Expertise development
Having the right, high-level expertise is an important success factor. We strive to secure this when recruiting new employees, and we facilitate continuous development of the expertise of each individual employee.
Good expertise mix
Statkraft has an expertise mix well adapted to the Group's activities. About 39 per cent of the employees have university or college degrees and about 25 per cent are skilled workers with trade certificates.
To maintain the current high operating expertise, we must ensure sufficient recruitment of skilled workers to the Group's power plants. Statkraft has therefore over a number of years offered apprentice programs, and 93 apprentices were employed in the Group in 2009.
Development of expertise is a key issue
The Group's international growth creates a need for new expertise. Statkraft has therefore developed a training concept where both shorter and longer courses are offered in a number of areas, an example being language and cultural differences, as well as technical courses in subjects such as optimisation of operations and environmental management. Employees are also encouraged to seek external training as required. The individual employee's need for training is followed up in the annual goals and development dialogue.
In 2010, Statkraft will start the implementation of e-learning as a training channel. First up is a training module presenting Statkraft's Code of conduct, with which all employees are obliged to comply. Other modules will deal with topics such as anti-corruption, health and safety and the environment.
