Sustainability 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 organization and following up on-the-job training resides with the line management. Boliden has not set a target for the average number of training hours for different job categories – individual needs to determine the methods and extent of training activities.

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

Category

2017

2018

2019

       

Men

17.8

19.6

21.1

Women

16.9

20.6

22.2

White-collar

23.2

21.5

23.9

Blue-collar

14.8

18.6

19.9

Total

17.7

19.6

21.3

404–2  Programs for upgrading employee skills and ­transition

Additional to several types of health and safety training programs, Boliden employees are offered different kinds of skills upgrading. Development programs are run annually on local sites or coordinated by Business Area HR Mines/Smelters. Various corporate training programs for participants from all countries/sites and competencies are coordinated annually by Boliden Group HR. Transition assistance program can in some cases be provided locally. There is no coordination on Group level.

Examples of training provided by Boliden Group HR in 2019:

  • Young Professionals Program: Onboarding and personal ­development program for all young academics in Boliden. 23 participants in 2019 (356 participants since the program started in 2005)
  • High Potentials Program: Assesment program for future top leaders in Boliden. 12 participants in 2019 (85 participants since program start in 2008)
  • Senior Middle Management Program: Improve leadership skills among Boliden's senior middle management Leaders. 15 participants in 2019 (112 participants since program start in 2016)
  • Women at Work: Development program for all female employees in Boliden to improve career opportunities. 22 participants in 2019 (222 participants since program start in 2010)

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 2019, the system is used for performance reviews for all white-collar employees in the Boliden Group. 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

 

2017

2018

2019

       

Group Total

82

81

77

Men

81

80

74

Women

87

86

88

White-collar

87

83

85

Blue-collar

75

75

68

New HR masterdata system

In 2019 a pre-study was conducted with the aim of investigating the need for a common HR masterdata system for the Boliden Group. Such a system would enable a secure, common and efficient management of data regarding organization, processes, employees and their competences development. The prestudy resulted in a decision on investing in a new modern HR masterdata system.

The implementation of the system will start in 2020. The aim is to deliver a professional HR master data system to support the organization, enabeling higher quality related to measuring, follow-up and analyse as well as increase predictability and strategic planning in clompliance with GDPR.