adding that it is "Meeting technical challenges goes hand in hand with a good and well-developed personnel policy, which today forms one of the most stable pillars of the company".

People are the key to technological growth

PPA CONTROLL's employee policy, motivating innovation, is built on an individual approach, quality education, career development and trust, family-oriented approach and values.

"Stability, partnership, passion for excellence and ingenuity. These are not just nice-sounding slogans, they are principles we live by every day," HR Director Martina Fandelová names the company's strategy.

Partnership promotes openness to dialogue, trust and long-term relationships – internally and externally.

Passion for perfection inspires us to find ways to improve processes, services and technologies.

Stability It guarantees reliability for long-term and fair conditions, resilience even in turbulent times, and certainty.

Ingenuity motivates participation in innovations and ideas at all levels of individual companies of the group.

An employee with 50 years of experience and the voices of a new generation

Seventy-two-year-old Vladimír Kostič has been part of the PPA CONTROLL team for half a century. He started at the company during socialism as a fresh graduate, and his career path illustrates what freedom at work and trust from an employer mean. "I was an IT guy at a time when IT didn't exist yet. The company never stopped me from doing what I wanted to explore and improve. I had the space to create – that was crucial for me," he mentions.

His story is no exception. Long-term working relationships and low turnover are a natural consequence of an open and values-based culture at PPA CONTROLL.

The other part of the team is made up of young professionals. Their motivation is mainly the diversity of projects, the opportunity for personal growth, a clearly set development and educational plan, but also the opportunity to work on foreign projects., for example in Great Britain, Germany, Switzerland, France, Hungary or the Czech Republic.

""The projects and the related opportunity to share previous experiences are a great motivation, as well as a great opportunity for personal and professional advancement, especially in the field of energy," says Maroš Mosný, OHS and OPP manager. He sees PPA CONTROLL as a stable and dynamic company with the potential to continue growing.

This is also confirmed by Peter Škodi, an electrical designer. He accepted the offer to work at PPA CONTROLL also because of a career change: "I was attracted by the professional approach and strong team spirit that prevails in the company. I was looking for an environment where I could collaborate with colleagues on various technical challenges. PPA CONTROLL offers me all of this - high-quality support and space for mutual exchange of experiences and professional opinions, all within a high standard of process organization."

Psychological and retirement counseling and 28 benefits

Freedom to create and an open space for ideas and innovations are some of the key factors for working at PPA CONTROLL. This is confirmed by the group's HR director, Martina Fandelová: "The free hand philosophy is deeply rooted in the company's DNA. Involving employees in professional processes and decision-making within the framework of development topics is an important element in building a feedback culture. It is a consistently refined system of caring for members of its corporate family, in which it is true that motivated, erudite and stable employees are the key to success.""

At the same time, the company has up to 28 benefits in its portfolio covering the needs of various groups of employees. "Internal comparison showed that employee benefits are similar to the top five employers in Slovakia," emphasizes Martina Fandelová.

An exceptional benefit is, for example, the possibility of private use of a company chalet in the Tatras, which supports respect for traditions and the family nature of the company, as well as up-to-date psychological and retirement counseling.

"We are also developing a culture of feedback for each employee, we have created a space where employees can express opinions, suggestions and concerns - anonymously and openly, via the Intranet, engagement surveys or motivational interviews," added HR Director and member of the management of PPA CONTROLL Martina Fandelová.

PPA CONTROLL ready for the future with confidence

Approximately 40 percent of the company's annual turnover comes from foreign activities. We are currently implementing projects in the UK, Germany, France, Hungary, the Czech Republic and Switzerland. This is a unique opportunity for employees.

"Every employee who travels will undergo a comprehensive preparation program. This includes language preparation, technical training, and practical information about the country where they will work," the HR director explains. "We don't want our people to feel lost or unprepared in a foreign environment."

At PPA CONTROLL, we have ambitious plans. We are going to expand our presence on the European market and are preparing innovative solutions in the field of digitalization of industrial processes and intelligent production management. Across our entire range of activities, we show how and where a well-managed company ready for the future should go. Because the world needs companies like ours.

Reading time: 3 minutes/minutesWe are a company with a rich history and strong heritage. For over 70 years, we have played a key role in the fields of energy, transport infrastructure and industry.

Our journey from a small branch plant to a holding company with eleven subsidiaries, over 850 employees, and a turnover exceeding 200 million euros per year is a story of continuous growth, expertise, and success.

Our vision: Cleaner technologies of the future

We are undergoing a dynamic transformation that reflects the changing needs of the global market and the demands for sustainability. We are focused on the future, implementing ecological solutions and innovations that reduce our carbon footprint and support the transition to green energy. This change includes the development of intelligent management systems, investments in the use of renewable resources, as well as participation in groundbreaking research projects such as ITER and CERN.

We want to be an inspiration for the successful and contribute to the creation of more comfortable, cleaner technologies, improving the quality of life and contributing to a more sustainable future. Expertise in the fields of energy, industry and transport infrastructure allows us to be market leaders, combining tradition, experience and vision into a comprehensive, modern and ecological strategy.

Our values: The foundation of success

IN PPA CONTROL We have defined four core values ​​that guide us at all times: partnership, passion for excellence, stability and ingenuity. They are the foundation of everything we do and guide all our employees in their daily decisions and work.

1. Partnership means open and transparent cooperation with employees, customers and business partners.
2. Our passion for excellence commits us to constantly improving our services and providing the best possible solutions.
3. Stability allows us to be a strong and reliable partner in a dynamic and constantly changing environment.
4. Ingenuity is our driving force in finding new approaches and solutions to the challenges that the market poses to us.

Our business: Experts in big things

Our holding is an expert in many areas. We specialize in energy, transport infrastructure, automation and industrial parks. We are leaders in the fields of measurement, regulation and automation, which allows us to participate in major projects such as the construction of nuclear power plants, highways, tunnels, energy facilities and many other implementations in almost all sectors of industry and energy. We implement our projects in Slovakia and abroad, with activities abroad today accounting for approximately 60 percent of annual turnover.

We are constantly evolving, implementing modern technologies and focusing on reducing our environmental footprint, thereby increasing safety and efficiency. Our flexibility and rapid response to new challenges allow us to remain competitive and continue to provide innovative solutions that have a real and positive impact on the environment.

Our employees: The key to growth

We rely on a team of experts who contribute to our continuous growth. We currently have approximately 850 employees working on individual projects. However, like many companies, we also face the challenge of finding suitable and qualified experts, ready to take on challenging challenges in the energy and industry sectors.

We address the long-term shortage of specialists through targeted employee training, with each individual receiving a tailor-made training program focused on their personal and professional development. We work with schools and universities to attract new talent. Our employees are language-savvy and travel-ready, making them highly flexible.

Our Future: Innovation and Collaboration

PPA CONTROLL is more than just a company – it is a symbol of commitment to progress, innovation and a sustainable future. The vision of clean technologies is not only a goal, but also a way to fulfill our mission to deliver value through partnership, stability and a passion for excellence. In every project we implement, we see an opportunity to contribute to a safer and greener world – from building energy systems to innovations in transport infrastructure.

The future of PPA CONTROLL lies in continuing on this path, led by a strong team and an innovative approach that defines our work. We face challenges with courage, develop new talents and seek solutions that exceed expectations. We are ready to continue this mission and become a leader of the future - a company that combines technology, responsibility and a human approach.