Valio’s Personnel Principles are personal responsibility, openness, fairness, and equality
Personal responsibility means taking responsibility for your own work, working productively, and understanding how work is measured.
Openness means that information flows freely, employee differences are utilised, and that we learn from experts.
Fairness means the right to receive feedback on your work and the potential for self-development.
Equality at work means an unbiased approach and offers opportunities for success, so that everyone can succeed in their job.
The realisation of the principles is tracked in the personnel co-operation group comprising representatives of all the various professional groups at Valio, and in shop stewards’ meetings.
Valio strengthens and develops leadership skills, supervisory work and professional know-how to ensure the company has the expertise required to conduct its business operations effectively and secure its competitiveness.
Valio offers its employees opportunities to develop and renew themselves through training and job rotation.
In 2014, Valio offered training and coaching to employees in various positions and at different phases of their career, related to e.g. supervisory work, the development of methods of operation, as well as product quality and food safety.
Training promoted expertise and personal development. In addition, Valio arranged project and language training.
Since 2009, Valio has invested especially in the development of the company’s leadership skills. In 2014, Valio focused on developing production management through its Kilta coaching program (management of competitive production), as well as on coaching for the milk procurement management process directed at the management of Farm Services and Milk Procurement.
Personnel well-being and reward
Success in everyday work is reflected in an individual’s satisfaction with their own job, and promotes well-being and long-term health within the work community.
The goal of personnel well-being activities is to strengthen the resources of the individuals, the work community and the organisation, thereby facilitating success in everyday work.
The key areas involved in personnel well-being activities are supervisor and work community skills, as well as the working capacity and well-being capacity of individuals.
The directional reward system introduced in 2002 is a bonus paid on the basis of Valio’s financial performance and divisional goals.
- 2010 MEUR 4.5
- 2011 MEUR 6.1
- 2012 MEUR 6.2
- 2013 MEUR 6.6
- 2014 MEUR 3.7
Valio also supports personnel leisure clubs and rewards its staff for their length of service.
Valio’s goal is zero accidents. Systematic work is carried out to promote occupational safety.
Safety principles- We always comply with safety regulations and instructions. - Everyone shall notify risks they observe and respond to any unsafe work activities. - We continuously improve the working environment, and the safety of our working methods. - We identify hazards and evaluate the risks that may result from them. - All hazard situations, accidents and incidents shall be investigated. - We handle safety issues regularly at various management events. - We develop our operations in order to speed recovery from serious exceptional situations. - We improve employees’ safety awareness and know-how.
Number of accidents unchanged, absences rose
The number of accidents in 2014 was almost the same compared with the previous year.
As in previous years, the most common type of accident was falling or tripping at work and on the way to or from work.
The number of accidents or instances of occupational disease at Valio totalled 253 in 2014. 12.6% of these occurred on the way to or from work, and 2% were instances of occupational disease.
There were no fatalities. Absences caused by accidents increased by 53%, mainly due to long absences caused by falling and sprains.
Accident frequency stood at 34.5 per million working hours.
The highest number of accidents and absences resulted from falling and tripping (28% of all accidents and 36% of resulting absences). Next were those caused by injury involving an object (26% of all accidents and 13% of resulting absences), and the third biggest group was classified as burnout or exhaustion (18% of all accidents and 12% of resulting absences).
Valio records as accidents all cases that result in absence from work or involve treatment costs.