Human resources

NIB's staff is both professionally and culturally diverse. The Bank aims to attract and retain experienced and talented people who possess the competencies and skills to effectively implement NIB's mandate.

NIB encourages professional development. The Bank offers staff members opportunities to grow professionally through training, job rotation, secondments or new tasks within their own field of expertise. The benefits of this development are twofold: the individual's job satisfaction increases, while the Bank better utilises its human resources.

In 2010, a new tool—resource planning—was used in the yearly business planning processes. This allowed the departments to better assess resource gaps and determine how resources can and should be used.

NIB's staff

The majority of NIB's staff members are employed on a full-time basis and have permanent employment contracts. At the end of 2010, NIB had 171 employees in permanent positions, comprising 82 women and 89 men, representing 11 nationalities.

In addition, 8 persons worked in temporary positions, resulting in a total of 181.6 employees on average during the year. The exit turnover for staff in permanent positions was 6.9%, as 12 employees left the Bank during 2010. The average age of NIB's employees in permanent positions was 45.2 years, and the average length of service was 10 years.

When recruiting, NIB emphasises professional qualifications and experience. In 2010, the Bank hired 2 women and 2 men for permanent positions. All new employees originated from Finland.

Human resources development

In 2010 the results from the Job Satisfaction Survey conducted in 2009 formed the basis for most of the human resources development activities. Three main areas were identified for development: communication and information; prioritisation, presence and visibility; and leadership and management.

Progress was made in all of these areas. To address leadership and management issues, for example, workshops and training programmes aimed at building a common understanding of the role of supervisors in different parts of the Bank with focus on people, performance and leadership leverage were arranged.

Other training sessions were planned according to the needs defined during the yearly Personal Appraisal and Development Discussion (PADD) process. Many types of training—from financial modelling and procurement to negotiation skills—were arranged internally, while external training focused on risk awareness.

The internal training activities also included language training in 10 languages and ICT training in various Microsoft Office programs.

The average number of training days per employee in 2010 was 5.8 days.

For more information on NIB's employees, see Note 5 in the Financial Report.

Well-being and safety

NIB provides both occupational healthcare and medical care services to its employees and offers extensive insurance cover for its staff. As a means of further improving the overall insurance cover of the staff, NIB took out a group disability insurance policy in 2010.

NIB's Staff Activity Club organises social and cultural activities, which also enhance workplace satisfaction and encourage employee networking, an especially important factor for employees who come from outside Finland.

The Initiative of the Year was introduced in 2010. The initiative or idea which best supports NIB's values, mandate, operational goals and/or working climate will be rewarded with a prize. An initiative may concern any area of the Bank's activities.

The sum of the percentage shares may not total 100% due to rounding.