Promotion of work ability
Job motivation and success depend on personal experience of workplace wellbeing. This is why as an employer, Ruukki wants to put the promotion and maintenance of work ability, occupational health care and the functioning of workplace communities high on the agenda. The company has defined the concept of work ability as consisting of competence management, occupational health and retirement management.
The entire personnel are covered by healthcare arrangements and have access to healthcare facilities in accordance with national legislation and local practices in each country. The main focus in promoting the functioning of workplace communities was on implementing the points for development identified in the employee opinion survey in 2010.
Ruukki offers various possibilities for sabbaticals to balance between work and private life. In 2011, 89 per cent (82) of the personnel worked in countries where paid parental leave was possible. In addition, Ruukki offers sabbaticals and dependent care possibilities based on legislation or local practice. In 2011, these practices covered 67 per cent (73) of Ruukki’s employees.
The sickness absenteeism rate in 2011 was 4.00 per cent (4.46).
| Ruukki employees in Finland heading towards better work ability |
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At our large sites in Finland, employee ageing and work ability were recognised many years ago as a significant human resources challenge both from the point of view of individual works and that of the entire organisation. Ruukki has worked together long-term with the various parties to identify problem points and especially to roll out solutions to create improved work ability. Human resources management, occupational healthcare, the occupational health organisation and outside partners have been involved in promoting projects.
Occupational healthcare model honed
We overhauled our occupational healthcare model and a systematically created early support model to prevent sickness absenteeism was in use in 2011. In addition, the monitoring of sickness absenteeism was improved and various occupational healthcare actions were directed towards identifying risk groups and supporting the persons belonging to them.
Opportunity to join a fitness class or work ability assessment
In 2011, Ruukki renewed its fitness and recreational services, which were available to the company’s entire personnel in Finland. Each Ruukki employee in Finland is offered a chance every fifth year to take part on full pay in guided training of different lengths. Training is directed by professional trainers and in 2011, 498 Ruukki people took part.
In Raahe, Ruukki’s largest production site, the personnel were offered an opportunity to take part in a personal assessment of work ability, the results of which pay attention to the critical points in a person’s work ability. Supervisor training highlighted the importance of work ability management as part of a supervisor’s everyday work.
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