Skills supply is a strategically important area for LKAB. It is crucial that there are opportunities to develop within the company if we are to attract and retain skilled employees and strengthen our competitiveness.
“Our employees’ commitment, innovation and responsibility provide the basis for LKAB to remain competitive. We strive to be an attractive and secure employer with opportunities for career development.”
In 2019 LKAB worked on its Career Paths project, with the aim of making the most of the skills that exist within the company and showing more clearly how employees can develop in their careers. This was based on the skills inventory produced in 2018, in which each unit identified its skills needs with regard to LKAB’s future challenges.
More levels, clearer progression
Twelve workshops were held, at which operations which offer similar positions worked together to review the existing structure and the future job structure.
The focus was on volume jobs with many employees, such as engineers, geologists, controllers, technicians, construction and project managers, economists etc.
The model is based on the fact that jobs can exist at different levels and that a job that exists in multiple locations must be described in the same way. With each level come additional requirements, duties and responsibilities. Employees at the higher levels may act as mentors and guide younger colleagues, for example. On the research side, ensuring the pace of innovation means a need for both broad competence and specialist expertise. This, too, has been made clearer.
Cooperation between operations
Environmental Manager Linda Bjurholt is one of those who took part in workshops during the year:
“During the workshop we were given time to work through the roles and work together with organisations that have similar areas of work and skills requirements. The project is both interesting and important for LKAB, since it will provide better development opportunities and clearer career paths. It will then be clear how employees can develop, both within their own organisation but also by switching from one area of operations to another – for example, by moving from production into development and vice versa. We need to be sure that people can have a career without necessarily becoming a manager.”
Jonas Wasara is manager of the KA1/KA2 concentrating plants and feels there was a great need for the project:
“As a high-tech company, it is of the greatest importance that we value the technical expertise that we have within LKAB and that we can also attract new talent to the company. Among other things, the project sets out clearly how our technicians and engineers can have a career and develop in their existing roles. As a manager, it was a positive experience to be involved in the work and to have the opportunity to adapt the job descriptions to the needs of the operations.”
The aim is for the career paths to be implemented in the organisation in 2020.