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Ferrosan employees are responsible for solving a broad range of problems in an international company and constantly face new challenges
Ferrosan wants to ensure that our employees know the mission, strategy and direction we want to pursue. It is the responsibility of the management team to formulate and communicate Ferrosan's overall direction and goals.
To ensure that all employees are familiar with the overall goals, including those of their department and their personal goals, we have introduced Key Performance Indicators (KPI). In this way, each individual employee knows his or her key targets for the coming year. The KPI setting is part of what we call our "People Process".
The People Process
Besides setting personal targets, the Ferrosan People Process ensures that employees get regular feedback on their performance and personal development, in terms of results achieved compared to KPIs as well as on behaviour compared to our Values and Employee Guidelines.
The People Process includes several steps, starting with the definition of new targets (overall and at departmental level) for the coming year; these targets are defined for each employee so everybody knows what to contribute to the overall goals for the coming year (personal KPI). By mid-year, KPIs are reviewed and adjusted if necessary, and feedback is given to each individual employee. At the end of the year, all KPIs are evaluated and an overall organisational and employee review is performed. This review provides the basis for personal, as well as organisational development initiatives.
Creating a competent and efficient organisation is a combination of having the right people with the necessary competencies in an optimal organisational setup. At Ferrosan we continuously evaluate our employees, as well as our organisational structure to ensure that we are on top of the market situation and our strategic goals. In that way we also create new development opportunities for the employees.
Personal Development
Ferrosan employees are responsible for solving a broad range of problems in an international company and constantly face new challenges, e.g. new clients, products and technologies, new problems and new colleagues. Meeting these challenges will often require diligence, independence, co-operation, and support/coaching from our colleagues. We rely heavily on a person's ability to co-operate, as well as the ability to motivate and inspire colleagues at all levels.
Furthermore, we offer formalised training programmes that build professional competencies as well as leadership skills. These programmes are individually tailored and include intensive on-the-job training.
The fact that Ferrosan is an international company enables our employees to create international networks through their work, often across national boundaries. You will develop a growing international network of personal contacts.
To ensure that all employees are familiar with the overall goals, including those of their department and their personal goals, we have introduced Key Performance Indicators (KPI). In this way, each individual employee knows his or her key targets for the coming year. The KPI setting is part of what we call our "People Process".
The People Process
Besides setting personal targets, the Ferrosan People Process ensures that employees get regular feedback on their performance and personal development, in terms of results achieved compared to KPIs as well as on behaviour compared to our Values and Employee Guidelines.
The People Process includes several steps, starting with the definition of new targets (overall and at departmental level) for the coming year; these targets are defined for each employee so everybody knows what to contribute to the overall goals for the coming year (personal KPI). By mid-year, KPIs are reviewed and adjusted if necessary, and feedback is given to each individual employee. At the end of the year, all KPIs are evaluated and an overall organisational and employee review is performed. This review provides the basis for personal, as well as organisational development initiatives.
Creating a competent and efficient organisation is a combination of having the right people with the necessary competencies in an optimal organisational setup. At Ferrosan we continuously evaluate our employees, as well as our organisational structure to ensure that we are on top of the market situation and our strategic goals. In that way we also create new development opportunities for the employees.
Personal Development
Ferrosan employees are responsible for solving a broad range of problems in an international company and constantly face new challenges, e.g. new clients, products and technologies, new problems and new colleagues. Meeting these challenges will often require diligence, independence, co-operation, and support/coaching from our colleagues. We rely heavily on a person's ability to co-operate, as well as the ability to motivate and inspire colleagues at all levels.
Furthermore, we offer formalised training programmes that build professional competencies as well as leadership skills. These programmes are individually tailored and include intensive on-the-job training.
The fact that Ferrosan is an international company enables our employees to create international networks through their work, often across national boundaries. You will develop a growing international network of personal contacts.
