Working hard for our peopleEmployee Development
/ OUR PEOPLE WORK HARD FOR US, SO WE WORK HARD FOR THEM. AS PART OF OUR APPROACH TO OUR PEOPLE, OUR ULTIMATE GOAL IS TO FILL FOUR OUT OF EVERY FIVE VACANCIES THROUGH INTERNAL APPOINTMENTS. IN OUR SUSTAINABILITY STRATEGY WE SET A TARGET FOR 100% OF OUR EMPLOYEES TO BELIEVE ERIKS IS A GOOD BUSINESS TO WORK FOR.
We have employment policies in place which attract high-quality potential employees. We do all we can to retain them within our business: from reviewing and guiding their performance, to helping them develop personally and professionally through programs such as the ERIKS University and the Employee Leadership Development Programs. Knowledge is shared through the ONE ERIKS Q&A platform. As part of our commitment to our employees’ development, we earmark a sum of money for each of our colleagues, best way to help get the best out of them. Through our HR processes in Your Workday softwarewe provide feedback to employees on their performance and development, and encourage them to make changes as necessary to move forward in their careers and our business. We also listen to feedback through our Global Employee Survey on Sustainability, which was launched in 2016 and which will now take place bi-annually. One result from the first survey is that we know our people feel we should take responsibility for helping with employee wellbeing. With that in mind we will be running a Global Wellbeing Challenge in 2017.
LOOKING TO THE FUTURE
Our employee policies are for the benefit not only of our current employees but also all of those who may join us in the future. We are busy creating a business which all our people believe is good to work for. This will be measured with our global employee survey. Also by offering valuable career development opportunities, we can expect to attract more high-quality employees, retain them within the business, and allow them to help us further improve the organization. We have extensive HR policies and guidance in place, including processes for onboarding new hires, Performance Management guidelines, and HR Manuals for effective employee management. We also have processes in place for managing grievances, including a confidential Alertline phone number. The vital importance of Human Resources and employee policies is refl ected in the fact that HR is represented on the Management Board, and that there is an HR team in every region – normally also represented on the Regional Board.
/10 PRINCIPLES FOR BUSINESS
In 2017, ERIKS will sign up to the United Nations Global Compact. This set of 10 principles for responsible businesses is a valuable framework for any reputable business to work within. Covering issues such as Child and Forced Labor, Bribery and Corruption, and Business Integrity, it is also a way through which some of our material topics can be addressed. Although our overall approach to operating within the principles is still under development, it will involve implementing new processes and initiatives, reporting, and measuring. Global policies on Bribery and Corruption have already been put in place, and training programs have been created. However, we now need to ensure consistency in our adherence to the UNGC principles, and a high-level human rights policy for all regions is currently under discussion.
The participants of the Elevate Program 2016
EMPLOYEE DEVELOPMENT PROGRAMS
ERIKS introduced various Employee Leadership Development Programs to help take potentials to their next level. The Rise Program is meant for talents that show potential to further extend their reach within ERIKS. Elevate is an advanced program for developing leadership capabilities. Coaching and Mentoring Programs are set up, as well as an extensive onboarding and cultural awareness program called Being Part of ERIKS, which aims to elaborate on the ERIKS history, its shared values with SHV and to give an overview on the Group companies. Most programs are now working with their third and second groups of participants respectively, and there is a waiting list for future groups. Our managers – who must nominate the participants – clearly see the value of personal development in creating new leaders for the business. The programs also provide an opportunity to get to know others, with participants coming from across the business to join the first programs of this type held at Group rather than regional level.
/A UNIVERSITY FOR THE FUTURE
In 2016 the ERIKS University has been renewed. It is now transformed into an online professional learning platform accessible for all employees worldwide. Bringing the ERIKS University together in a single environment makes the decades of knowledge residing within ERIKS employees worldwide – about products, applications, markets and more – accessible to colleagues everywhere. The University can now be further developed with relevant expanded content. New e-learning modules covering commercial applications will help to increase sales in the short-term, and for the long-term will secure knowledge within the group, as older colleagues retire. Other new modules go beyond products and applications, to cover topics such as IT Security Awareness, competition and export compliance, and gifts and improper payments.
/ONE ERIKS – ONE HR SYSTEM
In a decentralized global organization managing employees and analyzing performance is difficult. That is why a new global HR system called Workday has been implemented. Before the standardized system could be introduced, the processes it records – from performance reviews to succession management – had to be brought into line across all regions. Now Workday is rolled out across the Group, to give all employees identical self-service access to data, including personal and contact details, skills, emergency contacts and so on. At management level, the system will include a dashboard with analytics, providing data to inform better decision-making. Workday went live in several countries already and all employees will have access by the end of 2017.
SHARING OUR KNOWLEDGE, GROUP-WIDE
All of us together know more than any one of us knows alone. The challenge is to make that knowledge accessible to everyone – which is what the ONE ERIKS Q&A platform is for. This digital platform was developed by a multi discipline project team with members from the Global Product Groups, IT, HR and Communications. It went live on the ERIKS Global Intranet in September 2016 and now covers all the product groups. Supported by over 50 ERIKS experts, the platform is the first stop for employees seeking information or advice on products and applications, certifications, markets, logistics, infrastructure, etc. It works like a simple web forum and tutorials are available if needed. Answers will be supplied within 24 hours and as the archive of questions and answers grows, it will be even easier to find better answers more quickly, simply by searching the database. Customers also benefit from the platform because all available know-how within ERIKS is now at their disposal. If, for example, a customer asks for a product that is not available, an alternative can be found quickly by using the ONE ERIKS Q&A platform.
- ERIKS Annual Sustainability Report 2016 available now
- Why any risk is too much risk
- A year of safety
- Society starts at your doorstep
- Strengthening society, 1 km at a time
- Mothers for Mothers
- Save the tools
- Stepping up to the challenge
- Donating clothes saves water and CO2
- Health Aware
- Exercising the brain and the body