Every year Holmen allocates extensive resources to develop the skills of its employees. This focuses mainly on increasing the professional expertise and proficiency of employees, but also on enabling them to take on new and larger duties. The advanced manufacturing processes mean that jobs in the Group are becoming more demanding in terms of the expertise required. Today 27 per cent of employess have a university education.
At Holmen, training and development are taken for granted as part of the job. This may be organised in several ways, for example in the form of changes in duties, increased responsibility, participation in projects and use of new technology. All the business areas conduct a number of training programmes each year to raise the skills levels of employees. In addition, the induction of new employees requires major training activities. Holmen estimates that each employee on average receives around 16 hours of traditional training per year. In addition, there are a large number of hours of learning from everyday activities.
Learning without courses
The method that is to permeate through to all areas of skills development is "Learning without courses". Learning takes place as a natural part of everyday work, and the effects are beneficial in terms of both acquisition of skills and cost. The scope of such learning is extensive but difficult to measure.
- Extended responsibility or new role
- Work in projects
- Deputy role
- Learning to use new equipment
- Membership of networks
- Taking part in or receiving study visits
- Mentor or mentee
- In-house teacher or tutor.
Holmen's mentoring programme is an in-house programme designed to promote professional and personal development. Assessments indicate a highly positive outcome. Around 160 mentees have completed the programme since it began in 2002. To ensure that the programme is structured optimally and follows developments in terms of the company's and users' needs and expectations, a review of the programme's structure, content and purpose is taking place in 2016.
For the past few years, Holmen's development engineers in particular have been offered the opportunity to work at other units in the Group for a limited period of time. The aim is to enable them to gain new insights into their regular duties.
International induction programme
During the local induction programme, a Group-wide induction programme is also offered. This is aimed at new employees with a role that would benefit from a greater understanding of Group-wide issues and cooperation across business areas. In this programme, participants meet members of Holmen's management, specialists and representatives of the various operations around the Group. The aim is to broaden knowledge of Holmen and enable participants to establish an extensive network. Every year around 60 new recruits from the countries where Holmen operates take part.