Medarbetarengagemang<\/strong><\/h3>\nSom f\u00f6retag s\u00e4tter vi ramen f\u00f6r v\u00e5ra anst\u00e4lldas arbetsmilj\u00f6 och dagliga rutiner. Vi \u00e4r mycket uppm\u00e4rksamma p\u00e5 att s\u00e4kerst\u00e4lla medarbetarengagemang s\u00e5 att vi kontinuerligt kan justera v\u00e5ra ramar, strukturer och system.<\/p>\n
Vi har ett antal initiativ f\u00f6r att s\u00e4kerst\u00e4lla medarbetarengagemang:<\/p>\n
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Ledningssystem<\/h3>\n
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Vi har ett ledningssystem p\u00e5 plats f\u00f6r att s\u00e4kerst\u00e4lla kontinuerlig dialog, delaktighet och samarbete med alla v\u00e5ra anst\u00e4llda. I \u00e5r har vi reviderat v\u00e5rt ledningssystem. I detta sammanhang har vi beslutat att inf\u00f6ra utvecklingssamtal (MUS) f\u00f6r alla timanst\u00e4llda ocks\u00e5.<\/p>\n
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Samarbetskommitt\u00e9n<\/h3>\n
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Samarbetskommitt\u00e9n syftar till att bidra konstruktivt till hanteringen av samarbetet inom f\u00f6retaget. Kommitt\u00e9n best\u00e5r av representanter fr\u00e5n b\u00e5de anst\u00e4llda och ledning.<\/p>\n
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Arbetsmilj\u00f6organisationen<\/h3>\n
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H\u00e4r syftar vi till att s\u00e4kerst\u00e4lla kommunikation och \u00e5tg\u00e4rder kring arbetsmilj\u00f6 och s\u00e4kerhet. Det \u00e4r avg\u00f6rande f\u00f6r oss att arbetsmilj\u00f6 och s\u00e4kerhet behandlas p\u00e5 alla niv\u00e5er f\u00f6r att s\u00e4kerst\u00e4lla den mest detaljerade insikten m\u00f6jligt.<\/p>\n
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Spelreglerna<\/h3>\n
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V\u00e5ra regler anv\u00e4nds f\u00f6r att hj\u00e4lpa och v\u00e4gleda oss n\u00e4r vi st\u00e5r inf\u00f6r en utmaning eller dilemma. I dessa regler betonar vi tydligt att vi \u00f6nskar en \u00f6ppen dialog, d\u00e4r en anst\u00e4lld aldrig ska tveka att v\u00e4nda sig till n\u00e5gon inom f\u00f6retaget med en oro eller ett problem.<\/p>\n
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Medarbetarnas V\u00e4lbefinnande<\/h4>\n
Medarbetarnas v\u00e4lbefinnande \u00e4r en avg\u00f6rande faktor f\u00f6r v\u00e5r framg\u00e5ng och produktivitet. Det handlar om att skapa en positiv arbetsmilj\u00f6 d\u00e4r medarbetarna k\u00e4nner sig v\u00e4rderade och motiverade att prestera sitt b\u00e4sta. Medarbetarnas v\u00e4lbefinnande omfattar b\u00e5de fysisk och psykisk h\u00e4lsa, och vi genomf\u00f6r kontinuerligt \u00e5tg\u00e4rder f\u00f6r att bidra till en god arbetsmilj\u00f6 f\u00f6r v\u00e5ra anst\u00e4llda.<\/p>\n
Vi erbjuder sjukf\u00f6rs\u00e4kring och online-l\u00e4karbes\u00f6k genom PFA och \u00f6vervakar v\u00e4lbefinnandet genom Howdy, v\u00e5rt ledningssystem, arbetsmilj\u00f6riskbed\u00f6mningar (APV) och daglig dialog. Vi kommunicerar regelbundet om Howdy under informationsm\u00f6ten, p\u00e5 informationssk\u00e4rmar och uppmuntrar avdelningschefer att delta i dialog inom sina respektive avdelningar. Dessutom har vi genomf\u00f6rt olika workshops med Howdys r\u00e5dgivare f\u00f6r att s\u00e4kerst\u00e4lla att avdelningscheferna \u00e4r s\u00e5 v\u00e4l f\u00f6rberedda som m\u00f6jligt f\u00f6r att f\u00f6rst\u00e5 och f\u00f6rmedla v\u00e4lbefinnandedata samt hantera situationer d\u00e4r sjunkande v\u00e4lbefinnande uppst\u00e5r.<\/p>\n
