Increased competitiveness

through competence

development

  

Nokian Tyres’ HR strategy comprises the company’s mission, vision and goals, which form the basis for the objectives and responsibilities of the HR strategy. Internationalisation and global practices have been taken into account in the strategy. The internal HR Global network has a key role in developing the strategy.

Nokian Tyres’ learning portal, Hakkapeliitta Academy, ensures strategy-based competence development. In 2007, the first group of 13 employees from the Nokia plant completed the Further Qualification in Rubber Processing. A total of 689 Nokian Tyres’ employees have participated in different degree programmes.

Vianor has tailored training programmes to increase the professional skills of mechanics and supervisors. The focus at the Nokia plant has been on the development of supervisory functions and training related to employment relations. A variety of training programmes was arranged In Russia on the basics of tyre manufacture, sales, and time management. Also language training has been active at Nokian Tyres.

In 2007, general induction, a comprehensive training for new employees, was developed at the Nokia plant. The two days program familiarises new employees effectively with the Group and local practices.

Inventiveness promotes innovation

The concept of inventiveness, the innovative way of operating in the Group, expanded and activated in 2007, when new people in charge started their work in Russia, Sweden and Norway. New ideas have led to developing Vianor chain’s activities in the Nordic countries. New ideas can be reported on the intranet in real time.

Strong focus on well-being at work

Nokian Tyres provides its employees with exercise and well-being services including a number of exercise groups, personal trainers and, as a new service, massage. Read more about well-being services here.
 

Networking is expanding

Nokian Tyres aims at extensive networking. An example of this is the Tampere Business Campus (TBC) that arranges joint training for companies in Tampere, Finland. In 2007, the St. Petersburg Business Campus (PBC) was established to promote co-operation between Finnish companies operating in or planning to enter the St. Petersburg region.

  

Rewarding adds value to business

At Nokian Tyres, the same key principles of rewarding apply to all manufacturingunits, sales companies and Vianor. Fair and lucrative rewarding is a key element in attracting the best employees. Work tasks are classified according to their demands, and work performance is evaluated regularly.

  

Recruitment in consistent planning

The key point in recruitment is the fact that there is a shortage of skilled, motivated people, and the best ones go to companies with the best image. Internal career development opportunities are included in the HR policy. When a new employee is hired, his/her possibilities of developing onto more demanding tasks within the Group are also assessed. Continuous self-development and coaching others is part of the Hakkapeliitta Spirit, which is expected of every Group employee.

 

Read more from Nokian Tyres' Annual Report 2007