Human capital
Human capital of TAURON Group includes employees: their knowledge, experience, skills, attitudes and motivation. The future of the Group will depend on many factors, but the employees will have the greatest impact thereupon. The range of the Group’s business operations, both in terms of geography as well as competence areas, employing more than 25,500 employees, has a significant impact upon the complexity of the human capital management process.
Depending on the employee’s workplace in the Group’s value chain, human capital management and organization of personnel policy are adapted accordingly in terms of training and development, improvement of information flow, career development opportunities and ensuring competitive working conditions. Employee satisfaction surveys are conducted periodically and their results are the basis for developing and implementing action plans that aim to increase engagement and create an attractive workplace.
It is also extremely important to maintain standards with respect to compliance with the principles of ethics, respect for diversity and counteracting mobbing and discrimination at all of TAURON Group’s subsidiaries.
All activities for employees are also important due to projected demographic changes and a falling number of professionally active people. Creating jobs, TAURON Group strives to attract the best employees. In order to achieve that goal patronage classes are created with an offer tailored to the future HR needs of the Group’s subsidiaries. A number of initiatives are also undertaken that strengthen the image of TAURON Capital Group as a good and desired employer.
Key data on TAURON Group’s human capital in 2019-2020
Export to Excel
Key data |
2020
|
2019
|
2018
|
|---|---|---|---|
| Number of employees [in persons as of 31.12] | 25,572 | 26,086 | 25,829 |
| Share of women among the workforce | 21.5% | 21.4% | 21.5% |
| Share of men among the workforce | 78.5% | 78.6% | 78.5% |
| Share of college graduates among the workforce | 34.8% | 33.8% | 33.2% |
| Share of high school graduates among the workforce | 43.5% | 43.3% | 43.1% |
| Share of vocational and elementary school graduates among the workforce | 21.7% | 22.9% | 23.7% |
| Rotation rate | 6.67% | 6.51% | 6.45% |
TAURON Capital Group’s human capital management is performed, first and foremost, through:
- management of employee competences in accordance with TAURON Group’s Competence Model,
- career development conversations as a tool supporting the process of Management by Objectives, with the main assumption aimed at developing employee competences through dialogue between the superior and the employee,
- periodic surveys of TAURON Group employees’ satisfaction level, the results of which are the starting point for undertaking initiatives aimed at improving job satisfaction and comfort, and thus increasing business efficiency,
- actions aimed at eliminating the risk of a generation gap through active cooperation with the schools,
- implementation of a project under the Knowledge, Education, Development Operational Program (PO WER) entitled: Developing a model of vocational and practical training program in the power sector, and TAURON Group’s actively joining the strategy for responsible development in the field of dual education,
- active involvement in shaping academic education paths,
- cooperation with numerous educational institutions and adapting the offering of apprenticeships and internships by the Group’s subsidiaries,
- supporting the idea of sharing knowledge and competences through the implementation of such programs as the Internal Coaches or Development Squared,
- activities aimed at developing employees’ awareness of cybersecurity in the context of remote work,
- promoting a culture of learning and knowledge sharing through proprietary and innovative development and training programs,
- development of leadership competences through dedicated development programs and post-graduate studies,
- access to the latest expert knowledge and current market trends in various areas of life as part of periodic lectures by TAURON Group Open University,
- Talent Management program, with the goal to support the employee development process and the utilization of the personnel’s potential within TAURON Group,
- active use of the e-learning platform to implement training aimed at developing industry knowledge and interpersonal skills,
- taking care of employees’ well-being, by undertaking a series of actions promoting a healthy and active lifestyle and making work time more flexible,
- programs for young parents and women returning to work after having a child,
- workshops for employees at pre-retirement age,
- improving efficiency by optimizing the utilization of competences within the Group,
- ensuring the competitiveness of remuneration systems by implementing transparent, motivational (incentive-based) and market-based rules,
- employee benefit packages taking into account the needs of the personnel,
- increasing work efficiency by introducing digital solutions.
Results achieved by TAURON Capital Group in 2018-2020 as part of TAURON Group’s management of human capital
Export to Excel| Results achieved | 2020 |
2019 |
2018 |
|---|---|---|---|
| Number of training course hours | 295,000 | 478,000 | 449,000 |
| Number of the participants of TAURON Group Open University
[in 2020 the number of Tauronet views] |
7,000 | 2,700 | 785 |
| Number of training courses conducted by Internal Coaches | 84 | 167 | 215 |
| Number of Internal Coaches | 86 | 83 | 76 |
| Number of persons trained by Internal Coaches | 1,100 | 1,800 | 2,100 |
| Number of interns/apprentices | 263 | 655 | 748 |
| Number of patronage classes | 53 | 47 | 44 |
| Number of students in patronage classes | 1,000 | 1,300 | no data |
| Number of participants in the Development Squared initiative | 950 | no data | no data |