Telecom rakentaminen Relacom Finland Oy

The objective of EFQM self-assessment concept is to involve employees widely across the organization in the development of our operations. All our business units organize regularly EFQM-workshops for managers, specialists and technicians involving each year around 100 employees. In 2016 we organized across the organization eight EFQM-workshops...

The objective of EFQM self-assessment concept is to involve employees widely across the organization in the development of our operations. All our business units organize regularly EFQM-workshops for managers, specialists and technicians involving each year around 100 employees. In 2016 we organized across the organization eight EFQM-workshops generating a total of 176 development measures related to our business units. During the workshops our personnel identified and prioritized development areas, but also brought up things that are already in a good shape. As the result of the workshops we generated a concrete list to be followed and adapted. Total 96 % of the listed measures were successfully implemented in 2016. One major reason for the success was the continuous monitoring of the development measures

Relacom has put remarkable effort in developing industry leading project management capabilities in 2016. Team members from different Relacom counties have defined and anchored with country organizations a generic, Nordic process model and the methodology which Relacom will apply in managing projects, including familiar Toll-Gate and Milestone...

Relacom has put remarkable effort in developing industry leading project management capabilities in 2016. Team members from different Relacom counties have defined and anchored with country organizations a generic, Nordic process model and the methodology which Relacom will apply in managing projects, including familiar Toll-Gate and Milestone structure applied already now. In Finland internal training is ongoing by having common project days and project report meetings with employees from all the business units together.

Since 2014 Relacom has enabled its personnel to use half a work day per year for charity work. Relacom’s staff members have experienced the joy of giving e.g. by donating blood, helping their neighbors or elderly citizens or collecting money for charity organizations. In addition to that taking responsibility for the environment is a strategic...

Since 2014 Relacom has enabled its personnel to use half a work day per year for charity work. Relacom’s staff members have experienced the joy of giving e.g. by donating blood, helping their neighbors or elderly citizens or collecting money for charity organizations. In addition to that taking responsibility for the environment is a strategic choice for Relacom. As of today, we have, for example, managed to cut the consumption of paper from 8,6 tons down to 2,9 tons since 2011. We are constantly considering new ways to reduce the carbon dioxide emissions caused by our services and transports, for example, by using a vehicle-positioning technique, introducing a new fleet of cars that are Euro 6 compliant, encouraging our personnel to use video conferencing services and online tools to promote remote working and optimizing the use of space in all our offices. In year 2016 we also removed majority of workstation specific mixed waste bins. This had a positive effect on the recycling of materials.

In 2016 we promoted occupational wellbeing by organizing online sessions related to well-being open for all our employees. For the managers, we offered an additional resource discussion model with company health care supplier. This gives them an opportunity to discuss preventively and confidentially any concerns about their team members’...

In 2016 we promoted occupational wellbeing by organizing online sessions related to well-being open for all our employees. For the managers, we offered an additional resource discussion model with company health care supplier. This gives them an opportunity to discuss preventively and confidentially any concerns about their team members’ well-being at work with health care specialists. We also launched a new alternative work arrangement model, which enables an employee to work temporarily in different tasks adapted to his/her current condition and in that way helps the emplyee to adjust to the working life.

Support Functions’ specialists introduced a new support service for managers in 2016. The so-called Clinic Model offered tailor-made support and training for managers challenged to meet the goals. The manager was advised by a multidisciplinary team helping him or her to develop a concrete action plan. The idea behind Clinic Model is to share the...

Support Functions’ specialists introduced a new support service for managers in 2016. The so-called Clinic Model offered tailor-made support and training for managers challenged to meet the goals. The manager was advised by a multidisciplinary team helping him or her to develop a concrete action plan. The idea behind Clinic Model is to share the best practices and increase the feeling of facing challenges together.

Orientation of the new recruits is a vital part of our development of the employees. In 2016 we introduced a new online orientation tool. It helps managers in planning and implementing a comprehensive orientation for new recruits. It also encourages them to take advantage of the expertise of our various specialists. At the same time it supports...

Orientation of the new recruits is a vital part of our development of the employees. In 2016 we introduced a new online orientation tool. It helps managers in planning and implementing a comprehensive orientation for new recruits. It also encourages them to take advantage of the expertise of our various specialists. At the same time it supports the monitoring of progression of the orientation practices. All managers are now making orientation plans online. Each orientation program includes four compulsory trainings and is complemented according to each person’s needs. However, the online orientation tool is not intended only for the benefit of new employees. It can also be taken advantage of when a person moves to another job or returns to work after a longer absence, for example, from a study leave.