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Statistics Finland’s Personnel Survey

Statistics Finland’s Personnel Survey. Anne Lahdenperä-Seunavaara, Statistics Finland Workshop on Human Resources Management and Training Geneva, 14-16 September 2010. Number of personnel 1 020 Average age 49 years Proportion of women 66 %

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Statistics Finland’s Personnel Survey

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  1. Statistics Finland’s Personnel Survey Anne Lahdenperä-Seunavaara, Statistics Finland Workshop on Human Resources Management and TrainingGeneva, 14-16 September 2010

  2. Number of personnel 1 020 • Average age 49 years • Proportion of women 66 % • Proportion of personnel with a tertiary degree 51 % Anne Lahdenperä-Seunavaara

  3. 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 Anne Lahdenperä-Seunavaara

  4. Statistics Finland’s Operational Strategy Operational planning and monitoring Personnel 2010 programme MODEL FOR OCCUPATIONAL WELL-BEING Plan, implement, evaluate and improve Occupational Health and Safety Action Plan MONITORING / MEASURES ACTORS AREAS GOAL MEANS PHYSICAL(work environment,ergonomics,exercise, physical work capacity) Employee with good work capacityin healthy workenvironment Monitoring of occupational health care Risk analysis *Actions to promote work capacity* Exercise programme* Health and safety of work environment * Occupational health care * Employee *Supervisors/managers *Personnel and Legal Services *Facilities Management * TYHY groups and network * Occupational Health and Safety Committee * Occupational health care MENTAL (mental work capacity, coping with work,management of diversity) Personnel Survey Risk analysis Monitoring of occupational health care Professionally skilled and healthy employee * Lifebelt/discussing difficult issues *Actions of occupational health care to monitor and promote mental well-being Personnel Survey Risk analysis Monitoring of occupational health care SOCIAL(functionality of work communities) *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) Functioning and constructively discussing work community Anne Lahdenperä-Seunavaara

  5. Contents of the Personnel Survey • Leadership • Contents and challenges of work • Remuneration • Support to development • Work atmosphere and cooperation • Working conditions • Information flow • Employer image Survey can be supplemented with topical and thematic questions Anne Lahdenperä-Seunavaara

  6. Progress of Personnel Survey IMPLEMENT, EVALUATE, IMPROVE, ENRICH April-December • DISCUSSED AT PERSONNEL MEETING • February-March • Results • Conclusions PERSONNEL SURVEY 18 -29 Jan. 2010 RESULTS POSTED ON INTRANET February CODING AND PLANNING ACCORDING TO SYSTEMATIC CODING MODEL AT DEPARTMENTS February-April MANAGEMENT GROUP DISCUSSIONFebruary MANAGEMENT’S VIEW OF STRATEGIC POINTS TO BE RAISED AT SF LEVEL DISCUSSED AT CO-OPERATION COMMITTEE Actions Reports available Identification of strategic development targets Results of personnel survey into actions enhancing performance of work Anne Lahdenperä-Seunavaara

  7. From Results to Action RESULTS ANALYSIS “TYHY+JOTI” JOINT ENGAGING MEETING Do interpretations need clarification? Proposals for actions? What matters should we address? How do we engage personnel? PROCESSING, SHARING, “TYHY+JOTI” ACTIONS ACTIONS AND MONITORING: from words to deeds ”TYHY”= occupational well-being group ”JOTI”= management team TAKING CARE OF COOPERATION AND PARTICIPATION Anne Lahdenperä-Seunavaara

  8. Areas for developing Aims/Goals Timetable Evaluate Practical improvements Responsible Only 1-3 important areas for developing Keep it simple! Processing, sharing together with employees, occupational well-being groups and the management team Summary of workbook, systematic coding model Anne Lahdenperä-Seunavaara

  9. Results (scale 1 – 5, 5 is very satisfied) Anne Lahdenperä-Seunavaara

  10. 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) Anne Lahdenperä-Seunavaara

  11. Implementing results - some examples The Personnel Survey discussion Anne Lahdenperä-Seunavaara

  12. 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 Anne Lahdenperä-Seunavaara

  13. Thank you for your attention! Anne Lahdenperä-Seunavaara Development Manager (well-being) P.O. Box 3C FI-00022 Statistics Finland anne.lahdenpera-seunavaara@stat.fi Anne Lahdenperä-Seunavaara

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