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Year after year, Kraton Chemical Company in Oulu succeeds in getting eager young workers as substitutes and trainees. Effective cooperation with the local schools and colleges, and looking after the needs of the young people pays off.
Mobile workers are usually ones who enjoy the independence of the work. They may still feel that they belong to a group, explain three employees of Kone Corporation, which manufactures lifts.
Technological advancements has significantly lightened the work of truck drivers, but tightened timetables add to the stress of mobile work. Driving time regulations, good work planning and measures to improve the worker’s well-being help drivers to cope.
At the beginning of the decade, problems arising from physically heavy work were seen at the regional health care centres of Central Finland. Developing ergonomic working methods and investing in patient handling devices significantly improved the daily life of the nurses as well as of the patients.
The Unit of International Affairs at Kela (The Social Insurance Institution of Finland) is located in premises that have been renovated with the aim of enabling work that demands concentration. There are no private work rooms, but many other means are used to support concentration-demanding work in a multi-space office.
How do shift work, night work and overtime work affect the life of employees and supervisors? Researchers emphasize the importance of recovering and getting enough sleep. The employees and manager of Prisma supermarket at Kannelmäki tell us what working 24/7 means in practice.
Four years ago a 12-hour work-shift system was taken into use at BillerudKorsnäs paper mill. It has proven to be outstanding compared to 8-hour shift systems.
Controlling chemical risks is a question of life and death in the glue business. Risk control and safety are in top shape at Kiilto, an enterprise specializing in adhesive substances. Each employee is encouraged to develop and improve his work environment.
Safety is everybody’s business at the Yara factory in Siilinjärvi.
Fluent work, freedom of choice, grand parents’ leave, clear interaction models, a strong emphasis on the employees’ wellbeing-at-work. Creativity is not possible without trust, and motivated people provide the best customer services.
The work contracts on construction sites are divided among several enterprises. The work orientation and guidance of the workers has to be planned in detail.
The 2+1 coaching model used at Skanska’s construction sites helps students in the construction sector to get a grip on work life. Older and more experienced workers train the young people, and in this way also get more motivation for their own work careers.
