Material Topic: Training and Education

404–1  Average hours of training per employee

Boliden’s approach is to facilitate skill development during regular working hours. The responsibility for the organisation of and following up on the ‘on-the-job’ training lies with the line management. Boliden has not set the average number of hours of training targets for different job categories – it is the individual needs that determine the methods and quantity of the training activities.

Average hours of training per employee by gender and by employer category

404–3  Percentage of employees receiving a regular performance and career development reviews

Boliden’s target is for 100% of its employees to receive an annual performance appraisal and career-development review.

Boliden has a competence and personnel-planning tool in order to attract new qualified personnel, to develop and integrate new personnel, and to develop and retain those currently employed. The tool is used across the Group to improve the development of performance management, competence planning, and succession planning. One of the purposes of the tool is to improve the quality of follow-up work on the development reviews and to expand the potential for such work, as the tool enables managers and employees to document development reviews and to follow up on goals and development plans, and it also highlights their competence and expresses their desire to advance.

In 2014, a recruitment module was introduced in the tool. It provides managers with support for compiling recruitment profiles, ranking applicants by qualification, documenting interviews, compiling assessments, and ensuring that every new employee is given a good introduction.

As of 2017, the system is used for performance reviews for all white-collar employees in the Boliden Group, a total of approximately 1,900 users. The system is not used for the Performance reviews carried out for blue-collar employees.

Percentage of employees receiving regular performance and career development reviews by gender and employee category

New Identity an Access Management system

In 2016, a project started with the aim of introducing an Identity and Access Management System for the Boliden Group. The project addresses the problem of the lack of a common global HR data system. People and organisational data are currently managed in four separate and national pay-roll systems. The work continued in 2017 with the aim of fully implementing the new system in 2018. The benefits of an Identity and Access Management System should enable a common way of working with the maintenance of HR master data to ensure information availability and quality, as well as to simplify the administration of HR-related data.