Post on 30-Dec-2015
description
Statistics Finland’s Personnel Survey
Anne Lahdenperä-Seunavaara, Statistics Finland
Workshop on Human Resources Management and TrainingGeneva, 14-16 September 2010
• Number of personnel 1 020• Average age 49 years• Proportion of women 66 %• Proportion of personnel with a tertiary degree 51 %
214.9.2010 Anne Lahdenperä-Seunavaara
The Personnel Survey as a strategic measure and as a tool for developing
Statistics Finland's critical success factors ask us to take care of employees job satisfaction, renewal and motivation
How to attract and retain staff for tomorrow? The themes affecting job satisfaction need to be monitored
and developed systematically
314.9.2010 Anne Lahdenperä-Seunavaara
Statistics Finland’s Operational Strategy
Personnel 2010 programme
Occupational Health and Safety Action Plan
PHYSICAL(work environment,ergonomics,exercise,physical work capacity)
MENTAL (mental work capacity, coping with work,management of diversity)
SOCIAL(functionality of work communities)
AREAS GOALMONITORING /
MEASURES
Employee withgood work capacityin healthy workenvironment
Operational planning and monitoring
ACTORS
* Employee*Supervisors/managers*Personnel and Legal Services*FacilitiesManagement* TYHY groups and network* Occupational Health and Safety Committee * Occupational health care
Personnel SurveyRisk analysisMonitoring of occupational health care
* Lifebelt/discussing difficult issues
*Actions of occupational health care to monitor and promote mental well-being
Professionally skilled and healthy employee
Functioning and constructively discussing work community
*Support for creation of trust* Development of activities of
work communities, teams* Use of methods proven good
in practice (e.g. systematic coding model of Personnel
Survey results)
Personnel SurveyRisk analysisMonitoring of occupational health care
MEANS
*Actions to promote work capacity
* Exercise programme* Health and safety of work environment
* Occupational health care
Monitoring of occupational health care
Risk analysis
MODEL FOR OCCUPATIONAL WELL-BEING
Plan, implement, evaluate and improve
414.9.2010 Anne Lahdenperä-Seunavaara
Contents of the Personnel Survey
LeadershipContents and challenges of work
RemunerationSupport to development
Work atmosphere and cooperation
Working conditions Information flow Employer image
Survey can be supplemented with topical and thematic questions
514.9.2010 Anne Lahdenperä-Seunavaara
Progress of Personnel Survey
Results of personnel survey into actions enhancing performance of work
MANAGEMENT GROUP DISCUSSION
February
MANAGEMENT’S VIEW OF STRATEGIC
POINTS TO BE RAISED AT SF LEVEL
Reportsavailable
Identification of strategic
development targets
DISCUSSED AT CO-OPERATION
COMMITTEE
Actions
DISCUSSED AT PERSONNEL
MEETINGFebruary-March
• Results• Conclusions
PERSONNEL SURVEY
18 -29 Jan. 2010
RESULTS POSTED ON INTRANET
February
CODING AND PLANNING
ACCORDING TO
SYSTEMATIC CODING
MODEL AT DEPARTMENTSFebruary-April
IMPLEMENT, EVALUATE, IMPROVE,ENRICH
April-December
614.9.2010 Anne Lahdenperä-Seunavaara
RESULTSANALYSIS
“TYHY+JOTI”
JOINTENGAGINGMEETING
What matters should we address? How do we engage personnel?
Do interpretations need clarification? Proposals for actions?
PROCESSING,SHARING,
“TYHY+JOTI”ACTIONS
ACTIONS AND MONITORING:
from words to deeds
From Results to Action
TAKING CARE OF COOPERATION AND PARTICIPATION
”TYHY”= occupationalwell-being group
”JOTI”= management team
714.9.2010 Anne Lahdenperä-Seunavaara
Keep it simple!
Only 1-3 important areas for developing
EvaluateTimetableResponsiblePractical improvements Aims/Goals
Areas for developing
Summary of workbook, systematic coding model
Processing, sharing together with employees, occupational well-being groups and the management team
814.9.2010 Anne Lahdenperä-Seunavaara
2006 2007 2008 2009 2010Management(State)
3.25(3.28)
3.40(3.26)
3.48(3.29)
3.39(3.33)
3.39(3.37)
Contents and challenges of work(State)
3.62(3.65)
3.72(3.65)
3.72(3.66)
3.65(3.66)
3.68(3.69)
Remuneration(State)
2.72(2.68)
2.82(2.68)
2.85(2.67)
2.92(2.76)
2.92(2.83)
Support to development(State)
3.24(3.22)
3.30(3.19)
3.33(3.20)
3.27(3.21)
3.23(3.24)
Work atmosphere and co-operation (State)
3.58
(3.59)
3.67
(3.59)
3.68
(3.62)
3.62
(3.64)
3.65
(3.70)Working conditions(State)
3.72(3.51)
3.78(3.46)
3.85(3.46)
3.68(3.46)
3.69(3.50)
Communication(State)
3.05(3.04)
3.15(2.99)
3.23(3.01)
3.11(3.06)
3.10(3.07)
Statistics as an employer(State)
3.45(3.18)
3.47(3.12)
3.51(3.12)
3.44(3.15)
3.37(3.19)
Overall grade(State)
3.35(3.30)
3.44(3.28)
3.48(3.29)
3.41(3.32)
3.41(3.36)
Results (scale 1 – 5, 5 is very satisfied)
914.9.2010 Anne Lahdenperä-Seunavaara
Results
The personnel survey produces lot of information - valuable signals about emloyees’ motivation and experiences
Challenges has been taken into consideration in e.g. preparation of
strategic HR measures projects and development work (career path project,
development of leadership and supervisory work, process and quality work)
coaching and training (training programme in statistical skills, project work, mentoring, work supervision, networks)
1014.9.2010 Anne Lahdenperä-Seunavaara
Implementing results - some examples
The Personnel Survey
1114.9.2010 Anne Lahdenperä-Seunavaara
discussion
Conclusions
The Personnel Survey is a good tool for developing It helps us to notice important areas and employees’
opinions The systematic way to analyse is needed Cooperation and participation - a essential part of
implementing results
14.9.2010 12Anne Lahdenperä-Seunavaara