We compete for talents in Poland and beyond. We are present in 8 countries and have more than 200 legal entities that need people. We employ over 40,000 persons in Poland and Europe. We strive to build a modern organization treating the employee as the most important element of what we do.
PZU Group companies offer a friendly environment and work atmosphere and development opportunities. Employees’ work life balance is held in high regard. The company discharges on a timely basis not only its financial liabilities to employees but also applies clear principles in the operation of our organization. Safe forms of employment are used and employees make a contribution to streamlining the operation of the company.
The PZU Group provides its employees equal opportunities for development to enhance their skills, being promoted and compensation, while having regard for employees’ individual potential, their accomplishments and work performance.
Respecting the personal dignity of employees is an important aspect of organizational culture.
Principles supporting diversity and equal treatment span all career stages in PZU, starting from the recruitment process to the duration of the employment relationship (employment terms, access to training and development-minded activities, opportunities to be promoted) to the termination of employment.
PZU confirmed its will to pursue a diversity policy by joining the signers of the Charter of Diversity in 2013.
PZU Group companies have in force rules and regulations pertaining to bonuses and bonuses and commissions. The high quality of the work done by PZU Group employees is therefore additionally rewarded.
The basis for determining an employee’s base salary is the value of the job position in question, the competences held by an employee and his or her job assessment.
The remuneration policy was adopted in PZU and PZU Życie in 2016. Above all, the purpose of this document is to ensure that our employee compensation systems are in line with the company’s risk profile, that we achieve our intended business result and that we attain our business objectives within the framework of the risk limits prescribed by the Management Boards. It is also important to motivate employees to enhance their work efficiency constantly and ramp up their commitment while simultaneously linking their pay to the performance of the companies, cells or organizational units in which they are employed.
PZU and PZU Życie employees are covered by collective agreements, including the Company Pension Agreements. Pekao Group companies have pay-related policies related to their size and distinct business, the remuneration rules are laid down, among others, in the collective bargaining agreements. Each one of the companies in the Alior Bank Group has implemented a remuneration policy. The same applies to the PZU Zdrowie Group. In Armatura Kraków, general employee remuneration principles have been implemented.
The employees of PZU and PZU Życie may count on financial pay commensurate with the level of responsibility and a unique package of benefits. They include, among others:
The company is in continuous dialogue with the trade unions. PZU and PZU Życie hold regular meetings with all social partners. On average, such meetings take place every other week and last at least two days. The schedule of such meetings along with the agenda is delivered to trade union representatives before each quarter. Social dialog – run by a section specially appointed for this purpose in the HR Department – is inscribed into the company’s organizational culture and forms one of the tools for strategic management.
In several companies of the Group, for instance LINK4, TFI PZU, TUW PZUW, Pekao Faktoring and Pekao Investment Banking, the internal rules and regulations of the Company Social Benefit Fund are in place.
Employee Capital Schemes have been implemented in companies where there was previously no ECS to provide additional retirement security. Those employees join these EPSs will receive their pension from three sources when they retire. The first pension will be paid by the Social Insurance Institution (ZUS), the second pension will be paid by the open-end pension fund (according to the provisions of the Act Amending Certain Acts in Connection with the Transfer of Funds from Open-end Pension Funds to Individual Retirement Accounts, assuming the liquidation of open-end pension funds on 26 November 20201, this role will be picked up by individual retirement accounts) and the third pension will be paid by the Employee Capital Scheme.
CASH is a new, innovative financial employee benefit platform, prepared by PZU in cooperation with Alior Bank and Bancovo. The platform has been available to over 10 thousand PZU Group employees since October 2019. In the next months, the plan is to make the platform available to further organizations who want to offer to their employees the exceptional benefit in the form of easily available low-interest loans. Each employer who joins the platform will have the possibility of offering the new type of benefit to their employees. Every employee who is bound to his/her employer through an employment contract will have the option of applying for a unique loan.
The main advantages of CASH include:
The CASH platform may become a new line of business for PZU and a unique win-win solution for employers and borrowers.
Building commitment – workshops with employees
In February 2019, PZU announced the results of an employee commitment study, which was conducted in 2018 and covered 73% of employees. The turnout in the next employee commitment study, conducted in December 2019, reached a record level of as much as 84%. This is a unique turnout on the Polish market and among large employers.
The outcome of the study also demonstrated a favorable trend in building commitment among PZU Group employees. The commitment rate in 2019 was 51%, it was above the average for Poland, increased 11 percentage points year over year and was much closer to the strategic ambition level defined for 2020 (55%).
The large turnout will help provide a more reliable diagnosis of how employees perceive the organization, which will enable the development and implementation of effective measures aimed at building employee commitment.
9,129 PZU employees took part in the survey in 2019. According to most respondents, cooperation within the organization deserves the highest marks. As many as 81% of respondents stated that their colleagues share their knowledge and experience, and 77% claimed that they were able to collaborate within their team to achieve common goals. Also, 71% of respondents perceive PZU as a socially and environmentally responsible company.
During meetings held after the survey, employees also often talked about minor changes in the organization of work and communication – and these changes are made on an ongoing basis. The following initiatives may serve as an example of this:
PZU. A job with a purpose.
This practice refers to what is an increasingly discussed topic: the need to search for a meaning at work. We decided to address this need in the PZU Group fall campaign addressed to professionals.
