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Human capital management


In 2016 average monthly employment was 1 851 job equivalents and was about 3.7% lower than in 2015. Out of the average number of employees, 1032 job equivalents fell to direct labour, whereas 819 job equivalents to white-collar staff. The number of manual workers was reduced by 5.1% and of non-manual workers by 1.9% compared to the employment in 2015.

The year-end employment in ELEKTROBUDOWA SA was 1802 employees. Compared with the end of December 2015, the number of people employed decreased by 150 persons (7.7%).

In respect of employment structure by education, the number of personnel with higher education, mainly engineering, decreased by 34 persons. The year-end number of employees holding degrees accounted for 37.2% of their total number, compared to 36.1% as at the end of December 2015.

In the period between 1 January and 31 December 2016, contracts of employment were terminated with 322 employees, of whom 29 persons were eligible to old– age pension or disability pension. In the period between 1 January and 31 December 2015, contracts of employment were terminated with 320 employees, of whom 18 persons were eligible to old–age pension or disability pension. In 2016, employment contracts with 6 persons were terminated because of gross violation of employer’s disciplinary rules. (with 1 person1in the comparative period of 2015). There were only a few cases of termination of employment at the employer’s will. In 2016, employment contracts were terminated with 7 persons (with 17 persons in the comparative period of 2015) pursuant to Articles 10 of the Act on Particular Rules of Terminating Employment Relationships with Employees for Reasons not Related to the Individual Employees Concerned of March 2003.

As at 1 April 2016, 11 employees of the liquidated KONIP Sp. z o.o. were transferred to the Head Office of ELEKTROBUDOWA SA, pursuant to Article 23(1) of the Labour Code.


Effectiveness of human capital management

Productivity of employment, calculated as the relation of sales revenues and average monthly employment, was 502 thousand PLN and was 125 thousand PLN lower than in the comparative period of 2015, when it amounted to 626 thousand PLN. Profitability of employment, calculated as the relation of gross profit to average monthly employment, was 35 thousand PLN in the 12 months ended 31 December 2016, which was 4 thousand PLN more than in the same period of 2015, when it was 31 thousand PLN.

Recruitment and selection

In the period from January through December 2016, together 163 new people were employed, which was by 258 persons less than in the comparative period of 2015 (by 61.3%).

Motivating systems

ELEKTROBUDOWA SA has a Collective Labour Agreement in place, concluded on 4 January 2004 between the employer and the trade unions active in the Company. The Collective Agreement defines the remuneration strategy and remuneration rules applicable to all employees of the Company, except for its managing and supervising bodies.

Average gross monthly pay in the 12 months ended 31 December 2016 was 5 534 PLN and increased about 2.6% on the comparative period of the previous year.

ELEKTROBUDOWA SA is consistently implementing an incentive programme targeted at increase of profit margins and financial performance and develops non-pay methods of motivation to support the process of recruitment and retaining employees and to increase the level of motivation and effective work.

In the remuneration structure in the period from January through December 2016, variable components, dependant on economic productivity or the level of performing the tasks by the employees, constituted about 20.0% of the remuneration.

The Company maintains a package of social benefits for its employees, the scope and form of which are agreed in consultation with the company trade unions. In 2016 the expenditure for social aid funded by the Company Social Benefits Fund totalled 1 763 825 PLN and was used for:

  • co-funding of holidays for children (winter and summer camps, “green schools”),

  • co-funding of events and excursions for employees,

  • loans for purchase, construction and renovation of housing facilities,

  • co-funding tickets and passes for sport and recreation (swimming pool, fitness club, cinema, theatre, etc.),

  • arranging group outings to concerts for the employees,

  • integrating events for employees, events for the employees’ children (Santa Claus and Children’s Day parties),

  • granting hardship and ill-health benefits for the employees and pensioners,

  • co-funding the activity of the Pensioners’ Club,

  • co-funding the participation in MultiSport programme.

For over a dozen years all employees of ELEKTROBUDOWA SA are provided private medical care. We also support preventative campaigns – in 2016 we encouraged participation in the programme of early detection of lung cancer, dedicated to the inhabitants of Silesia; 70 employees responded to the programme. The medical package provided for the employees includes also the possibility of voluntary preventive vaccination against flue.

In 2016 total expenditure for health protection of the employees amounted to PLN 1 792 109.

Development and training

Development of employee’s qualifications and competence is a key for the growth of the Company.

In the 12 months ended 31 December 2016 the Company invested 1 409 thousand PLN in training of its personnel, which gives an average of 761 PLN per one employee. The costs of training has a 1.1% share in the 2016 remuneration fund.

Expenditure on training principally concerned the policy of constant development of the project managementfocused corporate culture and also the issues of enhancing professionalism of work teams, particularly managing skills and language skills.

In December 2016 ELEKTROBUDOWA SA signed an agreement with Gdańska Fundacja Kształcenia Menedżerów on organizing Master of Business Administration courses for the managing staff of the Company, and with MT&DC on organizing a series of training courses within the frame of Project Management Academy. The programmes will be launched at the beginning of 2017 and will cover a group of over 50 managers.


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