Development and
knowledge sharing

Employee development is an extremely important aspect of building an organisation’s value. Benefits arise from employee participation in training as employers and employees interact to prepare well qualified staff to build the company’s future. Training also reduces employee turnover that may point to inappropriate management.

Moreover, raising employee qualifications contributes to better safety and task implementation, organisational development by informing employeesof new technologies and changing legal aspects, whilehoning expert and leadership skills, thereby ramping up motivation and effectiveness. Therefore, it is very important to offer training to employees at each organisational level. In 2015, the average number of training hours in the TAURON Group per employee amounted to 15 (see: table).

TOTAL TAURON Polska Energia S.A. Kopalnia Wapienia Czatkowice TAURON Ciepło Sp. z o.o. TAURON
Ekoenergia S.A.
TAURON
Wydobycie S.A.
TAURON
Wytwarzanie S.A.
TAURON
Obsługa Klienta
Sp. z o.o.
TAURON
Sprzedaż
Sp. z o.o.
TAURON
Sprzedaż GZE
Sp. z o.o.
TAURON
Dystrybucja
S.A.
TAURON
Dystrybucja
Pomiary
TAURON
Dystrybucja
Serwis
Biomasa
Grupa
TAURON
F M TOTAL F M TOTAL F M TOTAL F M TOTAL F M TOTAL F M TOTAL F M TOTAL F M TOTAL F M TOTAL F M TOTAL F M TOTAL F M TOTAL F M TOTAL F M TOTAL
MANAGEMENT AND DIRECTORS 100 66 72 115 73 85 56 99 88 171 179 176 36 32 33 48 51 51 77 81 80 126 75 92 52 71 69 0 0 0 16 31 30 20 40 27 0 52 52 30 28 29
TOP AND LOWER LEVEL MANAGERIAL POSITIONS 43 24 27 54 63 59 66 36 43 58 23 27 52 17 30 21 13 14 34 17 19 50 38 44 75 76 75 0 0 0 40 31 31 10 14 13 0 19 19 23 24 23
OTHER ADMINISTRATIVE POSITIONS 14 16 15 55 71 64 26 36 29 14 13 14 14 24 18 2 3 2 11 17 14 18 21 19 49 53 50 21 19 20 9 13 12 4 3 4 3 4 4 11 12 12
BLUE COLLAR POSITIONS 2 11 11 0 0 0 3 4 4 3 6 6 0 10 10 2 13 13 1 4 4 8 12 12 0 0 0 0 0 0 3 16 16 0 4 4 0 18 18 6 7 7
TOTAL AVERAGE NUMBER OF TRAINING HOURS 16 14 15 59 68 64 29 12 15 18 12 13 19 14 16 3 12 11 12 9 10 20 22 21 52 58 55 19 13 16 10 17 16 4 5 5 3 17 17 13 10 10

In 2015 the TAURON Groupintroduced an HR Policy on career and personal development management under the tenet that improving employeeskills and qualifications will support the company in achieving its objectives and maintaining suitable standards. That is why all employees are expected to engage in development and Group companiesare expected to give them suitable opportunities.

Our internal regulations establish rules on training and skills and co-funding. Information is available to employees on Tauronet under the “Training and development” tab. Each company has its own specific training policy and rules.

In 2015 the TAURON Groupintroduced an HR Policy on career and personal development management under the tenet that improving employeeskills and qualifications will support the company in achieving its objectives and maintaining suitable standards.

Training policy is regulated by internal procedures such as:

  • Regulation issued by the CEO of TAURON Wydobycie on the rules for enrolling employees involuntary trainingto acquire or improve professional skills and qualifications in non-scholastic forms and otherwise and the associated additional benefits,
  • Regulations on granting benefits to employees to improvetheir professional qualifications through undergraduate and post-graduate study,
  • Regulation issued by the CEO of TAURON Wydobycieon the rules for enrolling employees of TAURON Wydobyciemines in professional training courses and their costs,
  • Order issued by the CEO of TAURON Wytwarzanie concerning training/conferences for employees of TAURON Wytwarzanie,
  • Rules on training at TAURON Wytwarzanie,
  • Regulations on Education/ Training of TAURON Wytwarzanie employees,
  • Employee Development Policy at TAURON ObsługaKlienta,
  • Employee training rules at TAURON ObsługaKlienta,
  • Rules on co-funding studies at TAURON ObsługaKlienta,
  • Rules on foreign language classes at TAURON ObsługaKlienta,
  • Development system and carrier management at TAURON PolskaEnergia,
  • Regulations on improving professional qualifications at TAURON PolskaEnergia,
  • Talent Management Programme at TAURON PolskaEnergia,
  • Regulation issued by the CEO of TAURON Ekoenergiaon employees improving their professional qualifications,
  • Regulations on improvingemployee qualifications and education in PEC Katowice.

