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wEllbEINg aT WORK FlEXIbIlITy IN wORk There are times in people's working careers when the balance between work and private life has to be reconciled. Maternity and paternity leaves, child-care leaves, study leaves and job alternation leaves become familiar to many employees. some Kesko employees describe how they reconcile work and leisure: Taija has been translating Kesko's 1 documents into and from English for 36 years, and since August 2010 as a parttime pensioner. “I work for three days a week and have two days off. My work as a translator is busy when financial statements and annual publications, for example, come out. Being a part-time pensioner provides me with some flexibility: I can occasionally work more and postpone some days off. Now, I've got more time for my leisure interests, such as physical exercise and studying Italian. And it also gives me energy for the last years at work!” part-time pension Taija Mäentaka Translator, Kesko Corporation 22 3 Kesko Corporate Responsibility Report 2011 6 1 5 anu was responsible for the home textiles department at K-citymarket Jumbo until the summer 2011. In the autumn, when her firstborn started school, Anu took her job alternation leave. The little schoolgirl had support for her days during the autumn, while her five-yearold sister could enjoy her mother's company. Anu herself had time for physical exercise, handicrafts and meeting her friends. “I started my study leave at the end of 2011, right after my job alternation leave. The plan is that after two years I will have completed my studies and I'll be a qualified interior decorator. Both of the periods of leaves have been very important for me. Such an investment in my family, developing myself and my wellbeing cannot be measured by money alone.” 2 3 4 study leave, job alternation leave anu Roehr Sales Assistant K-citymarket Jumbo, Vantaa For Jarkko, who works as a real estate manager, taking paternity leave following the birth of his first child went without saying. Jarkko was pleased to notice that his boss was most encouraging. “I took paternity leave of 11 days right after our daughter was born and will take the remaining seven days later in the spring. My paternity leave was very significant for my family as you can never get back the first moments of a newborn child's life. I will have my paternity month possibly when my daughter is about one year. And, of course, I will take my turn and care for her if she is sick, if needed, later when she goes to nursery.” paternity leave Jarkko Hanninen Real Estate Manager, Kesko Food Ltd 2
satu, who works as a communications officer in Kesko's District Office of Southeastern Finland, has two sons: Oliver, who is 11 years and Emil, who is two and a half. Satu took care of her youngest child at home for two years until August 2011, first on maternity leave and then on child-care leave. “I took child-care leave because the idea of taking a baby of less than a year old to a day nursery seemed strange. I wanted my child to enjoy unhurried days during his first couple of years. My return to work has gone well, and it certainly helps a lot that I can agree with my supervisor to work at home when my child is sick. With the help of my laptop and mobile, I can perform many of my duties well at home.” child care leave satu Harden District Communications Officer Kesko/Southeastern Finland THE RIgHT PERsON FOR THE RIgHT JOB K-citymarkets have a great demand for competent employees. New stores are being opened and old ones are being refurbished. “This calls for competent people and an effective and efficient recruitment system, which ensures that the applicants' abilities meet with our expectations. Employment relationships have to succeed from the very beginning,” explains sauli ylöstalo, K-citymarket's Development Director, who has developed the recruitment process. The revised training recruitment process begins with setting objectives. Different competencies are required from hypermarket directors and sales assistants. Based on the objectives, applications are screened and those who are selected are invited to a recruitment event held in the hypermarket. Recruitment starts with a group interview, in which applicants discuss the topics given and take turns to lotta has been working in various jobs at K-citymarket Länsikeskus in Turku since 2000. In January 2012, after her maternity leave and child-care leave, she returned to work and is now on parttime child-care leave. She works in the home textiles department for five days a month. “I'm really pleased with this opportunity to have 'a soft landing'. Two small children take up much of a parent's strength: you sleep fewer hours and the kids are often sick. Now I can stay at home with my youngest one without fretting over how much work is left undone. My boss has been very positive about this leave and I can go back to full-time work so long as I give her enough notice.” 4 5 6 part-time child care leave lotta Tammi Department Assistant K-citymarket Länsikeskus, Turku act as the chairpersons. The topic under discussion may be associated with a customer encounter at a store, for example. Group interviews reveal the role which is the most natural for the applicant in situations of interaction. After the interview, everyone has an opportunity to show his or her practical skills with customers in a store, while also getting an idea of real retail store duties. Applicants' performances are assessed and monitored in the store exercise section with the help of various case tasks. Attention is paid to stress toleration, customer-orientation and the ability to take fast action. On the basis of the assessment, some of the applicants are accepted for individual interviews, and the best of these are recruited to K-citymarkets. Hypermarket directors have praised the new recruitment model, which makes the entire process less arduous for directors wEllbEINg aT WORK Toni, who works as a product manager for VV-Auto Group Oy, has been doing part of his job as distance work since 2011. Toni and his wife Mari wanted to have 'a safety network' to help with the everyday life of the family and children and decided to move to Punkalaidun, closer to their relatives. Usually, Toni works in the VV-Auto offices in Vantaa for two days a week and in his office in Punkalaidun for three days a week. “Thanks to distance work, I have more time for my family and, when working at home, I manage to make better progress with projects that demand concentration. My main customers, car salespeople, have not even noticed any change – things are dealt with using the telephone and e-mail messages in the same way as before.” part-time distance work Toni Nieminen Product Manager, VV-Auto Group Oy and supervisors, who also have K-citymarket's recruitment specialists at their disposal. Recruited employees have been motivated and enthusiastic, which has had a direct impact on the performance of new stores. “I was recruited as a sales assistant for the home department of K-citymarket Tammisto through the new model in January 2011. I think the model is really effective and practical. In store situation tasks, applicants can demonstrate how efficient and competent they are. You can always say that you are customer service oriented but the reality may be something else. Now, I'm a manager trainee alongside my regular work and my aim is to work as a K-citymarket department manager in the future,” says pia Malmberg, who is satisfied with her work at K-citymarket Tammisto in Vantaa. Kesko Corporate Responsibility Report 2011 23
Page 1: CORPORATE 2011 RESPONSIBILITY REPOR
Page 4 and 5: CONTENTs OF THE REPORT CONTENTs OF
Page 6 and 7: KEsKO IN BRIEF KEsKO IN BRIEF Kesko
Page 8 and 9: REvIEw By THE PREsIdENT aNd CEO REv
Page 10 and 11: EvENTs IN 2011 24 January Kesko org
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Page 14 and 15: IMpaCT ON sOCIETy KEsKO OpERaTEs IN
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Page 20 and 21: wEllbEINg aT WORK a sENsE OF wEllbE
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ENvIRONMENTal REsPONsIBILITy Survey
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sOCIal REsPONsIBILITy Injuries and
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sOCIal REsPONsIBILITy ADHERENCE TO
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Kesko Corporation Satamakatu 3, FI-
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