Competence procurement
In a company such as Perstorp it is important to recruit the brightest talents. Perstorp therefore works in the short and long term to market the process industry in general and the chemicals industry in particular to young people and teachers.
Most of Perstorp’s production sites work with local universities and colleges. Staff give guest lectures, participate in job market presentations and the company off ers opportunities for work experience and for students to do their theses.
Perstorp also tries to encourage younger people to become interested in chemistry. In Stenungsund, Perstorp is involved in an experiment centre called the Molecule Workshop where pre-school children can get their first introduction to science. At the site at Perstorp the company also runs Perstorp Gymnasium, with a chemical-technical program.
The key aspect is to offer interesting job assignments that lead to personal development and a satisfying career. In 2009 Perstorp’s HR department developed new processes so that each employee has a development plan with specific targets. Staff can choose to have a career in management with responsibility for others, be a project manager or become an expert in a specific field. This process also ensures that all development is in line with the company’s future competence requirements.
Diversity & equality
Perstorp’s diversity and equality policy builds on the principle that all employees should have equal opportunities to develop at work. Perstorp is convinced that diversity in the workplace, in terms of age, gender,nationality or level of education, creates a climate that result in an increased creativity, productivity and job satisfaction.
Group activities are based on the UN’s Global Compact principles.The initiative is run more structurally in countries where there is legislation to follow, such as the US with its diversity laws, and Sweden and Germany that have equality laws, but all production sites follow the Group’s policy in this issue.
The new HR process ensures that the company has a broad base from which to make key job appointments, and that men, women and people with diff erent nationalities are encouraged just as actively to develop in their careers. Recent acquisitions have meant that more of Perstorp’s staff now come from outside Sweden. Th is automatically makes the base for selection wider and creates new opportunities for working in countries with diff erent cultures.
Safe and motivated employees do a better job.
