Pohjolan Voima is willing to develop its working environment to become as motivating as possible. The aims are to ensure that adequate competence is retained and to support the personnel in changes. An HR executive group and a training committee back up the management in personnel development issues.
Training boosts the personnel’s development
The first group-wide supervisor training day took place in January 2010. The topics discussed during the session concentrated on the supervisors' role in strategy implementation. In the autumn, the fifth Pohjolan Voima Management Training took place. PVO-Pool Oy, where interaction coaching was started in 2010, was already the third Group company to take part in this type of training. A number of employee training sessions on occupational safety responsibility issues were also held. Furthermore, internal training sessions were conducted, concentrating on development themes suggested by the personnel.
On average, there were slightly fewer than two training days per person.
Active preparation in anticipation of retirement
The purpose of long-term resource planning is to ensure a smooth operation of core processes and a sound management of defined strategic competencies. In 2010, a process called successor planning was started in the parent company. With successor planning, the Group wants to make sure that the key competencies of people who will retire within the next five years will be retained in the Group.
Lessons learned from the Wellbeing 2010 programme now under consideration
Pohjolan Voima Oy’s Wellbeing 2010 programme included introductions to new sports and exercises, briefings on well-being issues and a personal exercise tracker for everyone. The programme’s follow-up and an assessment of the results will take place early in 2011. On the basis of lessons learned, it will be decided whether the programme is going to be extended to other Group companies.