Almost a hundred Hansel employees
Hansel’s personnel continued to grow in 2018. At the end of the year, Hansel employed 95 people. Twelve new employees were recruited and nine people left the company over the course of the year. Five of the leaving employees resigned and in the case of four people, a fixed-term employment relationship ended. Hansel interviews all leaving employees to determine their views of Hansel as an employer and any development needs, as well as to receive feedback.
For more specific information, please see the statistics that indicate five-year time series for selected indicators.
Number of personnel
|
2018 |
2017 |
2016 |
2015 |
2014 |
| Number of personnel at the end of financial period (person-years) |
92 |
90 |
72 |
74 |
77 |
| Average number of personnel during the financial period (person-years) |
90 |
83 |
73 |
73 |
75 |
| Valid employment contracts on 31 December |
95 |
94 |
75 |
76 |
80 |
| Valid permanent employment contracts on 31 December |
94 |
90 |
75 |
74 |
77 |
| Valid fixed-term employment contracts on 31 December |
1 |
4 |
0 |
2 |
3 |
| Full-time fixed-term employment contracts on 31 December |
0 |
3 |
0 |
0 |
2 |
| Part-time fixed-term employment contracts on 31 December |
1 |
1 |
0 |
2 |
1 |
| Full-time employment contracts (fixed-term and permanent) on 31 December |
92 |
91 |
73 |
74 |
79 |
| Maternity/child-care leave on average |
3 |
2 |
1 |
1 |
2 |
| Permanent employment contracts on 31 December, % |
98.9 |
95.7 |
100.0 |
97.4 |
96.2 |
| Fixed-term employment contracts on 31 December, % |
1.1 |
4.3 |
0.0 |
2.6 |
3.8 |
Employees by gender
|
2018 |
2017 |
2016 |
2015 |
2014 |
| Male |
43 |
45 |
36 |
38 |
34 |
| Female |
52 |
49 |
39 |
38 |
45 |
Average duration of employment
| Years of service |
2018 |
2017 |
2016 |
2015 |
2014 |
| 40 or more |
2 |
2 |
2 |
2 |
5 |
| 30–39 |
3 |
3 |
3 |
3 |
3 |
| 20–29 |
0 |
0 |
0 |
0 |
0 |
| 10–19 |
23 |
21 |
16 |
15 |
9 |
| 4–9 |
25 |
26 |
31 |
32 |
33 |
| 1–3 |
33 |
15 |
14 |
19 |
23 |
| Less than a year |
9 |
27 |
9 |
5 |
6 |
| Number of employees total |
95 |
94 |
75 |
76 |
79 |
Employees by age
Personnel turnover
|
2018 |
2017 |
2016 |
2015 |
2014 |
| New employment contracts |
12 |
28 |
10 |
8 |
11 |
| of which fixed-term contracts |
3 |
5 |
1 |
5 |
6 |
| Terminated employment contracts |
9 |
10 |
11 |
11 |
10 |
| of which retired |
0 |
1 |
0 |
3 |
1 |
| Termination of fixed-term employment contract |
4 |
1 |
2 |
4 |
5 |
| Resignations |
5 |
8 |
9 |
3 |
4 |
| Dismissals |
0 |
0 |
0 |
1 |
0 |
| Average turnover, % |
11.1 |
20.2 |
14.0 |
12.5 |
13.1 |
| Exit rate, % |
9.5 |
10.6 |
14.7 |
14.5 |
12.5 |
| Exit rate, resigned employees, % |
5.3 |
8.5 |
12.0 |
3.9 |
5.0 |
New employees
| Male |
Female |
30 years of less |
31–39 y |
40–49 y |
More than 50 years |
| 25% |
75% |
33% |
33% |
17% |
17% |
Sick leave and accidents
|
2018 |
2017 |
2016 |
2015 |
2014 |
| Number of accidents leading to sick leave annually |
2 |
2 |
5 |
4 |
2 |
| Number of accidents during working hours annually |
2 |
2 |
1 |
1 |
1 |
| Fatalities |
0 |
0 |
0 |
0 |
0 |
| Sick leaves, including caring for a sick child (days per person-year) |
2.2 |
3.5 |
6.1 |
9.7 |
9.0 |
| Sick leaves, excluding caring for a sick child (days per person-year) |
1.8 |
3.1 |
5.0 |
8.6 |
7.6 |
| Short-term sick leaves (1–3 days), excluding caring for a sick child (days per person-year) |
1.8 |
2.1 |
2.6 |
3.0 |
2.5 |
| Sick leaves total, excluding caring for a sick child (person-years) |
0.7 |
1.1 |
1.6 |
2.7 |
2.4 |
| Sick leave rate, including caring for a sick child (%) |
1.0 |
1.5 |
2.6 |
4.1 |
3.8 |
| Sick leave rate, excluding caring for a sick child (%) |
0.8 |
1.3 |
2.1 |
3.6 |
3.4 |
| Health care expenses (€/person/year) |
305 |
351 |
465 |
657 |
721 |
| Personnel recreation expenses (€/person/year) |
407 |
260 |
397 |
314 |
456 |
Education
|
2018 |
2017 |
2016 |
2015 |
2014 |
| Master’s level degree, % |
61 |
61 |
61 |
63 |
58 |
| Bachelor’s level degree, % |
5 |
7 |
7 |
5 |
3 |
| Master’s degree from a university of applied sciences, %* |
5 |
3 |
– |
– |
– |
| Bachelor’s degree from a university of applied sciences, % |
14 |
11 |
12 |
12 |
10 |
| Secondary education degree + other degrees, % |
10 |
13 |
13 |
15 |
19 |
| No vocational qualification, % |
5 |
5 |
7 |
5 |
10 |
| Training days (days/person/year)** |
3 |
5 |
5 |
5 |
4 |
| Training days (days/person/year), supervisors |
5 |
8 |
6 |
9 |
8 |
| Training days (days/person/year), others |
3 |
4 |
4 |
4 |
5 |
| Training days (days/person/year), female |
3 |
5 |
4 |
5 |
5 |
| Training days (days/person/year), male |
3 |
4 |
5 |
5 |
6 |
| Training services purchased from third parties (€/person/year) |
1,085 |
1,622 |
1,196 |
1,339 |
745 |
| * Master’s degree from a university of applied sciences was added as of 2017; no distinction was made between degrees from universities and universities of applied sciences before that. |
| ** As of 2017, training days have been divided with the average number of employees (work input); previously full-time employment relationships on 31 December. |
Collective agreement and cooperation with employee associations
Hansel’s collective labour agreement was negotiated with Service Sector Employers (PALTA) and the Federation of Professional and Managerial Staff (YTN). The agreement is valid until further notice. The labour agreement applies to all of Hansel’s personnel, except for the Managing Director. As specified in the collective agreement, personnel are represented by an employee representative and their deputy, selected from amongst the personnel.
Interests of the personnel are also promoted by a personnel association (Hanselin ylemmät toimihenkilöt ry), which is a member of YTN. Roughly half of Hansel’s personnel are trade union members. The collective agreement and employment guidelines are available on the company’s intranet.