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G\u00e5 till toppen<\/p>\n
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M\u00e5ngfald<\/h3>\n
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P\u00e5 HJHansen Recycling Group behandlar vi alla med respekt och v\u00e4rdighet. Vi fokuserar p\u00e5 att s\u00e4kerst\u00e4lla en arbetsmilj\u00f6 fri fr\u00e5n n\u00e5gon form av negativ behandling, d\u00e4r vi respekterar alla oavsett k\u00f6n, \u00e5lder, etnicitet, religion, h\u00e4lsa eller sexuell l\u00e4ggning. Vi har en m\u00e4ngd olika jobb och anst\u00e4llda med varierande bakgrund. Vi anst\u00e4ller ocks\u00e5 personer fr\u00e5n m\u00e5nga olika nationaliteter och modersm\u00e5l. En av v\u00e5ra k\u00e4rnv\u00e4rden \u00e4r v\u00e5r m\u00e5ngfald och v\u00e5r f\u00f6rm\u00e5ga att rymma m\u00e5nga olika personligheter.<\/p>\n
I v\u00e5r svetsverkstad har vi stor erfarenhet av att ta in en ung person i b\u00f6rjan av arbetsmarknaden som praktikant. Den unga praktikanten f\u00e5r m\u00f6jlighet att bli h\u00f6rd och bidra meningsfullt till det dagliga arbetet. Vi tar endast in en praktikant \u00e5t g\u00e5ngen f\u00f6r att kunna ge det r\u00e4tta st\u00f6det. Vi ser ofta att dessa unga individer trivs och blir permanenta anst\u00e4llda efter sin praktik.<\/p>\n
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\u00c5rsdagar<\/h3>\n\u00c4nnu en g\u00e5ng i \u00e5r har vi haft n\u00f6jet att fira m\u00e5nga jubileer.<\/h4>\n
Det \u00e4r en stor gl\u00e4dje att vi regelbundet kan fira v\u00e5ra lojala medarbetare som g\u00f6r en betydande skillnad varje dag. Vi vill tacka dem f\u00f6r deras h\u00e5rda arbete.<\/p>\n
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G\u00e5 till toppen<\/p>\n
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Utbildning<\/h3>\n
Vi prioriterar professionell och personlig utveckling f\u00f6r alla anst\u00e4llda. I en tid d\u00e4r samh\u00e4llet st\u00e4ndigt f\u00f6r\u00e4ndras \u00e4r det viktigt f\u00f6r individer att h\u00e5lla j\u00e4mna steg\u2014b\u00e5de med nya f\u00e4rdigheter och med en allm\u00e4n f\u00f6rm\u00e5ga att hantera f\u00f6r\u00e4ndringar. Ledare och anst\u00e4llda, tillsammans med HR, delar ansvaret f\u00f6r att s\u00e4kerst\u00e4lla att anst\u00e4llda och avdelningar har de r\u00e4tta f\u00e4rdigheterna f\u00f6r nuvarande och framtida uppgifter.<\/p>\n
Utbildning av v\u00e5r grupp av mellanchefer \u00e4r avg\u00f6rande, eftersom de \u00e4r starka kulturella p\u00e5drivare inom f\u00f6retaget. D\u00e4rf\u00f6r har de i \u00e5r p\u00e5b\u00f6rjat ett utbildningsprogram d\u00e4r de har l\u00e4rt sig om att fr\u00e4mja en bra m\u00f6teskultur, f\u00f6rb\u00e4ttra sin f\u00f6rst\u00e5else f\u00f6r m\u00e4nniskor och etablera en balans mellan sina roller som ledare och teammedlemmar. V\u00e5rt m\u00e5l \u00e4r att skapa ett starkt och effektivt mellanchefs-team.<\/p>\n
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