Employee development

Most of the PZU Group companies have implemented dedicated procedures and principles related to planning and organization of training and all development activities for employees.

The PZU Group strives to be an employer that gives its employees above-average and flexible development opportunities at an individual and team level and at the level of the overall organization. In planning its development activities it frames them in the context of its strategic business objectives and attaches great importance to selecting optimum forms of development. They contribute to work productivity and employee engagement in the long-run.

The approach to comprehensive development developed in the PZU Group is based on organizing general corporate activities dedicated to various employee groups and individually addressed activities. Training courses and workshops are frequently supplemented with activities which employees do on their own before a training course (form of preparation) and after its completion (mastering knowledge, exercising skills). Enriching traditional training schools with modern solutions such as e-learning, webinars and virtual reality means that the educational offer is ever more attractive, and more widely accessible to employees.

PZU’s priority is to take care of effective knowledge management in the organization - maintain, share and utilize it across areas. That is why more and more frequently managers and specialists are engaged in internal development activities as authors of training programs, educational materials and internal trainers.

Forms of development support available in PZU

Average number of training hours per employee by gender in PZU and PZU Życie (data presented collectively) in 2018⁴

Average number of training days per employee hired under an employment contract in the Bank Pekao Group is 4.08.

Average number of training hours per employee by structure of employment in PZU and PZU Życie (data presented collectively) in 2018

All employees in PZU and PZU Życie to whom bonus systems apply undergo thereunder regular job quality assessments (annually and quarterly).

Percentage of employees subject to regular assessments of work quality and professional development by gender

Regular assessment of the level of attaining objectives and the quality of work makes it possible to verify developmental needs and the action plans focused on developing specialist knowledge to help employees achieve their business objectives and interpersonal and managerial competences – indispensable to engage in effect cooperation.

A development program called New Manager has been prepared with people in mind who are taking up managerial positions in the PZU Group for the very first time. The program’s goal is to aquaint the people with the expectations placed on managers in PZU in terms of their management style and competences (in this manner the Group shapes the desired leadership model). During workshops managers are trained on key managerial competences, inter alia, on providing constructive feedback, holding talks with reports, task management and planning a team’s work. The traditional formula for training is embellished with webinars, teleclasses in micro groups and online tasks.

68 people took part in the New Manager course in 2018.

PZU management may also take advantage of an individual form of support in development, namely a coaching program. External coaches and PZU employees with the appropriate training and experience administer this program.

Coaching is dedicated above all to managers during a time of change, when it is necessary to develop work productivity or devise new solutions. The decision to select this form of development is examined in every case in PZU with the interested person, his or her boss and the HR Business Partner. The interest in coaching is growing from year to year, while new groups of employees, also ones who are not managers voice their demand for this form of development.

The #YouCreatePZU program inspired by the Management 3.0 idea rounds out the training activities regularly conducted in PZU. It is run in the form of regular one-day-long workshops. The topic of the workshops refers to the competences whose development underpins strategy execution and advances innovation, entrepreneurship and team work.

This program aims to augment employee engagement by supporting employees in personal development. It acts as an invitation to co-create the organization by showing that every employee can exert an influence on his or her place of work and may cultivate his or her strengths while simultaneously attaining the organization’s business objectives. The fact that the workshops are run by internal experts and trainers merits attention. This expands the opportunities to develop the program in such a manner that it will contribute to forging a lasting community of employees and a platform for sharing knowledge and best practices. The program is dedicated to all employees from all areas and from all locations in Poland, thereby contributing to developing cooperation across business areas. In 2018 nearly 500 employees took part in the program while classes were held in nine venues. The #YouCreatePZU workshops made it possible, among other things, to build a contact network and share experience in employee groups from different organizational units.

⁴ Estimated data on account of not compiling statistics in this area. Data presented as FTEs.
⁵ Persons under a management contract are not employees of PZU hired under an employment contract.