In human resources management, the Triglav Group is aware of invaluable contribution of each individual. The Group follows the revised Strategy to 2015, believing that mutual understanding and common action are based on two-way communication, proactive leadership, identification of the best employee qualities and the boosting of employee development – all of which are encouraged with material and non-material forms of remuneration. Recruitment activities in 2011 were marked by the adopted plans, the implementation of business objectives and integrated, cost management.

With regard to human resources management, the following guidelines remain at the forefront of the revised Triglav Group Strategy:

• successful management of the number and structure of staff in dependence of process redesign and reorganisation;
• increased mobility and internationalisation of human resources;
• identification of prospective employees and planning their career paths;
• development and retention of key, promising employees;
• renewal of the organisational culture in compliance with the reorganisation of processes in the Group; and
• increasing the share of performance-related pay for high achievers.

Employment policy

Thanks to the security of employment, the size of the business system, and its values and reputation, gaining employment with either the parent company or the Triglav Group represents a challenge for experienced professionals and managers, and an opportunity for young and promising employment seekers. Triglav scholarship holders are also given an opportunity to assert themselves. Surveys conducted in recent years have shown that Zavarovalnica Triglav has staff of above-average quality and that they are well taken care of.

The employment policy based on prudent planning and staff selection, training and motivation is, consequently, reflected in the quality of products and services, and in motivated and loyal employees. Its aim is to contribute to achieving good business results and long-term business development, and to allow for the selection from among the best on offer in the labour market.

Ethical conduct

In 2011, respect for ethical principles was confirmed by signing the Declaration on Fair Business and by embedding integrity into the foundation of the renovated identity of the Triglav brand (see also Items Brand-building of Triglav, and  Corporate social responsibility/Commitments to external initiatives). Great emphasis is placed on the attitude of employees to clients and business partners, and to tolerant and fair relations between employees and a proper work attitude. The Triglav Group builds its reputation on maintaining the highest standards of business ethics and equitable partnerships, rejecting any discrimination among employees, clients and partners. No case of discrimination was recorded in 2011.

Absenteeism

The rate of absenteeism in Zavarovalnica Triglav dropped compared to 2010 by 0. 10 percentage points and was 0.79 percentage points below the national level reported for the Republic of Slovenia (data for January-September 2011). This proved a continuing downward trend in absenteeism rate. Temporary absence from work due to illness or injury is measured by the number of lost working days in a year. In terms of sickness benefits determined by law, there are two categories absence due to ill health: sick leave paid by the employer (up to 30 days) and sick leave with benefits reimbursed by the Health Insurance Institute of Slovenia (ZZZS) (sick leave above 30 days, care for and/or accompanying a sick person, and blood donations).
 

Absenteeism rates in Zavarovalnica Triglav and Slovenia by year and type of sick leave

				v %
Year	Paid by Zavarovalnica Triglav	Paid by  ZZZS	Rate of absenteeism in Zavarovalnica Triglav	Rate of absenteeism in Slovenia *
2006	2.29	1.74	4.03	4.09
2007	2.31	1.76	4.07	4.21
2008	2.34	2.05	4.39	3.69
2009	2.36	1.74	4.10	4.00
2010	2.23	1.58	3.81	4.17
2011	1.98	1.73	3.71	4.50**

^* Source: Health Insurance Institute of Slovenia - sick leave data base
^** Data from January to September 2011

The share of work days lost due to sick leave reimbursed by Zavarovalnica Triglav decreased by 0.25 percentage points, while there was also a 0.15 percentage point increase in the share of work days lost due to sick leave reimbursed by the Health Insurance Institute of Slovenia.

Labour turnover

In 2011, 49 employees were recruited and 90 left the Company. Labour turnover in Zavarovalnica Triglav was at a rate of 3.6%. The trends registered in previous years generally continued. Among leavers, the main reason was the retirement of staff in the older age group (above 56 years of age), and among newly employed the majority were between 20–30 years old. Men slightly prevailed among the newly recruited employees (53%), while among the leavers the percentage by gender was equal (50%) in contrast to the previous year when men prevailed (58%).

Number of persons who left and joined Zavarovalnica Triglav in 2011 and their age 

	Those who joined		Those who left
Age group	Number	As a %	Number	As a %
20-25	10	20.4	8	8.9
26-30	16	32.7	12	13.3
31-35	6	12.2	6	6.7
36-40	9	18.4	5	5.6
41-45	6	12.2	5	5.6
46-50	0	0.0	10	11.1
51-55	1	2.0	11	12.2
56 and over	1	2.0	33	36.7
TOTAL	49	100.0	90	100.0

 

Number of persons who left and joined Zavarovalnica Triglav in 2011 and their gender

			Thoese who joind			Those who letf
Age group		Number	As a %	Number		As a %
Men		26	53.1	45		50.0
Women		23	46.9	45		50.0
TOTAL		49	100.0	90		100.0