Page 147 - KELAG Annual Report 2017

marketing to safeguard the Group’s expertise for the future
and to guarantee its positioning as an attractive employer.
GRI 102-8
GRI 103-1, 103-2

Following successful recertification by the Austrian Federal
In the context of the ever-growing complexity and a
Ministry of Family and Youth, KELAG was once again
dynamic market environment, a number of measures in
confirmed as a sustainable and family-oriented company in
personnel management were implemented at the KELAG
the autumn of 2016. The company has now held the “audit
Group. Underlying factors such as demographic change
beruf und familie” (work-and-family audit) certificate since
and labour market shortages necessitate long-term
the autumn of 2013. Creating family-friendly work
personnel planning and retention activities together with
conditions is recognised as a key factor in promoting
the systematic, requirements-based development of
employee satisfaction.
employees. In the process, the methods and tools of
personnel management in particular are continually The magazine “trend” evaluated and rated the best 300
enhanced to support the implementation of the corporate employers in Austria in cooperation with partners
strategy. according to various criteria. KELAG was given the excellent
ranking of 22nd among the top employers in Austria. In
GRI 103-1, 103-2
Carinthia, it was ranked 2nd, which confirms its
attractiveness as an employer on the labour market.
GRI 103-1, 103-2, 401-3
In 2017, personnel management proactively addressed the
following key points in the areas of strategic personnel
To ensure the continuous improvement of working
management as well as performance management and
conditions as well as safeguard the rights of employees,
personnel development: The 360° feedback concept was
there is regular communication between employee
introduced in the Group in order to give managers the
representatives and employer representatives. For job
opportunity to reflect upon how they are performing in
satisfaction and the well-being of employees, it is very
their individual roles and responsibilities. This instrument
important that employees are able to determine their own
serves purely for development and not assessment
working time. To meet these needs, KELAG offers its
purposes. Questionnaires are used to encourage feedback
employees options for flexible working hours.
from the position of “manager, employee, colleague and
self-image” based on the Group’s competence model as GRI 402-1, 407-1
well as additional topics from culture diagnoses. The overall
picture is used to determine specific development To make the attractiveness of the company visible
measures for the managers. The “Job Families” project also externally, various employer branding and personnel
supports the development of a company-wide functional marketing measures are carried out every year. An example
and transparent structure. An annual evaluation of the of this is the KELAG scholarship programme. The objective
career profiles and functions based on market analyses as is for ambitious young academics to get in contact with
well as existing collective agreements and company KELAG and get to know the company as an attractive
agreements ensures the quality of “Job Families” and lays employer early on. Ideally, prospective employees for
the foundation for a modern salary system. Using this as a vacant positions can be approached at an early stage.
basis, measures are taken in recruitment and personnel Further activities include participating in job fairs,
cooperations with schools and hiring for internships, to