Statistics Finland’s Personnel Survey

Anne Lahdenperä-Seunavaara, Statistics Finland

Workshop on Human Resources Management and TrainingGeneva, 14-16 September 2010

• Number of personnel 1 020• Average age 49 years• Proportion of women 66 %• Proportion of personnel with a tertiary degree 51 %

214.9.2010 Anne Lahdenperä-Seunavaara

The Personnel Survey as a strategic measure and as a tool for developing

Statistics Finland's critical success factors ask us to take care of employees job satisfaction, renewal and motivation

How to attract and retain staff for tomorrow? The themes affecting job satisfaction need to be monitored

and developed systematically

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Statistics Finland’s Operational Strategy

Personnel 2010 programme

Occupational Health and Safety Action Plan

PHYSICAL(work environment,ergonomics,exercise,physical work capacity)

MENTAL (mental work capacity, coping with work,management of diversity)

SOCIAL(functionality of work communities)

AREAS GOALMONITORING /

MEASURES

Employee withgood work capacityin healthy workenvironment

Operational planning and monitoring

ACTORS

* Employee*Supervisors/managers*Personnel and Legal Services*FacilitiesManagement* TYHY groups and network* Occupational Health and Safety Committee * Occupational health care

Personnel SurveyRisk analysisMonitoring of occupational health care

* Lifebelt/discussing difficult issues

*Actions of occupational health care to monitor and promote mental well-being

Professionally skilled and healthy employee

Functioning and constructively discussing work community

*Support for creation of trust* Development of activities of

work communities, teams* Use of methods proven good

in practice (e.g. systematic coding model of Personnel

Survey results)

Personnel SurveyRisk analysisMonitoring of occupational health care

MEANS

*Actions to promote work capacity

* Exercise programme* Health and safety of work environment

* Occupational health care

Monitoring of occupational health care

Risk analysis

MODEL FOR OCCUPATIONAL WELL-BEING

Plan, implement, evaluate and improve

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Contents of the Personnel Survey

LeadershipContents and challenges of work

RemunerationSupport to development

Work atmosphere and cooperation

Working conditions Information flow Employer image

Survey can be supplemented with topical and thematic questions

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Progress of Personnel Survey

Results of personnel survey into actions enhancing performance of work

MANAGEMENT GROUP DISCUSSION

February

MANAGEMENT’S VIEW OF STRATEGIC

POINTS TO BE RAISED AT SF LEVEL

Reportsavailable

Identification of strategic

development targets

DISCUSSED AT CO-OPERATION

COMMITTEE

Actions

DISCUSSED AT PERSONNEL

MEETINGFebruary-March

• Results• Conclusions

PERSONNEL SURVEY

18 -29 Jan. 2010

RESULTS POSTED ON INTRANET

February

CODING AND PLANNING

ACCORDING TO

SYSTEMATIC CODING

MODEL AT DEPARTMENTSFebruary-April

IMPLEMENT, EVALUATE, IMPROVE,ENRICH

April-December

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RESULTSANALYSIS

“TYHY+JOTI”

JOINTENGAGINGMEETING

What matters should we address? How do we engage personnel?

Do interpretations need clarification? Proposals for actions?

PROCESSING,SHARING,

“TYHY+JOTI”ACTIONS

ACTIONS AND MONITORING:

from words to deeds

From Results to Action

TAKING CARE OF COOPERATION AND PARTICIPATION

”TYHY”= occupationalwell-being group

”JOTI”= management team

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Keep it simple!

Only 1-3 important areas for developing

EvaluateTimetableResponsiblePractical improvements Aims/Goals

Areas for developing

Summary of workbook, systematic coding model

Processing, sharing together with employees, occupational well-being groups and the management team

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2006 2007 2008 2009 2010Management(State)

3.25(3.28)

3.40(3.26)

3.48(3.29)

3.39(3.33)

3.39(3.37)

Contents and challenges of work(State)

3.62(3.65)

3.72(3.65)

3.72(3.66)

3.65(3.66)

3.68(3.69)

Remuneration(State)

2.72(2.68)

2.82(2.68)

2.85(2.67)

2.92(2.76)

2.92(2.83)

Support to development(State)

3.24(3.22)

3.30(3.19)

3.33(3.20)

3.27(3.21)

3.23(3.24)

Work atmosphere and co-operation (State)

3.58

(3.59)

3.67

(3.59)

3.68

(3.62)

3.62

(3.64)

3.65

(3.70)Working conditions(State)

3.72(3.51)

3.78(3.46)

3.85(3.46)

3.68(3.46)

3.69(3.50)

Communication(State)

3.05(3.04)

3.15(2.99)

3.23(3.01)

3.11(3.06)

3.10(3.07)

Statistics as an employer(State)

3.45(3.18)

3.47(3.12)

3.51(3.12)

3.44(3.15)

3.37(3.19)

Overall grade(State)

3.35(3.30)

3.44(3.28)

3.48(3.29)

3.41(3.32)

3.41(3.36)

Results (scale 1 – 5, 5 is very satisfied)

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Results

The personnel survey produces lot of information - valuable signals about emloyees’ motivation and experiences

Challenges has been taken into consideration in e.g. preparation of

strategic HR measures projects and development work (career path project,

development of leadership and supervisory work, process and quality work)

coaching and training (training programme in statistical skills, project work, mentoring, work supervision, networks)

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Implementing results - some examples

The Personnel Survey

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discussion

Conclusions

The Personnel Survey is a good tool for developing It helps us to notice important areas and employees’

opinions The systematic way to analyse is needed Cooperation and participation - a essential part of

implementing results

14.9.2010 12Anne Lahdenperä-Seunavaara

Thank you for your attention!

Anne Lahdenperä-SeunavaaraDevelopment Manager (well-being)P.O. Box 3CFI-00022 Statistics Finland

anne.lahdenpera-seunavaara@stat.fi

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