1 / 13

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 %

liang
Download Presentation

Statistics Finland’s Personnel Survey

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  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

More Related