Annual report 2005 - Sava dd

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Development of human
resources management
We are aware of the fact that readiness and employee
motivation for lifelong learning, personal development,
enterprise initiative, innovation and flexibility are
decisive for the further development and preservation of
a competitive edge in all of our operations.
In the Competence Centre HR, Law and Organisation
we have set a demanding goal for 2006. We will build a
new salary model linked to renewed job descriptions
and a uniformed remuneration system within individual
divisions of the Sava Group that will correspond to the
salary model as proposed by the government.
Our new leaders and those who will be promoted to such
positions shortly will be systematically trained in the
internal leadership school to made them familiar with
the basic management, communication and associate
23.2 Concern for employees
outside of working
hours
Our commitment to sustainable development and care
for employees obligates us to provide them with the
opportunity to actively spend their spare time. Therefore
we will launch a Life Cycle project in 2006, which is
based on organising activities run by the company and
involves as many employees as possible. The project is
an upgrade of already established forms of activity. We
offer employees holidays in our tourist facilities under
favourable conditions.
Individual companies – within legal regulations –
organise for their employees and close family members
various sports activities such as swimming, fitness and
others.
management skills. The personnel development system
is being introduced in all Sava Group companies
through annual interviews, incorporation in various
training schemes and development interviews with key
and promising associates. All companies will have a
standard personnel information and personnel manager
information system, which represents an important basis
for efficiently managing personnel processes. In the
rubber manufacturing area we intensively co-operate in
the support and performance of internal communication
processes and plan to further strengthen our activities in
this field. In the competence centre HR, law and
organisation we co-finance the project using European
social funds. We repeatedly obtained funds from the
European Social Fund and the Ministry of Labour,
Family and Social Affairs to carry out the training of our
employees. We will concentrate even more on employee
training in the Tourism division: by a transfer of good
practices among companies in the Tourism division and
presentations of good role models from abroad.
We foster cultural activities within the Sava Cultural
society, which has been active for more than 30 years. It
includes four groups that establish contacts with similar
societies both in Slovenia and abroad. The Sava folklore
group enjoys a good reputation with experts too.
Dancers, musicians, tamburizza players and singers held
many concerts and organised education courses. The
singers who appear under the name Deåve released their
CD. The art group held an exhibition at Extempore in
Piran and with neighbouring Austrian Carinthia the
group appeared in the joint project of the European
Union entitled Spread Together, in which a literary
group also took part. We established links with the
Macedonian society in Kranj and prepared a joint
literary meeting entitled The Preæeren’s Oro, continued
collaboration in the project launched by the Ækofja Loka
museum society and the Ivan Tavåar library called
Colourful Loka. The photography section members
attended a photo safari in the companies of Pannonian
Spas and showed the photos they took in two issues of
the Sava newspaper.