MEANINGFUL WORK

We want the Koskisen Group to be a good and healthy workplace, where everyone’s work feels as meaningful as possible. Meaningful work is built on excellent working conditions, fair treatment, continuous expertise development and ensuring work safety and well-being at work. The well-being of the Group reflects the well-being of our staff.

Employees' age distribution (%)

Employment duration (%)

Place of residence of Koskisen's employees in Finland (%)

KoskisenMeaningful work

MEANINGFUL WORK


 

We want the Koskisen Group to be a good and healthy workplace, where everyone’s work feels as meaningful as possible. Meaningful work is built on excellent working conditions, fair treatment, continuous expertise development and ensuring work safety and well-being at work. The well-being of the Group reflects the well-being of our staff.

The goal is a motivated and healthy staff

Our aim at the Koskisen Group is to sign mainly permanent employment contracts. We only use temporary workers in special cases. Most of our employees have permanent contracts.

We take our employees’ situations into account and arrange family leaves or reduced hours etc. We make it easy for our employees to retire by organising part-time retirement schemes. We support our employees’ ability to work by providing easier work or by allowing them to transfer to different tasks. We encourage our employees to take part in job rotation.

Our business trips are covered by traveler’s insurance and for sporting events, we have acquired a sports insurance policy. The remote worker insurance provided by Koskisen for its employees in Finland is more extensive than required by law. We have negotiated several discounts to local companies, such as opticians and tire shops. We offer multiple employee benefits to keep our staff healthy.

Proficient employees are the goal

Every third employee is a journeyman or master with a professional degree and the goal is that most of our employees should have a professional degree in wood. The training leading to the degree is implemented as working apprenticeships.

With this training, we can ensure that our whole staff have the right skills and motivation. Our training is divided into the following main groups:

  • orientation and job guidance
  • vocational training
  • training for tasks that require specific qualifications
  • working community / organisational training; group and teamwork skills
  • quality, environment and safety training

We either provide the vocational training internally or outsource it to an external trainer. We use an apprenticeship system to organise training for new and old employees. Apprenticeship training is learning on the job, which is supported by knowledge-based training.
Apprenticeship training is focused on earning a degree. Degrees our employees can acquire include:

  • basic degree in process industry, either in the sawmill or panel fields
  • vocational degrees: sawmill or panel process operator, power plant, maintenance etc.
  • technical specialist degree, management specialist degree, product development special degree, others also possible with planning

Equality and diversity are important parts of our human resource policy

Equality and diversity have been deemed important values in our Group and working towards them is an important part of our human resource policy and the development of our employees’ well-being. Everyone working for us has an equal opportunity at advancing their careers and we can guarantee everyone, regardless of gender or task, the chance to develop themselves and their expertise. Our aim is to make fitting work and free-time together possible by combining different time and working arrangements so that our employees’ different needs and stages of life are taken into account. The compensation our employees receive for the same and similarly valued work is the same regardless of gender, and we monitor the situation annually with salary reviews. We take care that our employees are not subjected to bullying, discrimination, sexual harassment or any other form of harassment. Our service relationships’ conditions and working conditions are based on equality and fairness.

54% of our employment relationships have lasted more than 10 years. White-collar relationships have been slightly longer than blue-collar, which is likely explained by difference in the work strain. Proportion of women has remained at a steady level year to year and doesn’t really differ in different age groups. The share of women of the total work force is approximately one fourth.

Average age of our employees is 41.7.

The comprehensive well-being of our employees is important to us

We have our own versatile occupational health service in the facilities of our largest factory area. Our occupational health service professionals know what kind of work we do and recognise the working conditions, and are therefore equipped to best support well-being at work. We also employ a physical therapist and a work psychologist.

We encourage our employees to take care of their own health. For example, we support our employees efforts to quit smoking by paying for 50% of the detoxification medicine costs. Our group for well-being at work takes care of and organises varied work capability functions.

Our employees in Kärkölä have free access to a gym, which they can use for personal exercise. In 2018, we will co-operate with our pension insurance providers to develop programmes promoting employee well being. The group employs a self-certified sickness absence procedure that allows employees to take up to three days off due to a cold, migraine or stomach problems without a medical certificate.

Our Group holds an annual employee satisfaction survey. The results of the survey are reviewed by unit, and they are used to pick a topic that the unit will then begin to develop. Human resources take part in reviewing the results of the survey and monitors the outcome. Employee satisfaction in 2019 is 3.71 and 59% of our employees answered the survey as opposed to in a little bit. We also managed to reach the set goals well in advance and are now working against our longer-term goal of 3.9 (Group result).

Company-level goals
  • Sick leaves at 3% in the long-term, by the end of 2019 at 3.5%.
  • Improving the total index of the employee satisfaction survey to 3.9 by early 2020 with an over 80% employee participation rate
  • 3 safety observations per person yearly
Outcome in 2018
  • Sick leaves at 4.1%
  • Total index of the employee satisfaction survey at 3.71
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