HR-related areas of focus and their associated goals are as follows:

Focus on competence and motivation
To inspire our human resources by encouraging job satisfaction and personal development. To exploit the collective competence within the organisation, while at the same time bringing about learning experiences in new and improved ways.

Focus on values
To create a strong corporate culture by means of inspiring management systems, freedom with responsibility, and compliance and identification with our core values. To use incentive schemes which combine motivation for the individual with improved performance for the company as a whole.

Focus on development and relationships
To inspire sufficient energy for change within the company, while at the same time developing good relationships with the owner, business partners, and external and internal stakeholders and professional environments. This requires a wide range of abilities, from building relationships and engendering trust to making decisions and strengthening processes through active, competent management. 

Focus on performance
To balance in the best possible manner the company’s main goals and strategies on the one hand, with the corresponding follow-up of performance and implemented measures on the other. Performance must be followed up both at various organisational levels and at the individual and team level. This requires good, efficient business and support processes, including quality control and risk assessment.   

Our level of activity, abilities, dedication and competence are crucial to improving performance and value creation in these areas and to achieving our greater HR vision: “To create a committed group”. 
Together these four areas provide a comprehensive overview of the status of each individual area, and also serve as a source of ideas for important measures to implement.

All areas have key performance indicators (KPIs), which makes it possible to assess their current status and ongoing development. The areas are categorised into green, yellow or red areas (satisfactory, requires improvement or unsatisfactory), which enables us to get a good picture of the status of the organisation and the need for action.

Taking into account employee satisfaction levels and the quality of the various line and support processes as well gives us a good foundation for statements regarding the “resources and capabilities” we possess for future value creation.