Organizational culture

  • Objective of sustainable development strategy :

    Strategic objectives:

    • Creating an organizational culture based on values
    • Staff development

    Operational objectives for 2023:

    • 100% of eligible employees held development conversations with their superordinates based on the updated values
    • Annual implementation of the Development Conversations process

    Achievement of objectives:

    • 97% of employees held development conversations based on the updated values

Customer, People, Innovation, Business Efficiency – the four organizational values of the Śnieżka Group support the implementation of the objectives and the Śnieżka 2023+ Sustainable Development Strategy and are at the same time the foundation of employee attitudes at all levels of the company. The values were updated in 2022 in conjunction with the management staff, and observing them is an important element of building a culture of high commitment at Śnieżka. In 2023, the mission and vision constituting the foundations of organizational values were updated.

Customer

Understanding the customer's perspective and providing optimal products and services

People

Creating a culture of commitment and responsibility by building a climate of cooperation and development in a safe work environment

Innovation

Constant search and implementation of new (digital) solutions and better ways of doing things

Business efficiency

Standardization of activities, rational management of resources and decision-making based on data and facts, considering a strategic perspective

Organizational values determine the methods of carrying out assignments for all employees in the Group. They are also the basis for regular development conversations between employees and their superiors carried out at Śnieżka SA and Śnieżka ToC. In the first half of 2023, 97% of eligible employees of these companies held such conversations based on updated organizational values.

The process of updating mission, vision and values

In 2022, workshops were held among the Management Board and Directors, during which the Book of Values was updated (simplification of entries and redefinition of values from seven to four) and the mission and vision of Śnieżka were updated.

A description of the policies and due diligence procedures applied by the Group in relation to employee issues

The basics and principles of human resources management are defined in the Personnel Policy of the Śnieżka Group. The policy and business strategy are guidelines for actions taken in the field of employee issues.

The Śnieżka Group starts from the assumption described in the Personnel Policy that each employee brings value to the organization. The commitment of employees, their skills and attitudes supporting corporate values allow the Group to establish and achieve ambitious objectives, and employee development and high organizational culture are perceived in the Śnieżka Group as necessary conditions for the development of the entire organization.

  • Employee work regulations,
  • Remuneration regulations:
  • Organizational regulations.

Employee matters are also regulated in other internal regulations and documents, e.g. Regulations of the company social benefits fund.

The unit responsible for activities in compliance with the Labour Code and internal regulations is the People Department of FFiL Śnieżka SA. In achieving the objectives of the Personnel Policy within the entire Śnieżka Group, the leading role is played by the parent company, i.e. FFiL Śnieżka SA. The implementation of solid solutions in subsidiaries is conducted gradually, which enables systematic accommodation of models from the Polish market to foreign markets, taking into consideration their specificity and local law.  The companies’ managers are accountable for maintaining due diligence procedures in the area of employee issues, and they ensure consistency in this respect with the Group by cascading their activities with the competence centre in the parent company.

The Personnel Policy is carried out via plans, programs and tools used in the staff-related and HR processes, including:

  • research on staffing needs,
  • annual employment planning,
  • defining training needs and matching them to the expectations of individual areas,
  • conducting training and development projects,
  • defining a plan of non-wage benefits together with the Social Committee,
  • creating motivational systems,
  • remuneration regulations.

The provisions of the Personnel Policy provide for detailed internal regulations:

  • Equal treatment of job candidates and employees, counteracting any manifestations of discrimination and guaranteeing equal opportunities and proper protection of personal data. The compliance of the recruitment process with the assumptions is verified during the periodical process of assessing candidates and employees and while verification of their experience.
  • The aim of the recruitment processes at FFiL Śnieżka SA is to employ people with the best qualifications and competences and who relate to the values of the organization. The Company’s employees are encouraged to participate in internal recruitment. They can also take part in the Referral Program.
  • Enabling training and other development activities for all employees. The availability of training is determined by:
    • organization’s business needs and opportunities,
    • the need to have knowledge, qualifications, skills or competences for a specific position,
    • diagnosed employee development needs,
    • opportunities to acquire skills and competences supporting the implementation of the organization’s business strategy.

Development programs are supported by internal and external expertise.  Śnieżka Academy  an internal proprietary training program is conducted, for example.  The program training is run by qualified employees of FFiL Śnieżka SA and Śnieżka ToC. The Company also finances English classes, and during onboarding, mandatory training includes: cybersecurity classes.

  • Good practice – SAFE+

    In 2023, practical, additional first aid training commenced – white collar workers of FFiL Śnieżka SA and Śnieżka ToC as well as blue collar ones from Brzeźnica, Pustków and Lubzina participated in them – a total of 359 employees out of 385 eligible. In 2024, similar training is scheduled for employees of the Logistics Centre in Zawada, the Rafil company in Radom and administration employees of FFiL Śnieżka SA and Śnieżka ToC.

  • Ensuring a coherent remuneration system based on the evaluation of job positions (classification categories assigned to individual organizational positions) and on the market remuneration analysis. The basis for valuation is the assessment of responsibility at individual positions. The company also offers employees monthly, quarterly or annual bonuses depending on the type of position held. More information in this respect can be found in the People section of this Report.

Employer Branding activities

The Śnieżka Group’s objective is to reduce the turnover rate, retain talent in the organization and win the best candidates from the market. The implementation of these assumptions is supported by Employer Branding activities, which were carried out both inside and outside the organization in 2023:

  • Śnieżka SA and Śnieżka ToC’s employees regularly received newsletters. Throughout the year, the Group sent a total of 99 communications.
  • in line with the introduced principle of cascading communication, superiors are obliged to provide on-going, clear and reliable information to their subordinate teams.
  • all employees employed in the Group’s Polish companies received three issues of the internal magazine W Kolorze (In Colour) containing the most important news about the organization. The magazine was published and was also available in an electronic version on an internal training platform.
  • The Group’s social media provides open and transparent communication on events essential for the organization and interesting facts about the Group and individual companies. The purpose of social media communication is to build a community interested in the Śnieżka Group.
  • There is a dedicated website for communication with potential employees https://kariera.sniezka.pl/.
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