Annual Report 2007

19 Ž E L E Z I A R N E P O D B R E Z O V Á 2 0 0 7 REPORT BY THE BOARD OF DIRECTORS HUMAN RESOURCES The Company’s HRmanagement strategy follows the principal idea – taking care of employees: competitive advantages can only be achieved with the participation of those who generate value with their effort and creativity. Therefore, the strategy is applied from the recruitment, selection, and remuneration of employees, employment relations, and employee benefits. Such benefits are aimed at the development of employees’ potential using professional and personal education, and a very thorough system of occupational health and safety. The main incentive is to harmonise the firm’s strategy with the personal goals and needs of its employees to the maximum possible extent. Each year, our social programme is up-dated and – in compliance with the Company’s financial plan - it is enriched of investments in training, the health of employees and their families, and cultural and sports activities. The programme of personnel, payroll, and social policy and occupational health and safety was laid down in the 2007 Collective Agreement concluded by ZO OZ KOVO and the Board of Directors of Železiarne Podbrezová. The joint stock company performed in full its liabilities proceeding from the Collective Agreement. In 2007 we organised medical and rehabilitation stays for our employees, and provided preventive medical care for employees from risk units and selected semi-senior management. A twenty-four hour accident policy was implemented for all employees, also during out of work activities. Furthermore, as part of employee care we organised cultural and children programmes, summer camps for children, and enabled the use of summer and winter sports locations. During all shifts we provided employees with catering services and drinks via beverage vending machines. In 2007 means allocated from the social fund for this purpose represented an amount of SKK 12.7 million, thereof SKK 4.6 million for catering and SKK 2.4 million for employee accident insurance. In addition to the aforementioned, we also provided finances within the employee care programme as follows: - bonuses provided for significant working or life jubilees . . . . . . . SKK 4.4 million - employer contributions for supplementary pension insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . SKK 25.5 million - improvement of employees’ professional skills . . . . . . . . . . . . . . . . SKK 8.3 million - preparation of future labour force at SSOUH ŽP . . . . . . . . . . . . . . SKK 21.9 million - protective means for employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . SKK 16.4 million Personnel expenses In SKK ’000 2003 2004 2005 2006 2007 Wages and salaries 818 567 994 188 1 055 130 1 039 628 1 149 185 Mandatory contributions from salaries 277 907 309 335 329 536 329 119 355 638 Training, education 11 482 9 431 21 275 31 288 31 174 Protective supplies 14 913 14 706 14 872 15 058 16 406 Secondary expenses 10 003 12 278 12 130 11 616 11 817 Social fund 10 637 12 806 13 725 15 538 12 684 Total 1 143 509 1 352 744 1 446 668 1 442 247 1 576 904 Expenses per employee 277 331 365 381 414