04. People
Main tasks performed in 2022:
The Competance and Performance Program
The Competence and Performance Program (KYP) was implemented in 2022, and is our system for evaluating and managing competence, performance and career development at HTS Dynamics. KYP is based on the principles of "equal pay for equal work" and clear clarification of expectations to ensure target achievement for the employee and the company. The purpose of the program is twofold;1. Give employees a predictable, fair and clear system for competence, career and salary development in the company. 2. Ensure that the expectations for job performance are met in the company.
Increased pension
Pensions decided raised from 2,5% to 3% from 2023.
Great Place to Work Project
Implemented a Great Place to Work project in order to increase employee satisfaction. The project was based on a comprehensive survey on employee satisfaction carried out in 2022.
Introduced referral bonus
Introduced a referral bonus to reward employees who recommend a candidate which ends up being employed by the company. The payment takes place after the end of the trial period, normally 6 months after the date of employment.
Improved information flow
Decided to set up IT user accounts to all employees such that everyone in the company has equal access to internal communication and information in the company.
The company has also been working on developing an internal leadership development program in 2022. The goal is to strengthen the organization's leadership competence, in order to ensure confident and motivated leaders.
Managers at HTS Dynamics have a central role in ensuring that all employees are taken care of, seen, involved and motivated
The company implemented a new apprenticeship program in 2022 in order to increase the quality of training.
The company aims to be a workplace where there is full equality between women and men. At HTS Dynamics, the proportion of women in production is low, which is due to the fact that most employees are production workers, and there are few female candidates. The company is working on a strategy to increase the proportion of female workers over time.
The company closely monitors all use of overtime with the aim of ensuring that AML (Norwegian Working Environment Act) is followed and that employees have sufficient rest, receive the right compensation, food, etc.
For wage determination, the employees at HTS Dynamics belong to either group 1 or group 2. For group 1, an hourly wage-based local wage ladder applies in four levels based on competence, seniority, responsibility and performance. For group 2, a fixed annual salary applies which is agreed individually at the time of employment and adjusted according to local salary adjustments. Annual salary is determined based on competence, seniority, responsibility and performance. The average salary for men is 96 percent of the average salary for women in the company. The difference is due to a higher proportion of men in hourly wage-based positions at lower level.
Minimum number of weeks’ notice typically provided to employees and their representatives prior to the implementation of significant operational changes that could substantially affect them are 14 days
HTS Dynamics AS is not work unionized
Statistics
01.01.21-31.12.21
| Female | Male | Other* | Not disclosed | Total | |
| Number of employees (Head count FTE) | 14 | 58 | 72 | ||
| Number of permanent employees(Head count FTE) | 13 | 55 | 68 | ||
| Number of temporary employees(Head count FTE) | 1 | 3 | 4 | ||
| Number of non-guaranteed hours employees(Head count FTE) | 0 | ||||
| Number of full time employees(Head count FTE) | 12 | 58 | 70 | ||
| Number of part time employees(Head count FTE) | 2 | 0 | 2 | ||
| Number of employees that took parental leave | 5 | 5 | |||
| Total number of employees that returned to work in the reporting period after parental leave ended | 5 | 5 | |||
| *Gender as specified by the employees themselves | |||||
Governance body
| Age | |
| <30 | 0 |
| 30-50 | 3 |
| <50 | 3 |
| Gender | |
| Male | Female |
| 5 | 1 |