The professional competence and well-being of our employees are very important for us. We support their development by offering various language courses, tailored training and degree programmes, as well as joint network training. The company considers competence development to be a long-term activity that foresees future needs.
One good example of our systematic competence development is the Future Leadership project, launched in 2010. The first pilot training of this leadership culture development and internationalisation project took place in the autumn of 2011. The goal is to enhance and unify the international leadership culture and practices throughout the Group to support our growth and strategy implementation in every unit. The training contents are based on an international survey conducted among our managers, as well as the company’s wishes and needs. Further competence development measures implemented in 2011 include an extensive skills survey among our R&D and maintenance staff, and developing the Hakkapeliitta eAcademy portal to better respond to our needs.
In addition to training, the personnel’s wellbeing at work is supported by a wide range of sports offerings, versatile club activities, personnel events, as well as individual and work-time arrangements. A workgroup for occupational well-being matters, comprising representatives of company management and different personnel groups, was established at the Nokia site in autumn 2011. The workgroup was set up to ensure a wide coverage of the thoughts and development suggestions of the entire work community and to support the employees’ ability to work.
Personnel well-being, as well as collaboration between units, are monitored with performance appraisals and annual surveys focusing on well-being at work and on customer satisfaction. In 2011, we enhanced the method of processing, interpreting and utilising the results of the well-being survey. It is a key tool in developing our work community and management.
Inventiveness activities have long traditions at Nokian Tyres and are an important part of the company culture. They enable employees to influence their own work and working environment, in addition to supporting management and the work of supervisors. The goal of inventiveness activities is to encourage employees to actively participate in the company’s operations and in the development of their own work, while also making wide-ranging use of the staff’s potential for ideas.
In 2011, inventiveness activities took a turn towards new records. The most active departments recorded more than 70 ideas per employee into the inventiveness system. The Nokia site was the most active in idea generation, but the Vsevolozhsk site also doubled its idea volume in 2011.