English - DFDS

44
HR REport
DFDS annual report 2009
Human Resources – CSR
Employees’ skills, commitment and wellbeing are crucial to DFDS’
success. The development of human resources and welfare at work
are, therefore, important strategic foundations for the company.
“It is the people that distinguish the successful company
from the less successful one. Our professional and social skills,
along with a constant focus on business results, are what
makes the difference.”
Henrik Holck, Executive Vice President, HR
Management development
DFDS’ management programme focuses on developing the individual
managers’ skills through an internal training program called ZOOM.
The programme was developed by Corporate HR and tailored to suit
both the composition of the management team and DFDS’ general
situation. ZOOM consists of two modules. The first is an intensive
course of theory and practical teaching that focuses on the role of
the manager, communication, DFDS’ strategy for staff development,
and exchanges of knowledge and experience between different areas.
The programme also includes input from and dialogue with Group
Management, including the CEO and HR director, about the company’s
goals.
The second module consists of practical training. It is important
for this programme that each team comprises leaders from various
fields, including land- and sea-based positions, as well as from the different
Northern European countries that make up DFDS’ geographic
business area. The purpose of the modules is to equip managers with
a greater knowledge and understanding not only of the professional
work environment, but also of its social and psychological aspects,
their own role as managers, and their colleagues’ situation. In addition,
a number of targets and opportunities serve to develop the individual
employee in relation to DFDS’ goals and strategy.
“DFDS managers have to generate job satisfaction. Great job
satisfaction generates better results and even greater success…”
Henrik Holck, Executive Vice President, HR
In 2009, approximately 115 managers participated in the ZOOM
course, split almost equally between managers of sea-based and landbased
positions. Efforts were made to ensure representation from all
functions, including managers from the deck and engine crews. In 2010,
120 managers are expected to take part, an increasing proportion of
whom will be from outside Denmark.
Employee wellbeing
An important goal for DFDS is that employees thrive in their jobs, and
that the individual employee experiences that DFDS is a workplace
that offers good conditions and opportunities for personal development.
In co-operation with external suppliers, extensive studies are
conducted at regular intervals to monitor staff wellbeing. In 2009, about
75 % of staff took part in the survey, the results of which will be used as
a basis for further work to improve and develop DFDS as a workplace.
The study was conducted during the economic crisis of 2009, after
changing market conditions necessitated reductions in staffing levels.
Notwithstanding this difficult background, the survey results showed a
generally high level of job satisfaction that was only marginally below
the level for 2008. In general, satisfaction and motivation were high,
scoring 5.2 (compared to 5.3 in 2008) out of a maximum 7. Loyalty
to DFDS scored 5.9 out of a maximum 7, which was on a par with
2008. Satisfaction with immediate line managers was generally high
(5.7 against 5.8 in 2008), although the study revealed the need for
improving efforts to increase individuals’ opportunities for professional
and personal development.
Further development
The survey from 2009 provides the basis for the further development
of DFDS as a workplace in 2010. In addition to identifying areas
for improvement at Group level, the study also provides results for
individual business areas and departments. These results are communicated
by the management of the business areas to the individual
departments for information, discussion and follow-up. Each department
then submits specific development plans for areas identified as
in need of change or development. A follow-up wellbeing survey will
be conducted in autumn 2011.
Other courses
As well as the management-development programme, a number of
statutory and safety-training courses are held each year for staff at sea,
as well as focus on provision of relevant technical-training courses in
some departments.
Employee development interviews
All employees participate in development review meetings with their
immediate line manager once a year. These reviews focus on the
individual employee’s situation, including the relationship between their
job expectations, their skills and their actual duties. The interview also
covers the employee’s performance in relation to the demands of the
job and their jointly agreed goals for the year.