We want to empower our people to actively participate and collaborate, to take both ownership of their work and responsibility for everyone’s safety. During 2022, we continued to develop our hybrid working culture based on feedback from our employees. Teams have been encouraged to discuss and agree the best working practices for their own team. The management team fully supports the hybrid way of working when possible. The modern working environment with digital tools helps teams to flexibly organize their work while supporting the individual wellbeing of our employees.
We comply with all country level legislation and regulation including working hours, overtime and parental leaves.
Pay for performance
Nokian Tyres has a Global Total Rewards Philosophy and Guideline, created by Nokian Tyres’ Management Team and Board of Directors in 2018. The guideline is designed to ensure the fair and equal treatment of Nokian Tyres’ employees, as well as to allow countries and units to provide locally competitive pay to attract, retain, and motivate the best talent. It is based on position evaluation, consistent goal setting, and benchmarking of rewarding practices in relevant markets.
Nokian Tyres has several incentive plans in use, to measure performance in both the short and long term. Starting from 2022, achieving greenhouse gas reduction targets (scope 1 + scope 2) has been part of Nokian Tyres’ Management Team incentives. The company has two share plans that are intended to align the long-term goals of Nokian Tyres’ shareholders and key personnel.
As short-term incentives, there are several different plans in use and all employees are eligible for some of them. These plans are designed to drive the company’s strategy and reward for the achievement of stretching performance goals. All short-term plans are based on criteria measured on either group, business area/unit, team and/or individual performance.
Performance-based rewarding supports the achievement of results by creating motivation and commitment. Different people are motivated by different things, and while rewarding helps to build motivation, it is not based only on monetary rewards. At Nokian Tyres, we want to drive performance and support employee motivation and commitment by offering competitive total reward packages, which consist of both monetary and non-monetary reward elements. We will continue to develop and assess aspects of our rewarding structure.
MAKING OUR WORKING CULTURE MORE FLEXIBLE
Our people development philosophy supports our employees’ development with an internal job rotation, on-the-job learning, and various development solutions following the 70–20–10 principle: 70% of the development through learning on the job, 20% through learning from others, and 10% through training.
As digital has become the primary way of working, the need for information security skills has grown. Already during 2021, the company developed information security capabilities and published an Information security eLearning course targeted to everyone at Nokian Tyres. With the eLearning course the company drives to build information security skills and thus enhance both Nokian Tyres’ and our employees’ personal information security. This has been important to us also in 2022 and the topic has been raised in internal communication regularly.
People reviews
Personal People Reviews have a key role in personnel development. In 2022, a total of 92.3% of our personnel took part in a People Review. Personal People Reviews have a key role in personnel development. Internal job rotation, on-the-job learning, and different training solutions continued being essential part of personnel development.
People Review (realization, %) |
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| 2017 | 2018 | 2019 | 2020 | 2021 | 2022* | |
| Nokian Tyres Group | 83.4% | 82.2% | 92.2% | 93.0% | 96.3% | 92.3% |
* Not including BA Russia & Asia
Average training hours per employee 2022* excluding onboarding type of training
| Gender | Average training hours per employee | Employee category | Average training hours per employee | Age group | Average training hours per employee |
| Female | 5.7 | Blue collar | 1.6 | Under 30 | 2.5 |
| Male | 3.9 | White collar | 7.2 | 30–50 | 5.5 |
| Over 50 | 2.5 | ||||
| Total training hours per employee | 4.3 | 4.3 | 4.3 |
* Not including BA Russia & Asia
Avarage training cost per employee in 2022: €324.7.