An attractive employer

Since all employees within both the Group and the franchise companies are important ambassadors for Hemtex, skills development is one of Hemtex’s principal and most long-term investments.

The basic idea of Hemtex’s personnel policy is to take the Group’s vision, business concept and general guidelines as the starting point for stimulating all employees to show initiative, be creative and take responsibility. This is achieved by such means as ongoing development of managers, informal meetings within the various operational organizations and regular talks between managers and employees.

A sound work environment

In order to create a secure and enjoyable workplace in which employees feel well both physically and mentally, Hemtex works systematically with the work environment and safety. All leaders within Hemtex have a key role in creating a work environment in which all employees enjoy their work and feel involved. Twice each year, combined work environment and safety training is arranged for all store managers. The store managers then bring this knowledge to their own stores where they conduct systematic occupational health and safety work. The greatest emphasis is on detecting possible risks and rectifying them.

The Hemtex culture should be free from prestige and characterized by cooperation, continuous improvement, openness and communication between various parts of the organization and between individuals. The company places its trust in people performing their work to the best of their ability. In addition, leadership within Hemtex shall be characterized by an enterprising approach, clarity and active internal communication.

An important part of Hemtex’s efforts to create a sound work culture is the view that diversity is enriching and that all people have equal rights and value, regardless of ethnic or social background, political or religious convictions, gender, age, sexual orientation, marital status or functional disability.

Lower absence due to illness

During the fiscal year, costs for fitness programs, including healthcare and physiotherapy, amounted to SEK 414 (587) per employee. Total absence due to illness was 5.0% (5.6), of which short-term absence accounted to 3.4% (3.3) and long-term absence for 1.6% (2.3).

Through fitness subsidies, Hemtex employees are encouraged to participate in fitness activities. The number of persons availing themselves of this opportunity increased by about 9% in 2008/2009.

Important skills development

The foundation for skills development is the development talks that each employee has with his or her immediate supervisor at least once a year. It is the supervisor’s responsibility to help employees to develop in a direction that is rewarding for both the individual and the Group. It is important to utilize the skills of all employees in the best manner. Both the company and the individual are responsible for the individual’s development.

Skills development within a company with such broad operations as Hemtex can take many forms and range from store displays to training in leadership and enterprise. Hemtex’s view of skills development, however, is based on the belief that learning best takes place in daily work and through the transfer of knowledge between employees. This is also supplemented by internal and external specialist training.

Expanded store manager training

In order to strengthen and enhance leadership, Hemtex constantly offers store managers an opportunity to participate in leadership training. Over the past year, Hemtex’s store manager training was expanded from four to six days. The content of the training was changed and given greater depth with more focus on self-awareness, leadership and coaching. Store finances and recruitment were also subjects that were added.

Sales and product training through e-learning

At Hemtex as the market’s leading player, it is important that the customer is met by knowledgeable and committed employees in the stores. To ensure good service and high availability to customers, activities are organized for more efficient scheduling in the stores, as well as programs for continuous training of store managers. During 2008/2009, a combined training program in sales and product expertise was developed in the area of quilts and pillows. The training, which is interactive via e-learning, included all employees and resulted in a higher level of expertise within the product area and greater sales skills.

An attractive employer

Hemtex works long-term in efforts to develop its reputation as an attractive employer and ensure effective short and long-term recruitment. Within the Group, there are various development and career opportunities both centrally and regionally. The establishment of purchasing offices in Asia and store expansion in the Nordic and Baltic countries creates further opportunities. Skills development is a central part of Hemtex’s ambition to be an attractive employer that can both retain and develop existing employees and increase its ability to recruit new employees with the right skills. Hemtex stores receive large numbers of unsolicited applications for employment and can also recruit highly skilled individuals at other levels of the organization. It is important for the company that this situation be maintained.

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