SO Responsibilityreport_2018

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Social responsibility Personnel commitment, personnel satisfaction, the joy of work and the management of the personnel experience are central to SOL’s strategy. HR work is done with and among the personnel in all the Group’s business sectors. The joy of working is one of SOL’s core values 77.1 Personnel matters are central to SOL’s strategy: from person to person At SOL we invest in the development of people and personnel costs form the largest part of overall costs. In Finland, we offer a job for almost 10,000 employees. High priority is given to raising and maintaining the personnel’s enthusiasm, willingness and readiness to serve, and vocational skills, as these are the factors guaranteeing superior service to customers. Committed employees comply better with unified instructions and ensure long-term operations of high-quality. Trust is the cornerstone of our work. Competent personnel with the right attitude in the right tasks, continuous personnel development, performance management, feedback and incentive strategy are the focus areas of the company’s HR strategy. The feeling that one’s work is useful is important to everyone and creates the joy of working. SOL’s HR strategy is based on a positive image of humankind, where everyone wants to do good work, to succeed and to be thinking and feeling human beings who accept individuality. Our management culture must support trustworthy interaction and an atmosphere that encourages creativity. We pay special attention to young people and yellow panthers (we offer job opportunities for those who have already passed the retirement age). In 2018, we reformed the ‘from goals to achievements’ conversations into Success conversations. In them the person’s own view and will develops and their own actions are discussed. Personnel development focuses on orientation and training that support the employees themselves and the satisfaction of customer-specific needs. It is monitored area-, customer-, employee- and training-specifically with the help of a training index. The coaching and training sessions are supported on a personal level by competence assessment and a learning passport. Each SOL employee completes orientation training online, and a supervisor and a tutor ensure location-specific competence through method and on-site orientation and constant care for the well-being of the personnel. At the end of their probationary period, each SOL employee also attends the SOL IN training in their district. Each employee acknowledges that he/she has completed orientation training sessions. For a long time, SOL has used employees trained as tutors, who also work as occupational guides to support the training process. Their role was enhanced at the beginning of 2015 to cover the implementation of location-specific training and ensuring competence. Salaried employees are additionally provided with mentoring and coaching in their sales and managerial work. The employee-specific Quality Passport, where positive customer feedback is documented with a laughter or smile symbol, continues to be used as a feedback tool. Our aim is to offer opportunities for job rotation and career advancement within the Group. Internal recruitment and external job applications, today mainly in electronic format, create a foundation for the company’s expanding operations. The individual’s own views and their desire and intent to develop and move forward are also seriously discussed at the ‘From goals to results’ discussions, now known as the success conversations. We have published the SOL Age Programme aimed at promoting the work ability of employees of all ages. The goals of the age programme are to support the work ability of different age groups, maintain good work fitness and reduce sickness absences as well as promote positive cooperation between different age groups. We pay special attention to young people and “yellow panthers”. A further goal of the age programme is to increase the average retirement age. At present, SOL employees retire on old-age pension at the average age of 63.3 years, while 42 Responsibility 2018 | www.sol.fi
Wages and social security expenses (MEUR) Wages and salaries, statutory social security expenses and benefits 2014–2018 200 180 160 169,0 172,2 180,5 197,3 194,5 Wages and salaries 140 120 100 80 60 40 44,1 44,9 49,0 50,4 47,1 Social security expenses Non-statutory social security expenses 20 0 4,7 3,6 3,3 3,7 2014 2015 2016 2017 3,7 2018 Taxes paid (MEUR) 50 45 40 35 30 25 20 15 10 5 0 47,8 46,3 42,4 43,5 41,0 39,5 35,9 36,1 37,4 35,1 22,0 22,3 21,8 21,2 20,7 1,2 1,5 1,1 3,0 2,9 2014 2015 2016 2017 2018 Prepaid taxes VAT paid Income taxes Social security contributions INSURANCE PREMIUMS AND TYEL 2017 2018 Due employee pension contributions and unemployment insurance payments, employee’s contributions Due social security, TyEL, accident insurance, group life insurance and unemployment insurance payments, employer’s contributions MEUR 10.1 MEUR 10.4 MEUR 37.4 MEUR 35.1 www.sol.fi | Responsibility 2018 43
Page 1 and 2: www.sol.fi Responsibility report 20
Page 3 and 4: 4 Responsibility - everyday acts 10
Page 5 and 6: International service locally Turno
Page 7 and 8: 1.2 SOL Future SOL Future has endea
Page 9 and 10: 1.5 Managing Director’s review La
Page 11 and 12: Highlights of 2018 Multiculturalism
Page 13 and 14: Highlights of 2018 Juhana Olkkola S
Page 15 and 16: At the sources of Solar energy SOL
Page 17 and 18: Gross investments (MEUR) Figure 3.
Page 19 and 20: Management principles, illustrating
Page 21 and 22: we will operate responsibly by prov
Page 23 and 24: Customer satisfaction Figure 5. Cus
Page 25 and 26: We comply with the UN Global Compac
Page 27 and 28: Group net sales, MEUR Change in net
Page 29 and 30: The quality prizes of 2018 were awa
Page 31 and 32: All procurement is governed by writ
Page 33 and 34: We reduce the consumption of paper
Page 35 and 36: Commitment 2050 targets and actions
Page 37 and 38: SOL Palvelut was the first in Finla
Page 39 and 40: Energy utilisation rate of waste 41
Page 41: Environmental aspects at SOL Enviro
Page 45 and 46: 4,0 3,5 3,0 2,5 2,0 1,5 1,0 0,5 0,0
Page 47 and 48: Electronic occupational safety tool
Page 49 and 50: 22 SOL members completed the SOL Li
Page 51: We are all equal SOL is widely know

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