Social goals and results
In 2009, Outokumpu's social responsibility goals were to reduce injuries, to develop the Group's Leader Pool through job rotation, to further develop Human Resources data collection and reporting, to hold performance and development dialogues for all Outokumpu employees, and that the Supply Chain Tool would be taken into use. To measure our success in improving our employees' well-being, the O'People personnel survey was conducted at the end of the year. The target for O'People score was 660, as set in spring 2009.
Group-wide social targets
Goals for 2009
| Further SAP HR development to cover more GRI social performance indicators. |
| Job rotation for 20% of personnel within Leader Pool. Job rotation reported at all levels throughout the Group. |
| Performance and development dialogues for all. |
| Decrease injuries to below 5 per million hours worked. |
| Sustainable Supply Chain Management Tool taken into use. |
Results 2009
| The target for SAP HR development reached, all but 4 GRI-indicators were reported via SAP HR. SAP HR is now also used as master data source for monthy Full Time Equivalent (FTE) reporting. |
| The target of job rotation for 20% of personnel within Leader Pool was not achieved as the figure was 9.5%. The target of job rotation reported at all levels throughout the Group was achieved. |
| The target of performance and development dialogues for all, was not fully achieved. On Group level some 90% of white collars completed the dialogues and some 65% of blue collars. The number of dialogues was affected by e.g. lay-offs. |
| The injury rate fell from 9.0 to 5.9 injuries per million working hours, but the target below five was not achieved. |
| The goal to take the Sustainable Supply Chain Management Tool into use was not achieved. Supplier audit template is being developed. |
Goals for 2010
| To build a global interface for the SAP HR system so that HR data can be fed to other Group systems. In this way to reduce manual work and the possibility of human errors. As the data quality improves the aim is to increase the usage of people-related data in the strategic business decision making. |
| To improve job rotation practices and reporting further in SAP HR. |
| Performance and development dialogues to all (white collars by the end of February and blue collars by the of May) and to improve dialogue reporting. |
| Reduction of injuries to below four per million hours worked. |
| Improve employees' well-being. Well-being is measured by O'People employee survey, aim to increase the overall score to 660. |
| Supplier audit processes finalised in 2010 and gradually taken into use. |
