Annual report 2016

Personnel

Developing professional competence

Posti is the largest corporate employer in Finland. Posti wants to be the best employer in its industry, one that adheres to shared values in all aspects of its operations. As a work community, Posti is equal, international and diverse.

The constantly changing business environment and the pursuit of new growth give rise to new competence requirements. Posti develops the competence of the personnel in new services and their ability to address the opportunities of digitalizing business. Needs are assessed in personal target and development discussions.

Skilled and motivated personnel are an essential starting point for Posti’s success and good results. Professional development is supported by providing employees with opportunities for on-the-job learning, support for self-motivated study and access to a range of training courses. The digital transformation of the business environment calls for new know-how, the capacity to learn new things and the ability to quickly adapt to changing circumstances.

At the supervisor and expert level, special focus is placed on supporting change management. In production, the line management training program for supervisors will continue with a focus on regionality and ensuring that the themes of the training are current. Good management is reflected not only in higher productivity, but also the commitment, well-being and competence development of Posti’s personnel. 

Using the tools of service design

The development of competencies related to the customer experience and service design supports the strategic goals of Posti’s business and organization. Posti markets products and processes developed in cooperation with customers, which means that there is a clear and validated customer and business need for them. Existing products are developed according to the same principle. A better customer experience helps Posti differentiate itself from its competitors.

In service design development programs, a multi-talented team is formed for each project right from the start. This means that the service being developed will be examined from a variety of perspectives. Broad participation also creates more commitment among different functions towards the service being developed. Customer interviews in various stages of the development process are a key element of the projects. Approximately 100 Posti employees participated in service design training in 2016. In addition, more than 10,000 consumer and business customers participated in interviews concerning the services being developed.

The service design development programs have led to initiatives such as the Befriending Service, the Helposti code and the Posti.fi mailer’s instructions website, and the programs have also contributed to the development of the online grocery shopping concept. Now ideas are being developed, also in a business-led manner.

People responsibility indicators

At the end of the year, Posti employed a total of 20,497 people. The average number of personnel was 20,632. A total of 16,160 people on average were employed in Finland.

Of the total personnel, 81 percent are covered by collective labor agreements. In Finland, 99 percent of Posti’s personnel are covered by collective labor agreements. The Baltic countries, Poland and Russia do not have binding collective labor agreements. The employees represented by the labor protection committee make up 78 percent of Posti’s total personnel. In Finland, the ratio between the basic salaries of women and men was 97 percent.

Number of operating locations


 

2016

2015

Finland

563

596

Russia

15

21

Other countries

25

30

Total

603

647

    

Personnel per country on December 31, 2016


 

2016

2015

Finland

16,052

16,874

Russia

2,553

2,809

Poland

620

568

Sweden

229

260

Estonia

378

419

Norway

144

157

Denmark

0

0

Latvia

94

164

Lithuania

278

259

Germany

146

88

Other (USA)

3

0

Total

20,497

21,598

   




Women made up 38 percent and men 62 percent of the Group's employees. Posti’s Supervisory Board has 12 members and the Board of Directors has eight members. The Executive Board is composed of nine members, and the Management Board is composed of 15 members. The Supervisory Board and the Board of Directors have had an equal number of men and women as members, while men have constituted the majority of the Executive Board and Management Board.

The share of the personnel within the scope of regular personal development discussions and performance reviews is approximately 2,000 people. The discussions are held at least twice a year. With the people working in production in Finland, the accomplishments of the previous year as well as the objectives and targets for the coming year are discussed with the working group once a year. In addition, a personal discussion is held in relation to personal development and well-being at work.

Posti received a total of 30,100 job applications during the year. In Finland, Posti signed 289 new permanent employment relationships (acquisitions not included). There is substantial seasonal variation in Posti. The number of seasonal employees is highest in the summer and around Christmas. Posti provided summer jobs to 2,500 people. During the Christmas peak period, Posti employed 3,200 seasonal assistants across Finland. Most of the seasonal assistants worked in mail delivery, sorting and transportation.

The following tables and charts illustrate the employee leaving rate in Finland, the breakdown of employment contracts, the length of employees’ careers and the age distribution of personnel.

Employee leaving rate in Finland


Leaving rate, Finland

Leaving rate

Females

19.2%

under 25 years

29.8%

25–34 years

18.1%

35–44 years

13.8%

45–54 years

10.1%

55 years or older

32.3%

Males

12.7%

under 25 years

27.8%

25–34 years

15.7%

35–44 years

10.7%

45–54 years

4.4%

55 years or older

19.1%

Total

14.9%

  

Total leaving rate 14.9% without seasonal employees