Holmen’s personnel policy is aimed at developing employeeship, leadership and organisation. Activities in this area are based on laws, collective agreements and Groupwide policies.
Important issues affecting employees are coordinated by the HR management team. This consists of the personnel managers of the business areas and is chaired by the head of Group Human Resources. The management team meets monthly to discuss and decide on strategies, policies and joint guidelines. The larger units have their own personnel managers, HR specialists, and health and safety engineers.
The HR process
The activities of the Group’s personnel departments are based on Holmen’s personnel policy and the HR activity plan. The activity plan is revised annually and is endorsed by the management teams of the Group and business areas and by the union organisations. The activity plan is also submitted to the Holmen Board. The main emphasis is on developing a supply of skills, and on leadership and organisation. The results are followed through key indicators and in Holmen Inblick, the Group’s employee survey. HR forms a natural part of the business areas’ activity plans.
Policies
Holmen’s combined HR policies reflect the Group’s view of personnel policy. All Group-wide HR policies have been developed in association with, or have been endorsed by, the union organisations. The trend is towards an increasing number of Group-wide policies being supplemented by local guidelines. All the policies are reviewed every three years and are revised as necessary. Follow-up of how well managers and employees conform to these guidelines is done in conjunction with the employee survey.
There are Group-wide policies for the following areas:
Working environment, fire and safety
Issues in these areas are handled by a Group-wide team consisting of specialists from the business areas. This team initiates measures and procedures to reduce the number of industrial accidents and fires.
The HR concept
Personnel issues at Holmen are co-ordinated under the internationally established concept of HR (Human Resources). This emphasises the direct link between personnel activities and the company’s business concept.
Laws and collective agreements
A number of laws and collective agreements govern the Swedish labour market. Similar laws exist in the UK, Spain and the Netherlands:
- Co-Determination at Work Act
- EU anti-discrimination law
- Trade Union Representatives (Status at the Workplace) Act
- Work Environment Act
- Agreements between industry organisation the Swedish Forest Industries Federation and trade union organisations
- Working Hours Act
- Employment Protection Act