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Striving for top performance
By enhancing the overall competence level Stora Enso differentiates itself from competitors. Creating common guidelines for local units in their practical development work, sharing best practice and addressing job mobility are some of the means used. Increasing competence and skill among employees is recognised as correlating strongly with job-motivation and commitment.
A management audit programme is being developed to facilitate the management of top talents by pinpointing existing talent, obtaining a broad understanding of potentials and achievements as well as identifying the gap for the recruitment of new talent. One challenge is to attract new students to enrol in forestry-related programmes in order to secure the future recruitment base. We are working actively to enhance the image and knowledge of the industry among high school and university students and among local communities.
The practical leadership-training programme emphasising top leadership and role modelling will be finalised during 2002. To maximise success we will continue to communicate and anchor visions, missions and values among different inter-cultural groups.
Stora Enso's performance-based bonus system for employees is based on Company profits and the achievement of key business targets. For managerial and specialist staff an option/synthetic option programme is in place. The incentive programmes are described in detail in Financials 2001 under Note 23.
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