KGHM carries out an internal and external recruitment to ensure a highly qualified workforce. The company is committed to maintaining its employer of choice brand for current and potential employees. In a dialogue with the labour market, this image is reinforced by emphasising in the job offers the organisational culture based on values and benefits for employees.
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KGHM’s core values, which unite all employees and the entire organization, are: teamwork, accountability, courage and results driven. They form the DNA of the organization and help us make the right decisions and build KGHM step by step.
A detailed description of the above values can be found in the chapter on corporate governance – Ethics and Values.
At KGHM, relationships with employees are built on many levels and with the use of many tools, and communication concerns their first steps in the company as well as development, involvement and benefits.
Introduced in 2020; its goal is to familiarize new employees with the organization, its structure, goals, and rules of operation. As a result, they are able to get up to speed with the organization quickly and move on to their actual tasks. During the training, employees learn about the company’s mission, vision, strategy, line of business, production process and the rules of movement. HR issues are also discussed during the training.
Conducted regularly using various tools. Important players in this process include: trade unions, the Ethics Committee, a mediator or the whistleblower platform. KGHM also conducts an employee engagement survey at its Head Office and Divisions to diagnose the strengths and weaknesses of the Company’s organizational culture and identify areas for change. In 2022, the survey was conducted for the second time and focused on key areas for KGHM. 71.3% of employees, or more than 13 thousand people, participated in engagement survey about the work environment, which was carried out under the motto “Let’s talk about the company, because copper unites us”. It was combined with a charity event – each completed survey was also a donation that the company donated to charity. The strategic partner of the survey was once again the research team from the University of Warsaw led by Prof. Grażyna Wieczorkowska-Wierzbinska PhD hab., Head of the Academic Unit for Organizational Psychology and Sociology at the Faculty of Management of the University of Warsaw.
After the first edition (in 2021), a number of activities were introduced, the need for which arose directly from the survey. These include, among others, the KGHM Giants, a program addressed to lowest level managers of KGHM’s Head Office and Divisions, with the aim of developing leadership skills that have a direct impact on the effectiveness and commitment of employees. The program also included workshops on emotional management and psychological support for employees.
A response to the diverse needs of employees in different areas of life, including physical health, mental health, leisure time or the pursuit of their passions. The offer of benefits at KGHM also includes material and social support for employees financed from the Company Social Benefits Fund.
The Company Social Benefits Fund is used to subsidize children’s and youth recreation (organised by the employer and individually), cultural and educational activities, sports and recreational activities, payments for the stay of a child in a nursery, children’s club, kindergarten and other forms of pre-school education. In addition, employees, former employees, retirees, pensioners and heirs may receive non-refundable financial assistance such as allowances in the event of individual accidents, natural disasters, long-term illness or death. They are also offered assistance during periods of increased expenses (such as the Christmas holidays), material assistance in the form of prepaid cards, or reimbursable housing assistance. For more information on benefits, see the Management Board’s Report on the Activities of KGHM Polska Miedź S.A. and of the KGHM Polska Miedź S.A. Group.
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KGHM attaches great importance to communicating with its employees. In order to make it as effective as possible, it uses a variety of tools and channels to reach different groups of employees.
Are internal portals for employees. Intranet has been designed for office workers with company email accounts, while Extranet for production workers without company e-mail accounts. They are a collection of the most important information, but also a site that directs to all company applications, business areas or internal normative acts. The Intranet and Extranet offer lots of information ordered into sections, including information about the company itself and also about leisure-related topics. In selected divisions, employees can use the portals to submit a holiday leave application, check the status of their daily wages or take advantage of benefits.
Is a system of devices/TV sets that display a variety of content, including announcements from the Management Board, information about outstanding employees, and employee achievements. This channel is also used to broadcast health and leisure programs, reaching a large number of employees who do not have access to the Intranet or Extranet.
KGHM’s internal newspaper, which is used to reach employees who do not work with computers and do have no company e-mail addresses. Most of them are blue-collar workers in metallurgical facilities, mines and ore enrichment plants. The newspaper is published every two weeks with a circulation of 15 thousand copies; 22 issues were published in 2022, including a special supplement on KGHM’s Human Rights Policy. The “CUrier” is available in printed form, distributed at the entrances to the plants, and in electronic form, available on the Intranet and Extranet.
In addition to the above, other media are also used to reach employees, such as notice boards, posters or roll-ups.
Major information and education campaigns carried out in 2022
- Zero accidents at work – articles and publications on safe conduct and the OHS Golden Rules. The campaign presented the activities and mechanisms in place to improve occupational safety.
- Cybersecurity information campaigns.
- Promotion of vaccination against COVID-19 – organisation of mobile vaccination points in KGHM Divisions in cooperation with MCZ S.A., educational actions, articles and materials presenting profiles of medical specialists and interviews with them, publication of stories of KGHM employees who suffered from COVID-19, boards and roll-ups with the “I am vaccinated” slogan and log-in screens encouraging vaccination.
- Anti-alcohol and anti-drug campaigns.
- Keeping employees informed of the Management Board’s strategic moves.
- Information activities aimed at developing strong identification of employees with the company in areas such as production performance, additional cash payouts or benefits offered.
- Education and promotion of a program implemented in KGHM (Digital Place) addressed to the group of program ambassadors from KGHM divisions (about 300 employees).
- Campaigns promoting professional activity.
- Education and promotion of a program implemented in KGHM/Digital Place. Knowledge improvement activities.
