Competent employees with an entrepreneurial mind-set are one of ORIOR’s obvious strengths. They are the ones who have made ORIOR the company it is today and they are laying the foundation for future success through their craftsmanship and the entrepreneurial spirit they display every day. To retain our sharp competitive edge, employees at all levels of the organisation receive training and development.
ORIOR attaches great importance to employee motivation and development at every level of the work force. ORIOR Group employed an average of 1574 people in 2017, about 20 of whom were apprentices in the fields of the butchery trade, logistics, and office administration. As in the past, temporary workers were also employed to handle peak periods, particularly during the Christmas season.
ORIOR promotes continual employee development through joint setting of targets, performance appraisals, and a wide choice of training and development opportunities. Each competence centre provides specific professional training while managers and key employees are also offered internal training and development inputs. Employee skills and resources are also promoted and developed on an individual basis. The ORIOR Campus was established in 2016 within the scope of the ORIOR 2020 strategy. Strategy execution, uniqueness and digitization were the main topics of our training and development activities in 2017. Various training courses on leadership, workplace safety and other topics were also organized for the centres of competence.
ORIOR offers its employees a safe and healthy work environment. It also invests in targeted improvements as well as in courses on occupational safety and it periodically contracts external safety experts to examine additional ways of improving work safety.
ORIOR CAMPUS STRATEGY EXECUTION
The Campus training program in 2017 revolved around the topic of strategy and a two-day course called “Strategic Management” focusing in particular on strategy execution was organised. Strategy is a multifaceted subject. The right priorities must be set in order of their importance, business strategy must be effectively woven into the operational side of the business, and strategic goals and initiatives must be scalable at all levels of the organisation. ORIOR uses a so-called strategy cockpit to monitor its progress on the relevant fronts. This is a tool that compares the progress of strategy execution with the given targets and facilitates corrective action at an early stage if necessary.
MANAGEMENT WORKSHOP «MAKE THE DIFFERENCE»
The Top 100 key executives and specialists from throughout ORIOR Group were invited to an internal management workshop dedicated to our new “Make the difference” slogan in late September 2017. Besides a general update and an assessment of the latest progress towards the given goals and strategic priorities by the heads of the centres of competence, the major items on the agenda concerned topics and speeches such as “The path to innovation”, today’s trends, digitalisation and “Making decisions with gusto”. Workshop presentations were accompanied by small, focused workgroup sessions and by lively discussions among the participants.