In 2019, as well as a year before, the development programme for the executive staff, PSE Manager Academy was conducted in a manner tailored to the individual needs of persons holding managerial roles. Each manager could choose 3 14 training subjects improving soft skills. This formula was met with appreciation from the management, all the more so as new, interesting subject proposals for this employee group appeared in 2019.
Apart from catalogue training, in 2019 we continued development programmes operated for years, focused on ensuring the correct operation of the Polish Power System. Traditionally, significant elements of development activities included 2 dedicated development programmes for the O&M and dispatching personnel.
New education and development platform
In 2019, PSE started work to implement a training management tool, which was also an educational platform. The first stage of work made it possible to provide access to e-learning functionalities in February 2020. In June, the expanded employee profile was implemented as well as the option to create and provide access to knowledge guides, collections and tests.
Building the feedback culture
In 2019, PSE took steps towards building open communication among employees as well as feedback giving and receiving skills. An information campaign was organised featuring a series of humorous posters promoting appropriate attitudes. We also invited third-party experts who delivered lectures titled:
- “The Art of Giving and Receiving Feedback”,
- “Feedback in the Organisation: Towards the Dialogue Culture”.
In addition, workshop activities were included in the training catalogue, concerning feedback at different levels of the organisation: for senior and mid-level managerial staff and for employees. The new training options were met with interest.
Since 2017, the Human Resources Management Department has been issuing a weekly HR Newsletter providing in a clear and transparent way all significant up-to-date HR information. This form of communication is addressed directly to directors, who cascade it to managers and employees, as necessary.
PSE health diagnosis
The OHI (Organisational Health Index) survey is a part of the programme which is aimed to create an innovative organisation capable of quick adaptation. In 2019, the OHI survey was carried out for the fourth time. 1,305 employees took part in the survey, which meant a turnout rate of 49 percent.
According to the survey, PSE’s organisational health level remained at the same level as a year before. However the difference in health assessment between senior executives and other employees increased. The results for individual departments change in different directions, which may be indicative of a low level of coordination of improvement initiatives.
According to surveys, responsibility remains a strength of our organisation. The lowest-rated element of the organisational health is motivation. The strengths mentioned most often include development, competence, responsibility, technologies and investments. The positive values indicated during the survey also included direction and vision, innovation and knowledge.
Last year and over a span of 4 years, internal orientation has also significantly improved, both in terms of the practices followed and effects witnessed by employees.
Despite the fact that performance was maintained at the same level, employees can see may activities pursued by the company towards improvement of its corporate culture. PSE is viewed as a stable and responsible organisation.
Employee appraisal system
As in the previous years, all PSE employees underwent periodic appraisals based on a simplified performance appraisal system introduced in 2017. Performance appraisal of employees in specialist positions is carried out on a quarterly basis (provided that at least 1 month has been worked) against a 3-degree scale, where the ratings are as follows:
- N – not acceptable,
- A – acceptable,
- S – special.
The executive staff, legal counsel and experts were covered by the Management by Objectives system which provides for the achievement of strategic objectives cascaded by the Management Board to individual managers and based on the company’s strategy. Management by Objectives is a complex and performance-oriented method of appraisal, but also, very importantly, it is conducive to boosting the commitment of the staff to the pursuit of strategic objectives and facilitates the monitoring of the achievement of objectives.