Personnel and social responsibility

Following the strategy update announced in December 2019, Etteplan’s focus is on the personnel perhaps more strongly than ever before. This ambitious premise is reflected in all of Etteplan’s personnel-related efforts, in which Etteplan employees are the starting point of the development of operating methods and processes. However, this is not so much a radical change in the Company’s thinking as a continuation of all of the past personnel-related efforts.

The development of personnel competence and leadership, providing career opportunities and the equal treatment of employees are the cornerstones of Etteplan’s human resource management. Competent and committed employees with a high level of well-being are the Company’s most important asset and a precondition for the creation of customer value. Human resource management at Etteplan is led by the Senior Vice President of HR, assisted by a global HR team.

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.

Careers opportunities

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.

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.