Personnel and social responsibility
Personnel and leadership development, providing career opportunities and treating employees equally are at the core of Etteplan’s human resource management. Etteplan’s Code of Conduct is the foundation of the company’s human resource management.
Personnel and leadership development
Etteplan’s business operations, growth and success are based on the expertise of our personnel. We develop our competence capital based on our customers’ needs and we recognize that it is equally important to develop technical competencies and leadership skills. Ongoing learning on the job plays a key role in ensuring our employees’ continuously improving ability to solve our customers’ problems, offer new and innovative solutions and find new ways to resolve technical challenges.
EtteCoach: the future of leadership is people-centered
Improving the employee experience has been defined as a key development area for the expert organization Etteplan. A coaching program for team leaders is part of this development program.
Providing internal career opportunities to our personnel is one of the guiding principles of our operations. The large scale of Etteplan’s operations provides good opportunities for working in various project teams that serve the world’s leading machinery and equipment manufacturers.
Career path model
The career path model is at the core of monitoring the professional development of the company’s employees. The aim of the model is to make career possibilities and their requirements visible to the personnel. For supervisors, the model offers a tool for career planning, systematic personnel development, planning of personnel structure, and specification of recruitment needs.
Managing and measuring well-being
At Etteplan, we are committed to treating our employees equally and promoting non-discrimination. Our remuneration policy is based on fair wages, benefits and incentives. Etteplan provides general practitioner level occupational health care services for its personnel in Finland. In addition, Etteplan’s personnel in Finland belongs to an employee benefit fund, which largely covers the use of specialist doctors and medicine. The early intervention model applied in Finland is aimed at earlier identification of the potential loss of work ability as well as planning and implementing individualized measures to support work ability in cooperation with the employee, supervisors, the occupational health care provider and other experts, as necessary.
We measure job satisfaction by an annual personnel survey. The survey results showed a continued positive trend in 2018, with improved scores for almost every indicator compared to the previous year.
Etteplan's growth strategy
Cornerstones of our strategyThe four cornerstones of Etteplan’s strategy are customer focus, service solutions, one Etteplan and engineering methods. Read more
Competitive advantageOur business model is based on Managed Services. Managed Services are packaged and productized solutions where the customer buys the results rather than temporary staff or working hours. Read more
Vision and valuesRead more
Strategic and financial targetsEtteplan updated its strateegic and financial targets in December 2016. The targets for growth and profitability remained unchanged. Read more
AcquisitionsIn acquisitions, which play a key role in our strategy, our focus is on increasing our competence capital and geographical expansion. Read more
Board of Directors & Management
Etteplan has set the standard in engineering design for 30 years. The company has been a pioneer in the development of engineering design and methods as well as new business models.
Events & webinars
At Etteplan, corporate responsibility is at the core of our day-to-day business as we design hundreds of sustainable solutions for the world’s leading machinery and equipment manufacturers every year. Our highly skilled personnel play a crucial role in fulfilling our customer promise.