Active personnel development

The work of employees is a key factor in the development and competitiveness of the Group, and Nobia wants to offer all its employees an attractive workplace. Competence sourcing is at the top of the Group’s agenda.

Following Nobia’s decentralised business model, personnel work is mostly handled by each business unit, which manages issues relating to training, work environment, employee development and recruitment. Overall HR work at Nobia is conducted by a central unit that is responsible for ensuring that the correct skills are linked with the various operations. Remuneration matters, such as fixed and variable salaries, pensions and incentive programmes for senior executives, are also managed centrally.

The values emphasised in the Group are participation, dialogue, trust and responsibility. The aim is that all Nobia employees shall have a sense of involvement and feel appreciated and adopt a results-oriented approach. Nobia’s employees have many opportunities to develop and leave their mark on the organisation. There is a desire to spread knowledge and experiences, and also to increase the mobility of personnel in all parts and functions of the Group.

Leadership development

The new organisation with fewer operating units introduced during the year also enables enhanced co-ordination in the area of HR. It makes it easier to work in a more co-ordinated manner and at an overall Group level with such issues as results evaluations, employee surveys and Group-wide training courses. Leadership development, manager sourcing and remuneration systems are being enhanced. Identifying and providing additional training to potential managers are also priority areas. Nobia has arranged an annual training programme for potential managers since 2003. The Nobia Management Programme (NMP) is directed toward middle managers and encompasses approximately 25 employees per year. The programme focuses on such areas as leadership, finance and business strategy.

Manager sourcing

The central personnel unit has the task of identifying the most skilled and motivated leaders to ensure the internal sourcing of skills in the long term. A new manager sourcing programme will begin in 2009 in which 200 senior executives at Group and middle level will participate and be assessed with the intention of developing personnel who can assume assignments with a higher level of responsibility in the organisation. The programme, which is being implemented together with the business unit managers, includes results-oriented approach, leadership, commercial strategic thinking and internal and external communication skills. The results of the analysis will lead to an action plan for the individual employee and an internal action plan that will be used as a basis for Nobia’s succession planning.