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Training and education of employees

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Dynamic and continuous changes that affect companies in every area of its operations, e.g. changes in the legal system, work systems, rapid technological development, require effective management of employee development programmes. We want our employees to develop their professional potential with benefit to themselves and the entire Unibep Group. By creating training plans, the HR Department effectively manages the development of employees in their respective positions and provides them with the necessary knowledge. Thanks to training and development programmes that improve competences and provide new skills, employees become more effective, more committed to their tasks, and derive job satisfaction.

The following procedures are applied when organising and implementing training and education activities at the Unibep Group:

  • Professional development of the Unibep Group’s employees – the procedure provides employees with opportunities to maintain and improve professional qualifications necessary to perform work effectively at their positions and enables them to acquire such professional qualifications that are necessary for their target positions resulting from the planned career path at the Group.
  • Regulations for improving qualifications and operation of the training system for the Unibep Group employees – sets out the principles and conditions for improving professional qualifications and operation of the training system for the Unibep Group employees. They provide opportunities for employees to continuously improve their professional skills, increasing the quality of work in the organisation.
  • Periodic evaluation of employees – provides the company’s management with information about the level of employees’ qualifications. Its purpose is to give employees feedback on their work. The information obtained is used to plan personnel policies, including employee development, job transfers and planning of development activities.

They employee competence development plan is implemented through:

  • External training, provided by specialised external companies.
  • Internal training, delivered by company employees as part of the Unibep Group Knowledge Academy, which supports the flow of knowledge within the organisation. This includes: adaptation training for newly recruited employees and for those going to work in Norway; technical training, among others, provided by suppliers; and legal, IT, accounting, HR and soft skills training.

Other forms of support for employee development include: co-financing of extramural studies (first and second degree), postgraduate studies, employees taking exams for professional licences; participation in thematic conferences, webinars or e-learning training on the GDPR.

The Unibep Group employees develop new skills through training. Depending on the competences developed, training provided in 2021 can be divided, into:

Specialist training

Intended for employees of specialised departments, e.g. accounting, legal or HR. Such training focuses on providing up-to-date knowledge to enable specific groups of employees to meet their business objectives effectively. This group also includes courses that allow employees to become certified in the use of specialised construction equipment.

Interpersonal training

Thanks to which it is possible to increase the effectiveness of teams and the ability to build relationships with external stakeholders. This is so-called “soft” training aimed at developing psychosocial competences.

IT training

Developed in connection with the dynamic computerisation of the company, concerns the use of computer programs that improve the conduct and management of construction contracts. In addition to tools for estimating, scheduling or reporting, digital tools for construction and internal communication tools disseminated under the “Toolkit” programme are an important topic of these training courses.

Language courses

Designed for staff in managerial and specialist positions who interact with stakeholders from different countries as part of their duties. The vast majority of language courses are English language courses. In addition, employees also learn Russian and Norwegian. They also have the opportunity to use the eTutor Platform for learning English.

At the Unibep Group, Reserve Staff is appointed every year. This employee development programme has become a permanent part of the company’s tradition,and 2021 also saw a group of 23 outstanding individuals invited to participate in a prestigious training programme to develop managerial competences. Participants in the programme were enrolled into a mentoring programme. A mentoring programme is a form of effective training of an employee by a mentor, a more experienced person. It consists in mentoring during the development of competences and the implementation of the trainee’s professional path. The employees participating in the mentoring gained knowledge and received specific advice, not only on their assigned tasks, but also on shaping their professional path and personal development.

As part of the Toolkit programme, a series of online training sessions were conducted in 2021 to familiarise employees with the functions of MS Office 365. Employees could benefit from nine types of training courses, including MS Excel spreadsheet, MS Power BI basics of data visualisation and business analytics or MS Teams communication. 21 meetings were organised, all prepared and conducted by an employee of the Recruitment and Staff Development Department. 742 people were trained (one person could participate in multiple training courses).

The HR Department continuously monitors the implementation of training plans from a financial point of view. An additional element enabling the monitoring of the quality of the training provided is the “Training Evaluation Survey” conducted after each completed training course. Training effectiveness is also monitored through a “Training Effectiveness Evaluation Form” which is completed by the employee and their line manager.

In 2021, the onboarding process for new employees was implemented and improved in the Group. Training on organisational culture, benefits and other organisational information was attended by manual and non-manual workers. This training helps them to acclimatise more quickly to their new workplace.

In 2021, an information booklet was additionally introduced as part of onboarding for manual workers. People hired for non-manual positions receive such a booklet by email a few days before starting work. The booklets contain basic organisational information useful in the first days of work.

In terms of staff training and education, the potential for risk of inappropriate profiling of training and development has been identified.

In order to manage this risk correctly, control activities have been defined and are implemented by:

  • identification of training needs included in the training plan/budget;
  • verification of the implementation of training plans on a quarterly basis;
  • retention agreements;
  • needs assessment as part of periodic evaluation.
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Average number of training hours per year per employee

Total number of employees 1 616
Average number of training hours per employee 22
Number of women 402
Average number of training hours per woman 35
Number of men 1 214
Average number of training hours per men 18
Breakdown by structure TOTAL women men
White-collar workers 1 019 401 618
Blue-collar workers 597 1 596
Average number of training hours (1 hour = 60 minutes) by gender and category of employees in 2021:
Breakdown by structure TOTAL women women
White-collar workers 32 35 29
Blue-collar workers 6 1 6
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Employee development is supported through a system of internal training and subsidised education and courses provided by external institutions. A team of competent employees is the basis for the effective operation of the Unibep Group. With the aim of developing and acquiring new skills to help employees achieve their goals in a changing work environment, two proprietary training programmes were delivered in 2021:

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Periodic evaluation at the Unibep Group is carried out once every 2 years and was not performed in 2021.