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Since the beginning of its activities, people – experienced management and highly qualified employees – have been one of the most important assets of the Company. The key objective of the Company’s activities related to human resource management is ensuring the required number of employees in certain occupation groups and with certain qualifications, as well as that they use their potential in the best way.
Most valuable social capital
In order to properly use the competencies and knowledge of employees, the Social Potential Management System has been set up at the Company. Including the education and development system, career planning and competence management, as well as recruitment and adaptation, it supports the implementation of the Company’s business strategy.
The Social Potential Management System (SPMS) is aimed at ensuring that each employee:
- is a highly-qualified professional,
- works in an atmosphere of openness, cooperation, politeness and fairness,
- co-participates in setting the organisational standards, values and culture.
From the beginning of its operations KGHM took actions which today would certainly be considered as resulting from its corporate social responsibility policy. These will be crowned by the CSR strategy (more information on the strategy is presented in Chapter III), which comprehensively describes the 50 years of experience and contemporary challenges which modern enterprises have to face.
| Total number of employees by employment basis, type, employment contract, region and sex | 2010 | 2011 |
|---|---|---|
| a) Total number of employees, of which: |
18 639 | 18 615 |
| Men Women |
17 305 1 334 |
17 283 1 332 |
| b) Employees employed based on an employment contract, of which: |
18 639 | 18 615 |
| Employees employed on a full-time basis, of which: |
18 624 | 18 600 |
| Men Women |
17 305 1 334 |
17 283 1 332 |
| Employees employed on a time basis other than full-time, of which:: |
15 | 15 |
| Men Women |
9 6 |
8 6 |
| Employees employed for an indefinite term, of which: |
17 352 | 17 535 |
| Men Women |
16 083 1 269 |
16 269 1 266 |
| Employees employed for a definite term, of which: |
1 287 | 1 080 |
| Men Women |
1 222 65 |
1 014 66 |
| c) Employees employed based on a personal service contract or specific task contract, of which: |
72 | 94 |
| Men Women |
57 15 |
80 14 |
| Total number of new hires, resignation and employee rotation ratio by age group, sex and region | 2010 | 2011 |
|---|---|---|
| a) Total number of employees who left employment during the reporting period, of which: |
652 | 628 |
| Men Women |
607 45 |
585 43 |
| b) Percentage of employees who left employment during the reporting period, of which: |
3.50% | 3.40% |
| Men Women |
3.30% 0.20% |
3.10 % 0.20 % |
| c) Total number of employees who started work in the entity during the reporting period, of which: |
874 | 602 |
| Men Women |
821 53 |
563 39 |
| d) Percentage of employees who started work during the reporting period, of which: |
4.70% | 3.20% |
| Men Women |
4.40% 0.30% |
3.00% 0.20% |
| 2010 | 2011 | |
|---|---|---|
| Percentage of employees subject to collective bargaining agreement | 99.70% | 99.70% |
| Remuneration of the lowest-level employees vs. the minimum wage on the particular market in key locations of the organisation, by sex: | ||
| Men | PLN 7 893 | PLN 8 208 |
| Women | PLN 6 602 | PLN 6 798 |
|
a) Remuneration of the lowest-level employees vs. the minimum wage on the |
||
| Men | 5.99 : 1 | 5.92 : 1 |
| Women | 5.01 : 1 | 4.90 : 1 |
| b) Definition of “key locations” | country | country |
| c) Is there minimum remuneration of the lowest-level employees or does it vary in key locations of the organisation, by sex |
PLN 1 317 monthly | PLN 1 386 monthly |
