1. Human Resources management
Human Resources management provides long-term, systematic and targeted support for Group business areas. The Human Resources function supports line management in providing preconditions for setting, achieving and monitoring the goals.
HR planning defines the structure, headcount and competences for the personnel required to run operations. It is part of the annual planning process and is based on the structure, age distribution, predicted turnover and present competences of the personnel. The HR systems support systematic HR management. Personnel plans include actions to ensure competence development, occupational safety and well-being and other preconditions for the success of the current employees. It also includes the possible need for external recruitment.
2. Values
The Group’s values are reliability, renewal, cooperation and responsible profitability. They are implemented through the management system and daily management work.
3. Recruitment
HR’s plans define the Group’s annual and longer-term resource needs. Vacancies are mainly filled through internal recruitment. Job rotation offers opportunities for professional development and increases cooperation within the Group. Internal and external recruitment is a transparent process and is implemented according to agreed authorisation and processes. The Group’s values: reliability, renewal, cooperation and responsible profitability are assessed in the selection process. Approved recruitment partners are used. There are separate instructions for internal and external recruitment processes.
4. Occupational safety and well-being
Occupational safety, working conditions and well-being are developed systematically and targets are set in the annual plan. The responsibility for well-being at work is shared by both the employer and the employee. The employer provides the preconditions for promoting occupational safety and well-being, while the employees are responsible for actively maintaining and improving their own well-being at work. The development of occupational safety and well-being is monitored through the management system.
The Group has a separate occupational safety and well-being policy.
5. Competence development
Competence development is part of management work. Individual development is monitored and managed through performance appraisals. The Group companies provide diverse opportunities for systematic long-term competence development. Employees should actively maintain and further develop their own professional skills and competences. Competence development methods should be practical - on the job learning, project work, job rotation and vocational training. The HR function supports the management and employees in planning and implementing training and development.
6. Compensation and benefits
The Group companies follow country-specific agreements and practices. Compensation should be competitive, fair and promote good performance. Compensation and bonus schemes are continuously developed to encourage responsible profitability and business success. The schemes should be simple, easy to understand and transparent. Performance-related pay motivates employees to meet and exceed goals cost-effectively. The companies’ Boards of Directors approve the principles for bonuses annually. The Group’s HR function acts as a specialist and provides support for line management in compensation and benefits issues.
7. Termination of employment
Termination of employment is subject to existing contracts, agreements and legislation. Terminations are always dealt with responsibly, with respect for individuals and in cooperation with employee representatives when applicable. When employment contracts are terminated due to structural changes and cost-saving actions, employees are supported in finding alternative employment whenever possible.
8. Corporate Responsibility, Code of Conduct and Equal opportunities
The personnel are committed to the Group’s Principles of Corporate Responsibility and Code of Conduct by management work. The Group encourages equal opportunities and provides employees with opportunities for learning and career development.
Separate policies exist for the above mentioned.
9. Industrial cooperation
Metsäliitto Group and its subsidiaries comply with the laws and regulations of each country with regard to industrial cooperation. The aim is to have a constructive, open and active dialogue with employees. Employees are encouraged to develop their own work and working conditions in cooperation with line management. Industrial cooperation and the European Works Council are implemented at company level.