- A cycle of training workshops for leaders of production assets and HR teams in the field
of communication, conflict management and employee well-being, - preparation of a staff succession plan for key management functions in the mines, covering the following processes: identification of key leadership roles in the organisation, creation of competency profiles of leaders, determination of potential of employees and assessment of their development needs, talent development plans and monitoring of their accomplishment progress.
Response to demographic trends
In response to ongoing and projected demographic changes and the labour market consequences ensuing from them, KGHM has prepared and implemented a program entitled “Competent in the mining and metallurgical sector. KGHM as a key partner in vocational education”.
This program targeting pupils in trade schools should prepare workers in occupations that are currently disappearing from the labour market but that are important to ensure the effective operation of the organization. Having regard for demographic determinants and changes to the system of education, the Polish market is no longer seeing incoming specialists in selected technical fields (e.g. electromechanical engineers, mechatronic engineers, electricians), making these professions more and more competitive.
International Mobility Policy in the KGHM Polska Miedź S.A. Group
Following the acquisition of assets outside Poland, since 2015 KGHM Polska Miedź S.A. has implemented an employee mobility program. In view of the international operations of the KGHM Polska Miedź S.A. Group, a policy of international mobility has been adopted as the basis for action in conformity with the due diligence procedure. In order to unify the principles of the international delegation of employees and to improve the efficiency of the mobility process, on 27 April 2020 an updated version of the Policy of International Mobility in the KGHM Polska Miedź S.A. Group was introduced. Also adopted for implementation was the Procedure for Advancing the Policy of International Mobility in the KGHM Polska Miedź S.A. Group. Delegation of employees to companies in Chile, Canada and the US represents an investment of major significance for the KGHM Polska Miedź S.A. Group. The policy not only satisfies the local requirement for personnel, but also develops the employee’s professional potential, which increases the Company’s competitive edge. In 2021, the international mobility process covered 11 employees of the KGHM Polska Miedź S.A. Group.
In 2021, the companies in Poland continued projects implemented in the previous years, among others a project comprising all of the companies in Poland, i.e. the e-Rekrutacja system. In addition, each company advanced its own HR projects. Those involved areas such as enhancing professional skills and qualifications and improving productivity, alongside the utilization of motivational tools. In connection with the challenges associated with the acquisition of employees, cooperation was launched with external institutions: vocational schools and employment offices. Agreements were also concluded with institutions of higher education, which allowed for execution of joint research & development projects, among others, organization of workshops, training courses, lectures and industry panel discussions. POL-MIEDŹ TRANS Sp. z o.o. in Lubin took actions aimed at establishing a Centre for Training and Examination of Train Drivers and Train Driver Candidates. On 7 May 2021, the Company was entered into the Register of Training and Examination Centres maintained by the President of the Office of Rail Transport. The centre was entered under the number PL/54/2021. The Company provides professional and financial support to the schools and centres of learning providing training in railway-related professions. The support provided to these schools is aimed at developing professional training for the railway sector and a staff of qualified employees for the Company in the future.
In connection with the regulations, recommendations and restrictions introduced by the Polish government regarding the state of the SARS-CoV-2 epidemic and since it was necessary to ensure safety and continuity of work, the companies introduced internal orders defining, among others, work organization, including rules of remote working, and other regulations arising from the needs driven by the state of epidemic. They focused mainly on the creation of safe work conditions and protection of employees from infection.
In 2021, the following HR projects were advanced in the companies of the KGHM INTERNATIONAL LTD. Group in Canada and the USA:
- Deployment of a modern recruitment platform and automation of the candidate selection process,
- Training program dedicated to 75 representatives of the management staff, delivered in cooperation with the University of Nevada, Reno Extended Studies,
- Update of descriptions of jobs in mines: adaptation to organizational needs and current market trends,
- An employee appreciation program supporting leaders in developing a culture of employee engagement appreciation in the organization,
- Audit of the employee training process and of the process of legalizing non-American employment in the USA
Relocation of certain functions from KGHM International Ltd. to the KGHM Polska Miedź S.A.
Head Office and other business units of the KGHM INTERNATIONAL Ltd. Group.
- Introduction of new work systems: 14×14 and 8×6, and renewal of permit for 4×3 and 7×7 work systems, approval of new jobs for work in special conditions,
- Introduction of a diversity and integration policy,
- Introduction of a new competency model based on production successes,
- Transformation of HR processes into the online form,
- Introduction of a remote work system for administrative jobs,
- Construction of new social facilities for mine employees,
- Deployment of web applications for: an employee transport request system, workwear requesting system, COVID-19 information campaigns, online surveys and polls, module
concerning employee well-being for the purpose of easing the quarantine of employees and their families, - Implementation of a campaign and projects related to the COVID-19 pandemic as regards employee safety, information about the pandemic situation, preventative measures, information for external companies on the current pandemic situation in the company and existing procedures.