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Small Team, Serious HR: How Športna Loterija Approached a Serious Shift in HR
Jelena Rašula, Head of Marketing
A team of 30 people may sound easy to manage. Fewer employees, fewer complications, right?
At Športna Loterija, the reality was rather different. The company operates in a highly regulated industry, protects sensitive player data and manages processes shaped by strict internal and external requirements. Its HR processes may not be vast in number, but they need to be precise.
Until recently, core payroll and leave data lived in their ERP, while much of the remaining HR information was managed through spreadsheets, personnel files and physical folders. Access often depended on one person knowing where everything was kept.
Športna Loterija decided to build a more transparent and structured HR environment. We spoke with Tina Troha, their Interim Strategic HR Partner, about the thinking behind the project and what comes next.
Why Is This a Significant Change for a Team of 30?
Company size does not determine process complexity. Športna Loterija operates under government concessions and strict regulatory oversight. Technology and information security are central to protecting players, data and the integrity of the business.
“For Športna Loterija, moving away from manual HR administration is a substantial organisational change. The aim is to establish clear processes and create room for HR to contribute at a more strategic level.”
Tina Troha, Interim Strategic HR Partner at Športna Loterija
Contracts, employment information and electronically signed documents are easier to reach. Annual leave rules are also clearer and more consistently applied. It sounds simple, but having your own information close at hand makes a genuine difference to the everyday employee experience.
How Did You Encourage People to Use Gecko?
The team approached adoption with real enthusiasm. Business updates appear on the Homeboard, giving employees another reason to visit their new HRM tools. They even organised small competitions that invited colleagues to find information within Gecko.
That playful approach helped people explore the system for themselves. The project was not treated as something belonging only to HR or IT. Employees were brought into the change early, which helped turn the platform into a useful part of daily work.
“Our Management Board actively supports Gecko as an important step in the company’s digital development. With greater employee involvement, it will help us build more transparent, connected and development-focused HR processes.”
Luka Steiner, President of the Management Board at Športna Loterija
What Comes Next for Managers and Performance?
Športna Loterija previously conducted annual conversations in a separate application, but the content was not properly adapted to the organisation. The process existed, but it did not move far enough.
Training, performance management and 360-degree feedback are now being introduced with Gecko. The plan is to hold structured conversations twice a year, follow goals throughout the year and consider both what people achieve and how they work, including behaviours, culture and values. This will create a connection between calibrated performance and rewards.
“We have already compared the cost of investing in Gecko with the potential reduction in manual work. Annual leave administration is a good example. It previously required considerable effort in our ERP, while future Gecko workflows automate the process.”
Tina Troha, Interim Strategic HR Partner at Športna Loterija
The return is broader than cost reduction. It includes greater productivity, clearer ownership and fewer journeys to the filing cabinet. Most importantly, it gives a developing HR function the groundwork to support employees and managers with confidence.
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