The LFV Group - Airport Mediation - Home

LFV’s employees IMPORTANT EVENTS• New trainee programme is helping cover future competency needs.• New human resources organisation and methods will improve support to LFV managers.• Continued efforts to publicise and improve LFV’s competitive employment conditions.LFV must be an attractive employer witha positive image among current employees,potential employees, customers andsuppliers. During 2007, about 4,000 peoplewere employed at LFV.Attractive employerThe introduction of a new humanresources policy at LFV continued duringthe year. The policy describes LFV’sexpectations from its employees andwhat it offers as an employer. Living upto this human resources policy requiresclear management by objectives, longtermhuman resource development,good workplace health and safety, recognitionof good performance as well asmanagers who improve operations andpromote professional development. LFVis thus continuing its efforts to introducetarget-related contracts and performance-orientedsalary changes.During 2007 LFV continued to pursuesystematic health and safety work,ran management training programmesand conducted a talent managementanalysis aimed at ensuring a long-termsupply of managers and responding toplanned retirements.LFV offers competitive benefits andemployment conditions, but there is aneed to gather, publicise and developthese so that they become better knownamong both current and new employees.This task began during 2007.In order to measure how attractive anemployer LFV is compared to othercompanies, we participated in the UniversumGraduate Survey for Sweden. Inthe 2007 survey, LFV came out in themiddle of the participating companies.By marketing LFV at universities,other higher education institutions andupper secondary schools, we will showthe broad range of interesting jobs thatwe can offer and attract people with thecompetencies required by LFV’s airportsand air navigation services, today and inthe future. This largely involves variousairport operations positions.Finding people with the right skillsTo ensure that LFV pursues a long-termstrategy in dealing with future recruitmentneeds, strategic competencies havebeen identified. LFV completed onetrainee programme and started a newone during 2007, for the purpose of coveringportions of its future competencyneeds. The FOKUS 2007 employee surveywas conducted during the year.The results were analysed andimprovement areas were identified. Oneimprovement area that was noted is theprocess of formulating management byobjectives.Staff resourcesFor the fifth straight year, the number offull-time equivalent employees fell, whilepassenger numbers grew. The number offull-time equivalent employees during2007 was 3,413 (3,418).LFV’s new HR organisationA comparative study of human resources(HR) work was conducted in the autumnof 2006 and showed variations in qualityand accessibility, a lack of holistic viewsand efficiency-raising potential due tosub-optimisation in previous personnelwork. In light of this, reformed workingmethods and a new organisational structurewere introduced during 2007.This reform effort improved accessibility,quality and efficiency, among otherthings by creating• clearer roles and greater expertise inhands-on HR work• coordination of specialised expertiseand reduced duplication by means ofa common HR Business Centre• well developed HR support foremployees on the LFV intranet andestablishment of the HR Service Desk• Group-wide processes for HR issues.The result will be to ensure that LFV hascost-effective, modern HR work that isready to face future operational challenges.Employee statistics, average full-time equivalent positions 12007 2006 ChangeGroup Airports Division 1 051 1 038 13ANS Division 1 036 1 047 -11Stockholm Division 912 891 21Other units and subsidiaries 414 442 -28Total 3 413 3 418 -51 Including permanent and limited-time contract employees.24> LFV 2007 < LFV’s employees