Development of personnel and management
Finnvera emphasises employees’ own responsibility for their development. In skills development, Finnvera adheres to the 70-20-10 principle, with the main emphasis on on-the-job learning.
The effects of investments in supervisory work could be clearly seen in the personnel survey results, and these efforts were carried on also in 2017. In the development of management, the focus during the year was on virtual management.
The entire Finnvera personnel (2017: 96.9%) had target-setting and performance review discussions during the year.
It was decided that the content of the Code of Conduct, published at the end of 2016, would be included in each Finnvera employee’s training calendar, and during the year 2017, recap training on the Code of Conduct’s key themes was organised for the entire personnel. The recap training will be continued as an annual activity, and getting to know the Code of Conduct will be part of the induction of new employees.
In addition, personnel development continued with, among other things, presentation skills coaching, language training and courses related to IT and information security. Approximately one hundred account managers were also provided with communications training in so-called “Asva” arenas. In 2017, the number of training hours per person was 7.4 (11.7).
Finnvera employees have an opportunity of flexible working, and teleworking is possible for two days a week.
At Finnvera, remuneration is based on the classification of job requirements. Employees are encompassed by a comprehensive incentive pay scheme for all personnel. The executive management has its own rewards system.