Job satisfaction and competence development
Raisio focuses on the development of competence through training and developing its operations based on employee survey results. In addition, personal development needs are assessed in appraisal discussions. The operations are also developed through the job satisfaction survey.
Main events in 2015
- Work induction continued to have a key role after the production transfers in the UK and Czech Republic. In the competence development, Raisio focused on occupational training and the development of internal operations. Additionally, employees were provided with communication, work safety, first aid and IT as well as quality and environmental related trainings. Moreover, Train the Trainer programme was continued in many of Raisio's offices and internal communication practices were improved.
- The Group spent EUR 550,000 (2014: EUR 305,000) on the training of its employees. Internal trainings are not included in the figure. Raisio invested in the staff training particularly in the UK, where the operational changes due to production transfers resulted in occupational training needs.
- Raisio Group's appraisal discussions covered 36 per cent (2014: 30 per cent) of the entire personnel, with the long-term target of 100 percent. In our Finnish and US offices, Raisio's performance appraisals covered 100 per cent and in the UK, 36 per cent (2014: 18 per cent) of the personnel. In the UK, performance appraisals have been introduced gradually, starting with the management, middle management and key personnel. In the Czech Republic, the gradual introduction of performance appraisals has been under preparation.
- Raisio continued its efforts to strengthen its personnel communication and the role of superiors. Several training and informative events were arranged for superiors with the focus on Raisio's topical issues and on the company's development also from the viewpoint of responsibility.
- The Trainee programme was continued in Finland. The programme is for recent graduates or persons just finishing their studies, who are qualifying for their role at Raisio through on-the-job learning and job rotation.
- Raisio's cooperation with schools and institutes continued; students were provided with, e.g., company visits, thesis and training period opportunities.
Raisio carries out an employee survey every two years in order to allow sufficient time for development measures. In the survey of 2015, the same structure was used for the sixth time to have comparable results. The survey was conducted in Finland, the UK, the Czech Republic, Poland and Russia.
The results have remained almost the same or deteriorated slightly during the six surveys completed. This year's survey included more countries than the surveys carried out before. The best results were achieved in the areas of job control, meaningfulness of work and work-life balance, in which the Group's average was 3.9 on a scale of 1 to 5. The greatest areas of improvement were found in change management and in the communication within the units and departments. These areas scored an average of 3.3.
Employee survey results were dealt with in each country at feedback meetings. Raisio has already initiated development measures locally related to, for example, communication, work induction and supervisory responsibilities.
- The results obtained in the employee survey of 2015 resulted in several development projects.
- The scope of performance appraisals increased by six percentage points, from 30 to 36 per cent.
Objectives for 2016-2018
- Improved employee satisfaction
- Continuous employee development and the scope of performance appraisals toward the target of 100 per cent