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Sivu: 1Sivu: 2Sivu: 3Sivu: 4Sivu: 5Sivu: 6Sivu: 7Sivu: 8Sivu: 9Sivu: 10Sivu: 11Sivu: 12Sivu: 13Sivu: 14Sivu: 15Sivu: 16Sivu: 17Sivu: 18Sivu: 19Sivu: 20Sivu: 21Sivu: 22Sivu: 23PERSONNEL COMPETENT PERSONNEL In 2010 Gasum developed the human resources management process, renewed its customer relationship strategy and improved occupational health and safety efforts by adopting an accident and risk management system. Gasum introduced videoconferencing equipment that enables visual collaboration between Gasum offices. The system has helped cut down travel between offices. In 2010 Gasum identified and determined the Group’s human resources management process, which comprises employee retention, development and recruitment. The aim is to apply a common human resources management model throughout the Group.To develop managerial skills, the year 2011 will see the launch of the Gasum Managerial Training Programme. The aim is also to develop reporting and guidelines on key human resources figures. TOWARDS HARMONISATION OF MAINTENANCE MEASURES The harmonisation of Gasum’s maintenance measures continued in 2010, with the work due for completion in spring 2011. The harmonisation enables the centralised management and development of maintenance functions that support Gasum’s business activities. In 2010 a project steering group was appointed and tasked with the identification, communication and implementation of tasks related to harmonisation. LOOKING AFTER EMPLOYEE WELLBEING Gasum offers several employee benefits, including up-to-date work premises, lunch and physical activity benefits, occupational health care, health insurance funds, holiday cabins and diverse reward schemes. Wellbeing at work is monitored and developed actively in cooperation with occupational health care staff. Employee job satisfaction is measured regularly at around 1.5year intervals. According to the 2010 survey, our employees were highly satisfied, but areas in need of development were also reported, including the flow of information and managerial work. Our occupational health care organisation carried out several ergonomics, age-specific and regular check-ups and participated in an extensive risk assessment effort regarding tasks performed by our employees. Our employees were healthy, with the sick leave rate as low as 2.6%. To improve health and safety at work, a project was launched in summer 2010 to acquire an accident and risk management system for the Group. The system was piloted towards the end of the year and will be introduced within the Group in March 2011, with all safety observations, incidents and risks to be entered and processed in the system. COMPETENT EMPLOYEES ARE THE KEY TO GOOD SERVICE Our operations are undergoing some changes because of new business activities. New types of competence are required in this, so we are supporting the development of professional competence is various ways using a systematic and managed approach.The primary focus is on the development of existing resources, but competent employees will also be recruited out-of-house. A total of nine new permanent employees were hired for the parent company in 2010, and two fixed-term contracts were made permanent. According to the job satisfaction survey, Gasum employees are highly satisfied. The Gasum Group employed an average of 236 people in 2010. Of these 187 were employed by the parent company, Gasum Oy, while 39 were employed by Gasum Energiapalvelut Oy and 6 by Gasum Paikallisjakelu Oy, the two biggest subsidiaries.The percentage of male employees was 65% and female 35%. The average age of our employees was 44, and the average length of employment 15.6 years. A total of seven Group employees retired during the year.Those retiring always take with them tacit knowledge and competence that should be passed on to their successors. Gasum participated in a project on flexible employment in senior years under the national Workplace Development Programme. The project report was completed in spring 2010. In summer 2010 Gasum employed more than 60 summer trainees, with most of them working in maintenance duties. Two students were also working on their Master’s thesis at Gasum: ”Biogas process, bioethanol process and combined process energy balance and carbon dioxide balance comparison” (Noora Niinimäki, Lappeenranta University of Technology) ”Use of portable compressors in natural gas pipeline maintenance” (Matti Heikka, Lappeenranta University of Technology) 22 ANNUAL REPORT 2010
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