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Human resources management

At the end of 2014, PZU Group employed approximately 16.1 thousand employees calculated as FTEs and was 18.7% higher than a year earlier. Most of the employees were women (64 %) and the largest age group were people between 25-34 years.

Level of employment

At the end of 2014, PZU Group employed approximately 16.1 thousand employees1 calculated as FTEs (including 7.96 thousand in PZU and 3.34 thousand in PZU Życie) and was 18.7% higher than a year earlier. This considerable growth of employment results from the 2014 acquisition of the companies in the Baltic States and in Poland.

Female employees in PZU Group structure (%) 

2014 data includes employment in newly acquired entities in Baltic states and Poland.

The majority of employees in PZU Group were women. At the end of 2014, they represented 64.0% of the total number of employees. It should be noted that the proportion of women in the employment structure has been stable in recent years. More than 74% of PZU Group’s employees had degrees. The employee age structure remains stable. 72.7% of the employees were aged under 44 in December 2014.

On 8th September 2014, the Management Boards of PZU and PZU Życie announced their intention to make group redundancies, in accordance with the Act on the detailed principles of terminating employment for reasons not attributable to employees of 13 March 2003. The employment restructuring programme was carried out in the fourth quarter of 2014. Ultimately, it encompassed 643 people at PZU and PZU Życie, while the employment downsizing applied to 171 employees of PZU and PZU Życie.

Employment at PZU Group per age (%) 

2014 data includes employment in newly acquired entities in Baltic states and Poland.

The people who were dismissed or who did not accept the changes in the terms and conditions of employment (just as during all stages of employment restructuring, namely in 2010–2013) were offered more favourable conditions of leaving than those provided for by law in similar situations. The amount of additional redundancy pay depended on the length of service with PZU Group and the salary of each employee.

Employment at PZU Group per education (%) 

2014 data includes employment in newly acquired entities in Baltic states and Poland.

Salary policy

In 2014, the process of writing up and valuing positions at PZU, PZU Życie, and selected companies from the Group2 was completed and its results were implemented through adjustment of individual conditions of remuneration for employees who did not fall within the ranges of projected salaries. The results of position valuing will be used in the salary system, which will take into account the competencies, skills required for a given position and market standards.

In addition, in all of the above mentioned companies, the WOW (Wynik – Ocena – Wartości [Result – Appraisal– Values]) appraisal system has been introduced. Its objective is to improve the efficiency of the whole organization, in accordance with the slogan We Reward Results. WOW is a bonus system based on the assessment of the extent to which objectives are achieved, consisting of the employee’s annual appraisal and the annual development plan.

Recruitment, training and building an image of the preferred employer

Employment in PZU Group is related to stability of employment and, simultaneously, to substantial development opportunities within the Company.

Employment in PZU Group is related to stability of employment and, simultaneously, to substantial development opportunities within the Company.

The following have been organised in 2014 to support employees in improving their skills, which are required at the given work post:

  • PLUS Training programme – Training is selected for the employee on the basis of his DNA appraisal, which has the objective of developing the areas which constitute his weaknesses. Every programme contains a dozen or so training modules, which develop all the new skills implemented in the organization, such as, for instance, team management, personal effectiveness and building customer relationships;
  • the Lider 2.0 programme – the aim of which is to strengthen key managers in the role of all-round leaders.
    More than 300 managers participate in it;
  • coaching for the top management with the aim to support individual development;
  • other forms of training – postgraduate studies and specialized forms of professional development, language courses.

Furthermore, 2014 saw the introduction of the Menedżer 2.0 programme, which expands the Lider 2.0 programme over mid-level management (approximately 1,500 managers). Every employee benefited from an average of 24 hours of classroom training and 7 hours of e-learning in 2014.

In addition, three projects were inaugurated as a part of the development of the new organizational culture:

  • Otwarte PZU [Open PZU] – is a programme designed to build employees’ awareness in the area of openness. The programme objective is building innovative basis and it promotes: direct and simple communication, feedback providing strategies, team cooperation, partner relations and research of innovative solutions;
  • TalentUp – is a programme addressed to specialists and aims to prepare the employees to work more important roles within the organisation;
  • SmartUP – is a General MBA development programme addressed to managers and directors who exhibit high potential. It has been designed in cooperation with the Warsaw University of Technology Business School.

In addition to salaries, employees have additional benefits, such as the P Plus and Pełnia Życia [Fullness of Life] Group Employee Insurance, an Employee Pension Programme, Health Insurance – Opieka Medyczna, Medicine and discounts on insurance offered by PZU.

In terms of employer branding, a number of activities dedicated to students were conducted. Inwestycja w Przyszłość [Investment in the Future] and Studencki Projekt Roku [Student Project of the Year] contests, participation in job fairs, Ambasador PZU [Ambassadors of PZU] programme or the management of the fourth largest Facebook profile dedicated to career opportunities are just a few examples of activities addressed to students. In 2014, for the second time in a raw, a centralized programme of internships and traineeships dedicated to third year and higher students, as well as young graduates, was organised. Within this programme, three-month traineeships, six-month internships and nine-month internships were organized for talents, the socalled High Potentials.

PZU and its subsidiaries also have mechanisms for entry into and exit from the organization. The assumption to the process of introducing a new employee is to build commitment and loyalty in an atmosphere of openness and cooperation. However, anyone parting with the organization by mutual consent is asked for his opinion on working for PZU Group and the reasons why he decided to change employer.