kontinuita - Komunálna Poisťovňa

REPORT OF THE BOARD
OF DIRECTORS ON ECONOMIC
RESULTS, BUSINESS ACTIVITIES
AND COMPANY´S ASSETS
AS OF DECEMBER 31, 2008
What is important for us:
- improving customer-oriented and entrepreneurial
thinking of all employees,
- strengthening the identification of the employees with
the company and its goals,
- development of cooperation and internal communication,
increasing the proactive attitude of employees,
motivating people for innovation and changes,
- implementation of winning mentality in the company.
Our first and foremost mission is to provide
high-quality wide-range counselling
in respect of employees:
- recruitment and selection
- labour law-related relationships
- performance assessment linked with the remuneration
system
- taking care of employees
- productive employees relationships
Our common goal:
We work relentlessly in order to achieve that the management
and the employees are motivated that Vienna
Insurance Group will become No. 1 on the market – to
make our vision come true we need to have the best
employees with winning mentality.
HR management
- During the previous year the HR management system
focused mainly on the following:
- An optimal planning of human resources – effective
search of gifted employees,
- Development, education and career planning,
- Linking of regular employee performance assessment
with the remuneration system;
- Personnel controlling and employee relationships
management.
Optimal management of human resources – effective
search of gifted employees
The company future is determined to a large degree by
the quality of its human capital.
We pay special attention to the recruiting and selection
process – selection of employees is carried out on the
basis of general and specifically defined criteria, depending
on the position to be filled.
The selection criteria consist of several areas, e.g. the
ability of the applicant to perform the required tasks, education
and training, possibly experience, suitability for
the company (in terms of performance-oriented corporate
culture), specific requirements (flexibility – travelling,
working time, changing place of work, etc.,) as well
as company’s ability to meet the applicant’s expectations
(for example career development prospects and
development programmes).
After joining our company, new employees are enrolled
in an adaptation programme, where they learn about
the company, its vision, mission, philosophy and culture,
style of work, team of colleagues, shared company values,
traditions, applied technology and other elements
of work environment. Part of the adaptation process is
participation in development and education activities,
focused on acquiring general knowledge about the insurance
business, as well as specialised skills and
knowledge required for proper job performance. An important
part of education is also the information about
the performance-oriented corporate culture and company
values. A positive start in a new job has significant
influence on subsequent performance and loyalty of our
employees.
Development, education and career planning
Above all, education and development programmes
support the company’s ability to reach its current goals
and to create an environment for achieving future goals.
At the same time, they increase the competence of the
employees in their current work position and speed up
the adaptation process if work orientation is innovated.
Education helps the employees in terms of their professional
and career progress and also supports their personal
growth. The purpose of education is to influence
or, if necessary, to change the employees’ attitudes towards
innovations and to achieve that the employees
implement this new ideas in order to reach the required
results, which will not only bring him/her a positive di-
KONTINUITA ANNUAL REPORT 61