SO Responsibilityreport_2018

Electronic occupational safety tool:
Risk assessments: 136
Safety observations: 331
Classification of safety observations:
Personal protective equipment, clothing: 16
Order, tidiness: 4
Chemicals, air quality: 10
Machines, equipment, platforms, supplies: 22
Passages, exits: 26
Lowering oneself: 1
Slipping, falling: 70
Noise, lighting, temperature: 5
Lifting: 8
Bumping one’s head: 20
Risk taking: 10
Transport of goods: 11
Sharp objects: 25
Threat of violence: 22
Getting squeezed between something: 18
Other: 63
05 0 100 150 200 250 300 350
01 02 03 04 05 06 07 08 0
Summary of electronically
reported safety observations.
The categories with
the most observations
match the categories with
the highest accident frequencies.
This suggests
a direct link between
paying attention to these
factors and achieving
positive development in
reducing the accident
frequency.
The Occupational Health and Safety Manager will
monitor the development of the accident statistics and the
TRIF and LTIF numbers and inform employees of any observations
and issues the personnel should pay attention
to at the workplace with any new necessary instructions or
procedures.
The sickness and accident statistics will be regularly
presented in management reviews.
7.6 Personnel training
ensures competence
The long-term and systematic development of the personnel’s
competence is critical to SOL. An estimated 30% of
the personnel employed by our Finnish business lines hold
a vocational qualification or a further or specialist vocational
qualification. The Group has six full-time instructors
with qualifications in teaching: five in SOL Palvelut and
one in SOL Pesulapalvelut. Other people in the Group
have also been trained to provide training sessions.
The needs and requirements of customers and the
needs of the company and the personnel are taken into
account in the planning of the training sessions, and the
formulated plans are turned into a tangible form as an
updated training programme for each year. Supervisors
prepare a competence plan for their staff based on the
programme and update the plan as necessary.
In 2018, a total of 12,000 people participated in the
training sessions. The number of training days amounted
to an average of two days per employee in Finland. Most
of the training sessions are conducted internally, but they
also often involve outside experts.
The training sessions are divided into targeted training,
which maintains or deepens knowledge, and long-term
degree-oriented education, which is implemented as
module and multiform/online training. The aim of the
training is to pave the way for an opportunity to take a
practical examination leading to a qualification, and to
identify and recognise the competence acquired through
work as well as the training provided by SOL in the preparation
of a personalisation plan.
We prepared for the Europe’s General Data Protection
Regulation (GDPR) and all salaried employees were
trained for the new data protection decrees with an online
course on SOL data protection.
Our diverse personnel challenge us to continuously
develop our training programmes, which is why we are involved
in a number of projects such as the SAFHY project
that produces digital learning materials, including video
clips and tests, for use by educational institutes and businesses
in Estonia and Finland. The materials are produced
in Finnish, Estonian, Russian and English. The materials
include texts, video clips, photos, tests and a professional
glossary
(The SAFHY project is funded by the ERDF Interreg
Central Baltic programme and coordinated by the Central
Uusimaa Training Consortium Keuda)
In addition to classroom training, we invest in the development
of online training. Our goal is to further invest in
orientation training and the implementation of procedures
and operating methods in line with the concepts we have
developed. We are also continuing our work in site-specific
initial and development training and increasing the
target auditing carried out by instructors as well as the
implementation of the LEAN operating model. In training,
we focus on coaching tutors, service instructors and
well-being at work mentors as well as the development
of online training and diverse coaching, including not
only online and classroom training but also webinars and
coaching.
Our goal is to reduce the number of contact training
days and to increasingly utilise the Internet as a learning
tool.
SOL Training Steps is a model of how an employee can
exploit our in-house training to improve his/her skills and
to broaden his/her tasks. Each step includes a number
of training sessions. These are based on SOL’s in-house
www.sol.fi | Responsibility 2018
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