Wärtsilä’s People Strategy, as an integral part of group strategy, supports the company’s businesses and the successful implementation of their ambitions. This is achieved by developing the company’s organisation, competencies and way of working to meet both current and future business needs.
The key focus areas of the strategy are the further development of leadership skills and a leadership culture, as well as an emphasis on high performance and operational excellence throughout the organisation. Strengthening accountability and ownership is encouraged by promoting employee engagement through a culture of open communication, integrity, and innovation. At the same time, the strategic actions are aimed at ensuring that the businesses have the required resources and skilled and motivated people at their disposal. This involves the readiness to make changes within the organisation, a continuous focus on competence development and performance excellence, emphasising quality in the setting of targets, proper and regular feedback, the evaluation of overall performance, and recognition of outstanding performance.
Wärtsilä Human Resources works to develop people management processes, tools, and ways of working that are consistent across national and organisational boundaries. In particular, an intensive effort has been made to further promote the skills needed in people management. In 2018, the focus of the performance management process continued to be on improving the feedback process within the organisation and supporting line managers in their daily leadership role. Wärtsilä Human Resources invests in technologies and tools that enable quick access to online reports, employee information, and annual compensation planning for both local and multi-country teams.
Transforming company culture
Together with the company’s digital transformation initiatives, Wärtsilä promotes new ways of working and a company culture that is defined for a changing world. Wärtsilä's purpose is driving all our activities, and the company’s values of “Energy, Excellence and Excitement” are strengthened by the diversity of its employees. Wärtsilä aims to capture opportunities and make things happen, to do things better than any of its competitors, and to foster openness, respect, and trust while creating an exciting work environment. A diverse workforce generates innovation, higher profits, has better complex problem-solving skills, and enables access to a larger talent pool.
One of the essential elements of Wärtsilä’s People Strategy is to embrace and develop a culture of performance excellence throughout the organisation. Coaching to achieve better performance through smart target setting, together with continuous and real-time feedback, is central to this aim.
The well-executed performance management process supports Wärtsilä in reaching its business targets by translating business strategies into team and individual objectives. Each Wärtsilä employee needs to know and understand Wärtsilä's business strategies and their goals. More importantly, everyone needs to know the main targets set for their own units, and the target areas related to their own work. Greater attention has been given to the quality and impact of the process by emphasising the importance of continuous feedback, clarifying expected behaviours, and creating opportunities for both professional and personal growth.
As a part of the performance management process, each employee receives performance feedback and an evaluation based on their overall job performance, as well as a personal development plan for the future. Overall performance evaluation is one of the considerations in compensation decisions, and is in line with the principle of performance-based rewarding.
Learning and development
New learning solutions for line managers have been developed to support them in their people management and leadership roles. These include the annual executive development programme (LLP) and other global leadership development programmes for senior managers.
Wärtsilä’s HR organisation has developed the Operational Excellence Academy learning framework and an Operational Excellence learning portal with supporting materials for all those staff members in the organisation involved in leading operational excellence. The aim of the OE Academy is not only to learn, but to establish operational excellence as an integrated part of the company culture and way of working, and to ensure continuous efficiency improvement.
Learning on the job, self-learning, mentoring, coaching, job rotation, and assignments designed to encourage competence development and the transfer of competence and skills from experienced to younger employees, are integral parts of the development of learning and competence within the company. Employees are given formal classroom training at all organisational levels; from induction training for new employees, to training courses for the company's top executives.
At Wärtsilä, equal opportunities and opportunities for professional and personal growth are core principles. The company supports its employees in self-imposed learning and in finding their own career path within the company. Recruiting and retaining the best talent enables Wärtsilä to be a valued business partner to its customers, and the employer of choice for current and future employees.