Personnel

  • Digia's market recognition continues to grow

  

Personnel in figures

During 2010, the number of employees in Digia increased by 87 persons (+ 5,9%). This growth was purely organic. At year-end there were 1,558 employees, of whom 12.6% worked outside Finland. Staff turnover was 8.5%, which increased a bit.

The average age was approximately 36.1 years, a bit higher than in 2009. Women made up 22.1% of personnel, which was a slight increase.

Recruitment

Digia significantly increased its recognition and attractiveness as an employer. The number of job applications received almost doubled since 2009. Around 6,000 applications were received during the year.

In addition to traditional recruitment channels, Digia increasingly focuses on its visibility and online presence, including in the social media.

Work environment

The annual work environment survey provided plenty of feedback and good improvement suggestions. This year's response rate was particularly high, at over 83%. The overall ratings were similar to those of the previous year.

The company’s security as an employer, the company's financial success and future prospects were given noticeably positive ratings. Personnel also highly rated communications and leadership at Digia. Processes were further refined in response to feedback. This included areas such as performance reviews, feedback and incentive systems.

Employer-employee cooperation

Digia continued to work closely with staff representatives, most crucially via the Cooperation Team, to which employees elect representatives. In accordance with the collective labour agreement system, the shop steward and his or her deputy are permanent members of the Cooperation Team.

In late 2010, Digia made its first completely local agreement on salary reviews. Previously, only some salary reviews could be made locally. This agreement entailed higher salary levels than the minimum agreed with the unions. However, it also took account of differences between sites and of individual cases for raises. Pay rises will take place between November 2010 and April 2011.

Occupational safety activities are performed regionally. The company has an occupational safety delegate, an occupational safety committee and occupational safety representatives in various locations. The occupational safety committee convened twice during the year.

Training

Digia is skilled in developing its competence in line with demand and technology trends.

Competence in Microsoft SharePoint, Java EE, Oracle, IBM and other technologies was reinforced. Digia trained successfully also a significant number of Qt and MeeGo experts. This was achieved through external and internal training sessions, and certification tests. On average, almost weekly training events and best-practice briefings were arranged on the following: various technologies, tools, operating models and certain employee roles. A special emphasis was given to specification expertise, through regular training sessions.

The number of Scrum experts grew to over 100, due to the new Certified Scrum Master (CSM). Digia also extended the skills of its own instructors and trainers.

Managers were trained in the ‘proactive care model,' and the model was made available to all personnel. This model aims at the earliest possible intervention in difficult workplace situations. Solutions are sought together with occupational health care and other experts.

Employee well-being

Digia organises an annual well-being event. This reminds employees of how easy and important it is to take everyday, functional exercise. Based on a different theme every year, these events are held in every Digia region. In 2010, the well-being event involved occupational health care partners and service providers, as well as clubs and associations.

Employee benefits were provided to foster well-being. These included luncheon vouchers and meal tickets for daily meals. Occupational health care services were also provided, either through health insurance or by contract with private clinics. Digia also offers dentistry services to employees. Culture vouchers were introduced in 2010, supporting a balance of both fitness and cultural activities. Through both exercise and cultural pastimes, these versatile vouchers have motivated many employees to take care of their well-being.

Digia enhanced its employees' work-life balance. This was achieved through flexible working hours and, for example, childcare services when children fall sick. An average of 3.5% of personnel were fully absent from work due to longer-term leave. A similar number were employed part-time or on an hourly basis.

A similar budget to last year was allocated to the OpenClub, which coordinates leisure activities for employees. Clubs related to various activities were established in several locations. Examples of OpenClub leisure activities include theatre visits, sports clubs and bands around Finland. One of Digia's bands, Open Stones, once again reached the final of the national Firmarock music competition. Digia's OpenClub bands have been represented among the top bands for several years.

 

Recruitment process

Career opportunities

 

 

Click chart to enlarge