In 2014, 10 thousand training courses were organised for over 4 thousand employees, with the average of 35 hours of training per employee.
Our activities in professional development and training at PKN ORLEN were focused both on enhancing employee qualifications to meet our business goals and on developing a positive organisational culture and increasing employee engagement. As part of centralised development projects, a multi-module leadership programme was carried out in the form of workshops for the management designed to improve their skills in team management, development of team potential, and feedback and coaching in the manager’s work. In 2014, we also organised theme-based lectures addressed to all employees, focusing on areas such as ethics and values in daily work, building partnership-based communication, diversity management, and building employee commitment and engagement. Additionally, we continued the key growth-oriented projects, including the Talents project and development workshops for employees in the production and logistics area (Foremen’s League, a Development Programme for Machine Operators), aimed at advancing business and communication skills.
In 2014, employees of PKN ORLEN participated in specialist training with the purpose of updating and acquiring new knowledge, and took part in conferences in Poland and abroad. They also furthered their education by enrolling on academic courses in fields which are in line with the strategic and business goals of the Company.
Employees could also develop their language skills, English in particular, at the PKN ORLEN Language Academy. The project’s purpose is to improve knowledge of English, and to build up commitment and motivation to learn by means of a progress measuring system.
Having regard to the need to ensure workplace safety, mandatory training programmes were also conducted, including OH&S and fire protection training as well as preparatory courses necessary to obtain a particular certificate or to perform a specific job.
In 2014, average hours of training per year (per employee, by sex and employee category) were as follows:
- 63 hours for women and 65 hours for men in management positions,
- 36 hours for women and 32 hours for men in other positions.
As part of the training and development programmes feedback was collected from employees by means of post-training surveys and questionnaires. For instance, in 2014, we carried out a satisfaction survey concerning the annual performance review and the competence model. The results of the surveys are analysed and taken into account when planning future training and development projects. The employer provides comprehensive information and support to retiring staff, covering a range of issues from preparation for retirement to post-employment benefits.