As part of the preparations, we intended to create image videos in which PZU employees would tell us about what is important to them in their daily work. For this purpose:
LINK with us – the practice of building candidate experience
This practice is a response to the need to turn LINK4 into an employer of choice, outstanding in terms of its approach to candidates. LINK4 was prompted to implement this practice by the desire to reduce voluntary employee turnover and the market situation which puts candidates in the center of employers’ attention.
The following activities were carried out as part of this activity:
GREAT PLACE TO WORK
For the second time, LINK4 was among the recipients of the Great Place to Work title. This title is awarded to companies that successfully build and develop exceptional relationships with their employees. They are based on trust, understood as reliability of managerial staff and respect and fairness shown to employees. The study scrutinizes HR practices and the level of commitment and cooperation within teams.
Alior Bank employee satisfaction study using the NPS method
This study is carried out regularly. It permits the company to monitor the level of satisfaction/loyalty of bank employees over time and observe the impact of pending activities on their perception. Alior Bank is aware that without committed and satisfied employees there will be no satisfied clients, which is why the bank studies the level of internal cooperation between its teams with a view to improving and perfecting it constantly. During these internal studies, every employee has the opportunity to share his or her opinion about cooperation with other units and point out their strengths and weaknesses. The outcomes of the study are regularly communicated to the surveyed units in the form of presentations and serve as a valuable source of knowledge for their directors about the strengths and weaknesses of their department/team, contributing to the development of initiatives aimed at improving internal cooperation. The effectiveness of these actions is evidenced by the fact that the vast majority of the surveyed business units improve the results obtained in subsequent editions of the study.
The Inspiration Council is an initiative established in the Claims and Benefits Handling and Remote Channels Division at the end of 2018. The Council members include invited employees with outstanding knowledge, competences, creativity and engagement – experts, leaders and masters of PSK (Claims Communication Platform). The Inspiration Council is a place where employees put forward solutions facilitating their daily work. The ideas are analyzed by and the best of them are implemented with the support of head office departments.
Council members were divided into four areas. Each of them consists of six groups of 15-20 people each, roughly 400 in total. The groups drew issues and had to develop solutions. They worked on the solutions for about 2 months. After that, a national meeting was held with three participants from each group attending. The participants of the meeting presented their solutions and selected the most interesting ones. The best solutions were further analyzed and implemented.
A total of 300 team meetings and 4 national conventions were held in 2019. During that period they worked on 24 areas, pitching more than 500 ideas and implementing 40 of them. Others are still under analysis or were rejected for various reasons.
The Inspiration Council offers its participants an opportunity to become involved in the creation of solutions that will determine the future processes and make daily work more efficient. It also allows the employees to develop and learn more about their organization.
The ideas proposed as part of the Inspiration Council included, among others: MegaWEB (joint knowledge database for the whole division), client search using phone numbers, or redirection of some of the telephone notifications to the web platform.
The employees reported that they appreciated the opportunity to grow and influence the changes and the engagement in the improvement of PZU.
Formally, occupational safety and health (OSH) management is regulated by a number of internal documents and instructions. PZU, PZU Życie and other PZU Group companies discharge their legal duties related to occupational safety and health (among others, conducting an assessment of occupational risk on work stations, accident analysis, employee training).
The occupational safety and health policy has been in force in PZU and PZU Życie since 2015. This policy obligates the PZU Group’s OSH team to do the following, among others:
To streamline activities related to occupational safety and health, the PZU Group companies have commissions that operate with the following task:
The units or departments created for this purpose and operating according to the internal regulations of companies and customized to the type of business conducted are responsible for occupational safety and health in the other PZU Group companies.
The vast majority of the OSH regulations in the branches (medical centers) of PZU Zdrowie and its direct and indirect subsidiaries are of a local nature and are related to the distinctive nature of their operations and the market on which they function (e.g. the expectations of the local branch of the National Health Fund). Polmedic has rolled out the OSH Management System according to OHSAS 18001:2007. All medical centers have adopted procedures for the conduct of medical workers in the case of needle stick injuries and protection against infections.
Internal rules and regulations concerning employee issues are convergent with the regulations in force in PZU and PZU Życie in the investments area, while observing the differences ensuing from the distinctive nature of each company’s business.
In 2019 the Group PZU companies recorded 161 accidents at work, including one fatal accident at PZU.
|Total number of work accidents (incidents)||20||20||22||19||4||0||6||3|
|of which fatal accidents||0||0||0||1||0||0||0||0|
|Total number of persons injured in accidents||40||41||4||9|
1 Ratio calculated per 1,000 employees using the equation: total number of persons injured in accidents / headcount * 1,000.
2 Rate calculated using the equation: number of days of inability to work because of an accident / number of accidents.
In total the PZU Group recorded 161 work accidents in 2019 (13 more than in 2018), with the largest number in the Pekao Group (69), PZU (41), Alior Bank Group (28) and in PZU Życie (9).
Every newly-hired PZU employee goes through advanced training courses related to occupational safety. 425 periodic training courses were delivered in 2018, attended by 3,469 employees of PZU and PZU Życie. In 2019, 291 periodic training courses were delivered attended by 1,362 PZU and PZU Życie employees. The purpose of the workshops was to update knowledge and skills on how to work safely.
In addition, 4,185 individuals took part in 141 training courses on pre-medical first aid in 2018. In 2019, 3,020 individuals attended 124 such training courses. Participants checked their knowledge on training manikins. The rules for using an AED defibrillator were also presented.
1 On 13 February 2020, the Act was adopted by the Sejm of the Republic of Poland. Then, on 18 February 2020, the Act was forwarded to the President and Speaker of the Senate