Information on employment
As at the end of 2016, 15,032 people were employed in Enea Capital Group. The dominant group was people aged between 26 and 55 years, constituting 79% of all the employees. 79% of the Group's employees are people with middle or higher qualification.
Detailed information on employment is presented on the diagrams below.
Realisation of the HR Policy in Enea Capital Group in 2016
1. HR work organisation model optimisation in order to improve the Group’s operations.
The essence of the new model is:
- HR policy creation on the level of Enea SA and cascading the strategy for implementation to individual Group companies, which, as a consequence is to guarantee HR operating coherence
- ensuring HR local support in the Group companies via establishment of local HR Business Partners responsible for implementing HR solutions, supporting Management Board and managerial staff in human resources management, cooperation with corporate trade unions
- ensuring uniform HR processes and standards in the whole Enea Group in the following areas: recruitment, development policy, trainings, management by objectives, incentive schemes etc.
- leaving in Enea Centrum, in the Shared Service Centre, only those operating activities which relate to the payroll services, training logistics and servicing the Company Social Benefits Fund
2. Launching the Generation Change Programme (GCP) in order to ensure an appropriate flow of staff and keep competences which are the guarantor of maintaining the business process continuity within Enea Group. GCP includes 3 elements: the Programme of Voluntary Redundancy started in 2016, Competence Improvement Programme and New Pay Policy. The above mentioned constituents are systemic in their nature and will be continued during the next years in the whole Enea Group.
3. HR process digitisation - commencement of actions with the goal of introducing an electronic personal record (e-file), electronic flow of documents within the processes administered by HRBP (recruitment, employment, amending employment conditions, etc.). The implementation is planned for 2017.
4. Activities from within the employer branding, with the aim to obtain the best candidates for work, including activities dedicated to students, such as e.g. promotion on universities and job fairs of the new programme of trainings and internships "Install yourself in Enea" which entered into force in January 2017.
5. Constant overview of incentive schemes and their market facilitation; implementation of a tool for the management by objectives being the basis for a legible and motivation-based remuneration policy for the achieved results, in particular for the managerial staff and sales people.
Information on the remuneration policy in Enea SA
In 2016 the Company did no run any formalised remuneration policy in relation to the Company’s officers or key managers. However, the Company has numerous formal pay regulations in place. The basis for determining remunerations in Enea SA is the corporate collective labour agreement, bonus schemes and work regulations. The remuneration policy in Enea SA is related to its strategy, objectives, interests and performance. Additionally, the remuneration policy includes the issues related to lack of discrimination due to any reason. Subject to the changes in the remuneration policy applying to managers and supervisors in 2016 there were no significant changes in the remuneration policy in force in the Company.
The non-financial pay constituents (including key managers) applicable in Enea SA in 2016 included in particular: medical care, trainings, social benefits (within the Company Social Benefit Fund, i.e. subsidies to employee holidays, subsidies to sports and recreation, cultural and educational activities, low-interest loans for residential purposes), additional day off, preferential insurance offer, company car with a possibility of their use for private purposes or employee pension scheme.
As mentioned above, in 2016 Enea SA ran no formalised remuneration policy. However, the remuneration rules in force in the Company are positively assessed as regards the achievement of it objectives, in particular a long-term growth in the value for shareholders and stability of the enterprise operation.
As at 31 December 2016 neither the Issuer nor any Enea Capital Group company held any liabilities (including incurred) resulting from pensions or similar benefits allocated individually to former managers, supervisors or former members of the administrative bodies.
There are no collective labour disputes in any of the key companies comprising Enea CG. In order to eliminate the risk and occurrence of a potential collective dispute the boards of the companies have a regular dialogue with the society.