Briefly about the Company   * The company was established by Johannes Gutmann in 1988, in Austria. The entrepreneur’s primary goal was not to make as much money as possible, but to create good jobs for himself and for others.   * He wanted the jobs to be satisfying, the products – healthy and enjoyable, the business – environmentally friendly and sustainable.   * The business was successful, having a turnover of more than EUR 100,000 in the first year. The company grew quickly, spreading to the markets of neighboring countries.   * Nowadays, the company deals mainly in organic spices and teas. Its largest operations are in Germany, Austria, Czech Republic, Italy,     France, and Switzerland; it is also represented in many other countries. It had a turnover of EUR 27.4 million, plus EUR 6.0 million from Czech subsidiary, in the financial year 2012-2013 (Sternad, 2014). Current HR Strategies The company hires people not only on the basis of their qualification; the applicant’s social competence is considered to be of no less importance than professional knowledge and skills. Employees are also evaluated on the basis of their correspondence to the company’s values and organizational culture. People without preceding experience in the industry are given preference; according to Gutmann, those who have experience in the field tend to be conservative, trying to utilize standard approaches and saying that “this is the way it has always been done” (Sternad, 2014, p. 12); apparently, this would be likely to destroy the company’s peculiarities which made it so successful. The company receives a large number of job applications weekly. After hiring an employee, the new worker undergoes a special training program. During the first six weeks, the new employees are required to work in each part of the company, in order to learn more about the business and understand the whole process. They also accompany the more experienced “Sonnentor “workers to meetings with clients, suppliers, and others. The company provides its employees with the opportunity for personal growth, allowing the workers to visit various seminars, on personal development and health issues in particular. Much responsibility is delegated to the staff; they are in charge of all the daily business activities, whereas Gutmann concentrates on the vision and the company’s general strategy (Sternad, 2014). As of 2013, the company employed nearly 180 people (not including approximately 50 freelancers) in Germany, and 80 more employees in the Czech Republic, which deals with all the markets in Eastern and Central Europe. The company also has a large number of women in key positions. It is stated that nearly 57% of the team leaders of the departments were females. The workers are permitted to be employed according to a part-time model, which allows them to preserve a beneficent balance between their job and private life. The enterprise only has the annual fluctuation rate of 5%, and the average number of days off work due to diseases is approximately 5.5 days a year, which is, on the average, nearly twice less than in other companies in Austria (Sternad, 2014). Current HR Strategy Assessment On the whole, the company’s strategy has been successful so far, providing annual growth an