 

In addition to professional conferences, workshops, courses, symposia, seminars and postgraduate studies, employees may expand their soft skills to honetheir interpersonal capabilities that are of use at work and privately.

TAURON Group Open University (UOGT) is a series of lectures delivered by distinguished experts in various disciplines of science, politics, business, culture and personal development to the employees of TAURON Group companiesto impart knowledge and information to employees across a broad spectrum. In addition, this initiative creates a platform to exchange opinions and experience.

These lectures enjoy great interest and highly regarded in questionnaires sent out after each presentation. In 2015, seven lectures were held, such as “Economic scenarios for Poland and Europe” by Professor WitoldOrłowski, “Self-management at each stage of life” by Jacek Santorski and “Ethics in business” by Agnieszka Kozak, Ph.D.

 

The e-learning platform is an important training tool in the TAURON Group. It enables employees to participate in training at their convenience without having to compromise obligations. In 2015 the platform was made available to moreGroup companies bringing their total numer to five: TAURON Polska Energia, TAURON Sprzedaż, TAURON Dystrybucja, TAURON Wydobycie, TAURON Wytwarzanie whose total headcount exceeds 11 thousand employees.

Apart from acquiring knowledge from external sources, TAURON also relies on internally sharing practice and experience as highly valuable means of employee training. It gives us the certainty thatour employees receive useful information based on long-term practice while motivating trainers and internal trainers through recognition of their accomplishments. Accordingly, TAURON Group companies more and more frequently rely on coaching and more and more eagerly explore the veritable treasures of knowledge our experts possess.

In 2015 TAURON Dystrybucja, TAURON Dystrybucja Serwis and TAURON Dystrybucja Pomiary delivered internal job-related and general development training courses. The Academy of Internal Trainers offered training on overhead grids and fire protection,

preparing quotations, construction and maintenance of transformer stations and assertiveness. Internal training is available to all company employees. 13 coordinators from the the Academy of Internal Trainers organise training. In 2015, 933 participated in this programme.

Thisprogramme launched in July 2015 (scheduledto last from 2015 to 2017) is addressed to 500 middle management leaders in TAURON Dystrybucja, TAURON Dystrybucja Serwis and TAURON Dystrybucja (heads of divisions, departments, regions, senior foremen, regional coordinators, measurement area coordinators).

This programmecalls for numerous development measures based on the 70-20-10 model, i.e. 70% – practical experience, 20% – learning from others and 10% – training. The programme develops the following skills:

  • human resource management,
  • performance management,
  • change management,
  • strategic thinking,
  • decision-making,
  • customer orientation.

Participants engage in training activities before and after programme participation while grappling with business projects related to the organisation’s real-life challenges. They also have the opportunity to cooperate with other participants, exchange experience and share knowledge. The aim of the programme is to prepare managers to face new challenges associated with the Single Distribution project, enhance their leadership knowledge and skills and enhance their effectiveness as leaders.Surveys following training and interviews with managers to collect feedback indicate that theygreatly appreciate the usefulness of this type of training and use the tools introduced during training courses in their work on a daily basis. The average score on a 5-point scale is 4.21with 4 meaning that the content is highly relevant to their jobs.

This programme targets employees in the Shared Services Centre of TAURON Obsługa Klienta who have been recognised for their teamwork capabilities. During the programme’sfirst round in 2015, 40 employees focused on project team management and 70 employees focused on teamwork.

This programme consists of e-learning, internal training and external training. The aim is to prepare employees to manage and work in project teams in accordance with the 70/20/10 rule (i.e. 70% – practical experience, 20% – learning from others and 10% – training).Thefollowup survey demonstrated achievement of 90% of the training objectives.

The Key Account Management Academy is an initiative targeting account managers and managers employed in the Department of Business Market Sales of TAURON Sprzedaż and TAURON Sprzedaż GZE. Prior to training employees responded to surveys and telephone interviews to identify their training needs and select the appropriate training tools such as individual tasks, group tasks, interactive interviews, moderated group discussions and case studies.

Refresher training focused onconsolidatingthe knowledge and skills acquired during the TAURON Academy on Key Account Management 2012-2014 and changing habits. The Academy measuresits results by testing skills before and after project completion. Theseresults are compiled in the form of individual reports on project participants and an overall corporate-wide report. The 70 participants also responded to a survey.

The Leadership Academy targets all formal and informal managers in TAURON Ciepło.During the second edition for managers and supervisorsadministered in 2015, workshops were held on motivation, job allocation and assessment and staff incentivisationto prepare managers to allocate and assess the jobs done bytheir employees.

These skills are of key importance in the newly implemented incentive-based remuneration system. In total, 281 people participated in the training giving it an average score of 4.57 (on a 5-point scale).