kone-sustainability-report-2016-en

36 / 52

KONE 2016 | SUSTAINABILITY REPORT OUR PEOPLE
36
Clear rewards
Our reward framework is intended to inspire,
motivate and engage employees through easy-
to-understand policies, guidelines, and practices
that are aligned with our business strategy and
development programs. We invest significantly
in a range of monetary and non-monetary
rewards offered to employees, and we call
this total reward. This framework focuses on
pay for performance and our aim is to make it
transparent and to communicate about it clearly.
While reward policies are consistent across KONE,
the practices are flexible to meet local needs.
The compensation and other benefits of the
Board of Directors, President and CEO, and the
Executive Board are disclosed in KONE’s Annual
review 2016 (p. 55-56).
Safety is our highest priority
KONE’s safety and well-being programs
continued during the reporting year. At KONE
safety is our highest priority. This means
making sure each of our employees has the
necessary competence, tools and instructions
to perform their work professionally and safely.
KONE employees receive training on health
and safety, and safety is a key element in all our
product and operations training. A wide variety
of training solutions are used, from classroom
based training and eLearning to on-the-job
training. Toolbox talks serve to communicate
short refreshers and safety messages to field
employees.
KONE established a new operating model
for managing safety during 2016. The KONE
Way for Safety model was developed using
benchmarking from outside the industry to
identify best safety practices. It provides a
harmonized structure for safety management
across KONE, for all our employees and
subcontractors. These globally defined rules
and methods are to protect the safety of our
workers and that of anyone else who may be
affected.
Every leader is responsible for providing their
team with all the necessary means for working
safely. Managers perform regular audits to
measure compliance with KONE’s policies,
rules, and defined working methods. Corrective
actions are taken if deviations are identified.
KONE also conducts process audits to identify
possible obstacles to work safety. If any are
found, the work in question is stopped until a
safe method is approved.
Average workforce tenure in years
(2015 figures in brackets)
China 3.6 (3.18)
United States
India
France
Finland
Australia
Spain
6.9 (7.50)
5.3 (5.20)
11.3 (10.75)
11.6 (11.63)
United Kingdom 8.6 (8.64)
7.6 (7.76)
8.9 (6.31)
Italy 13.8 (13.16)
Germany 11.2 (11.65)
Personnel by country Dec. 31, 2016
10 largest countries
(2015 figures in brackets)
14,892 (14,057)
United States 5,197 (4,672)
India 4,287 (4,078)
France 3,007 (3,048)
Finland 2,207 (2,142)
Germany 1,943 (1,910)
Italy 1,940 (1,969)
United Kingdom 1,917 (1,867)
Australia 1,468 (1,376 )
Spain 1,011 (1,009)
China
46,000 employees
from 50 countries
had access to trainings via
3,456
courses available in
30 different languages
124,000
e-learnings completed in the
TRAINING HIGHLIGHTS