CMP’s human resources activities are designed to realise the company’s operational goals through active support measures in leadership, employee development, and occupational health and safety. These activities strengthen the partnership between the company and its employees and promote a strong commitment to help develop the company.
In CMP’s human resources activities dialogue is a key factor, which colours as many measures and activities as possible. Each year CMP holds a number of dialogue meetings, both general meetings at company level and smaller meetings at departmental level or between a manager and his or her employees. Dialogue ensures straightforward and open contacts, which makes things easier in many ways. It increases our employees’ understanding for CMP’s development while making it easier to identify individual employees’ requirements and wishes and link them to the needs of the organisation.
CMP’s human resources activities are focused on the following areas:
- Leadership development
- Organisational development
- Employee development
- Occupational health and safety
Leadership development
Leadership development focuses on managers and specialists and comprises mandatory and individual courses, programmes and other measures. The goal is to develop leadership in these groups based on a long-term, consistent approach. An important ambition is to ensure that leadership at CMP always has a constructive and encouraging character, focusing on opportunities and available resources rather than on problems and shortcomings. This attitude inspires all training and skills development activities offered by the company. The current range of courses covers basic leadership, coaching, appraisal interviews and financial control as well as external courses on subjects such as the international shipping market.
Organisational development
Organisational development covers all members of staff. It is designed to improve efficiency and strengthen collaboration in the organisation in a way that benefits the employees as well as the organisation. It covers courses on occupational health and safety, IT, languages and culture as well as general dialogue meetings for the whole organisation where CMP’s goals and operations and relevant external issues are identified and comprehensively addressed.
Employee development
Employee development activities are designed to ensure that the company always has knowledgeable and committed employees, making CMP a stimulating, attractive and profitable company. A key instrument is the appraisal interview, which each manager conducts with his or her employees at least once a year. The appraisal interview provides an opportunity for an important dialogue that defines the framework for each individual’s development in coming years, for instance with regard to courses and other skills development. For CMP the appraisal interview is a process that is followed up, evaluated and developed to suit each particular situation, from the employee’s and the company’s perspective.
Occupational health and safety
CMP offers a good work environment, both physical and mental, where the health and safety of employees is the key priority. CMP’s occupational health and safety activities are based on the risks associated with port operations – risks which are mapped, evaluated and managed in an effective manner. In these activities legislation and regulatory requirements are viewed as minimum standards. The company’s systematic work in this field comprises safety inspections, workplace meetings and continuous reporting of any nonconformities. In the company’s day-to-day operations work environment issues are handled by supervisors in collaboration with union safety representatives. General issues are handled by local safety committees in Malmö and Copenhagen. CMP also has one full-time health and safety engineer to support its occupational health and safety activities.
Focus areas in 2009
The sharp economic downturn in 2009 had a negative impact also on CMP. To adjust to the weak market conditions, the company was obliged to cut down on staff, reducing the workforce by 13 %. For CMP a key concern was to ensure that this adjustment was implemented in a professional and responsible manner. The affected staff were offered various forms of adjustment support to secure their financial situation and help them look for new opportunities in the labour market.
In 2009 new dialogue meetings were arranged with all employees. The meetings covered CMP’s environmental activities as well as the issue of how the company is affected by economic developments. In Malmö and Copenhagen CMP also arranged cooperation forums on four occasions. The forums bring together the union organisations and representatives of the company’s management and business areas. Agenda items include information from the organisation and reviews of key performance indicators, statistics and work environment issues.
As part of its occupational health and safety activities, CMP also conducted safety inspections in all business areas and in its engineering operations in Copenhagen and Malmö. The local safety committees in Malmö and Copenhagen held four minuted meetings each and also conducted training programmes on occupational health and safety regulations and the responsibilities of managers and supervisors on four occasions.
