Metsä Board employs some 2,400 people in 18 countries, which means that the working environments of our employees are highly diverse and international.
Metsä Board’s human resources (HR) management practices are guided by several policies that are mandatory for all employees to follow. These policies include equal opportunities for all regardless of race, gender or age. Since our main operations are located in countries with very high HR standards – almost 90% of our employees are based in Finland and Sweden – the local laws and regulations provide additional guidance e.g. employees’ right to occupational healthcare, reasonable working hours and annual leave, as well as a possibility to belong to a trade union.
Investing in our people
We constantly invest in developing the competence of our personnel as well as in fair leadership and management culture. Because our personnel are our first and foremost resource, we strive to be an attractive employer. Our HR processes aim to ensure that the right people with the right skills are in the right position at the right time. Combined with good management practices, this creates a basis for well-being at work and for organisational efficiency, whilst also providing opportunities for personal and organisational development.
Metsä Board’s annual organisation functionality survey is an important tool for finding out how the workplace and management support day-to-day work. The survey also provides ideas for the continuous improvement of working conditions. In addition, the performance and future development plans of our employees are biannually discussed in Personal Development Appraisal (PDA) discussions between employees and their managers.
Metsä Board’s employees are very committed to their work. We regularly offer our employees opportunities to obtain new skills through training, internal job rotation and other learning opportunities. This helps us to retain highly skilled, talented employees, and to improve the overall satisfaction of our personnel. Metsä Board also operates a bonus system that supports the implementation of our strategy and motivates our personnel to reach our targets.
Common practices and proactive actions applied throughout Metsä Board support safety management work. Our goal is to identify threats to working capacity at an early stage, and then promptly take systematic measures. To improve our employees’ well-being throughout their entire careers and to enable longer careers, we also offer solutions such as part-time working and job rotation.
To support the well-being of our employees in their everyday lives, we encourage them to use the recreational opportunities offered by Metsä Board. We give our personnel many options to enjoy cultural or sports activities and offer preventive actions to improve their capability at work.
Future resource needs at Metsä Board are anticipated through assessing the skills required for the future, preparing successor plans and developing personnel through vocational training.
Metsä Board employees:
|Number of employees, FTE1, 2||2,370||2,351||2,352|
|Share of permanent employees, %||94.0||92.5||93.0|
|Share of full-time employees, %||96.4||97.2||97.1|
|Average age, years||46.4||46.2||46.4|
|Average years served, years||18.6||18.7||19.0|
|Employee turnover rate, %3||4.5||7.7||3.9|
|Average training hours / employee, hours2||11.8||17.6||17.5|
|Share of women within all employees, %||21.3||21.1||21.5|
|Share of women within all managers, %||23.0||21.0||20.1|
|Share of women in the Corporate Management Team, %||33.3||33.3||33.3|
(1) FTE= Full-time equivalent on 31 December, (2) Including also the harbour operator Hangö Stevedoring which is Metsä Board's affiliated company, (3) The figure includes also redundancies caused by restructuring of business.