Our people are our greatest asset

Our people are our greatest asset

Our greatest asset is our employees. Ensuring a safe, healthy and highly motivated workforce is therefore our priority. In order to deliver on our vision, we have a strong focus on attracting and retaining top employees from a diverse range of backgrounds.

Everyone who works for Scania, no matter what their job is, contributes to our continuous improvement with their experience, knowledge, ideas and potential. Our core values and Scania Production System encourages this and support our aim of becoming a top employer with top employees.

A safe and healthy organisation

To ensure our employees’ well-being, a safe and healthy workplace is a priority. Scania’s health attendance level is 95.9 percent, reflecting the importance we place on having a safe and healthy workforce. One of Scania’s six core values is Respect for the individual, meaning the individual stands at the centre in all that we do. The Scania Safety, Health and Environment (SHE) standard provides the guidelines for how we address workplace issues such as safety equipment, the handling of chemicals, mental and social well-being, crisis support and road safety. We use The Scania Way as the foundation for working with these issues in a systematic way, by involving our employees at all levels. Specific guidelines and training have been developed to address issues concerning physical and psychosocial risk assessment, with a preventative and proactive focus. As Scania enters new markets and areas, new requirements are imposed for health and safety.

A highly motivated workforce

Scania carries out an annual survey of our employees using an Employee Satisfaction Barometer. In 2016, a total of 10,000 Scania employees took part in the survey, and will be implemented in stages globally as from 2017. Pleasingly, survey findings include enormous respect for and pride in the company.

Another key measure of workforce satisfaction is the employee turnover. Developing our employees within the company is a strongly prioritised. Scania’s high internal employee turnover of 4.6 percent, where employees move to another area of the business, proves the strength of developing our own employees within the company and their willingness to develop themselves.

As a global employer, with 46,000 employees in 100 countries, we offer our workforce the chance to work internationally. We have more than 340 employees from 30 different countries, who are working on international assignments in 50 different countries outside their nation of origin. Being part of the Volkswagen Group also opens up the possibilities of more employee rotation and mobility, enabling us to broaden the base from which to find the right competencies, and also giving our employees international opportunities.

A diverse workforce, with the best competencies

The need to secure a business-driven competency supply is more important than ever. As we expand our operations, we are focusing on securing the right skills base, anchoring our new competencies and maximising the opportunities afforded by global mobility. To deliver on our vision of being a leader in sustainable transport means understanding the competencies we need today, in 2025 and beyond. That’s why we are focusing our efforts on finding and developing employees who have the right skills and motivation and who are from a diverse range of backgrounds. To bridge the competency gaps we have to assess where we can develop competencies ourselves, where we can employ them, or where we can enter strategic partnerships with academia. The key is breaking down the business goals into roles or competencies and last year a competence manager was employed as a step towards this aim. Her role is trying to assess whether Scania has the engineering expertise it needs to work with the world-leading technologies of the future.

We also need to ask ourselves if our employees have the right skills already or if they need further training. Scania Academy trains employees at all levels from all of Scania’s business units, as well as people employed at Scania’s independent dealers around the world. Scania Academy provides digital material as well as physical classes and continuously develops the course offering. Another way in which we are developing the competencies Scania needs is the close dialogue we have with universities and colleges, through initiatives such as the Scania Engineering Programme, the Scania Global Champion Trainee Programme, and our Industrial Doctorate Programme.

To make full use of Scania’s competency pool, Scania is committed to diversity, and aims to have a diverse workforce in terms of gender, age, background and experience for example. We believe that a diverse company, with a broad enough range of people to choose from, can better ensure it has the best competencies and the best people for each individual position.

During 2015, Scania initiated Skill Capture, management seminars to ensure that we continue to be successful. The process starts with Skill Capture Initial Labs, which discuss how to establish ways of working that will allow all of our present and future employees to perform at their full potential in a diverse and inclusive corporate culture. This leads to concrete actions in management teams, to spread best practice and bring together the most-necessary improvement activities. Scania will be tracking how the corporate mindset changes throughout the process. Starting in 2016 the Initial Labs have been conducted with Scania’s top management teams, including the Executive Board itself. To measure the progress of employees’ perception on Scania as a diverse and inclusive company, questions on this matter were included in the 2016 Employee Satisfaction Barometer.

Increasing our social dialogue

We have decided to endorse the Global Deal declaration: Enhanced Social Dialogue for Decent Work and Inclusive Growth. It is a multi-stakeholder partnership that aims to encourage governments, businesses, unions and other organisations to make commitments to enhance social dialogue. Social dialogue in the labor market and quality industrial relations can reduce possible inequalities arising from globalisation, increase productivity, boost economic growth and contribute to sustainable development. In September 2016, Scania participated in the launch of Global Deal at the UN headquarters in New York.