More employees to manage increased business flow
We grew by fourteen full-time equivalents during the year.
This increases the number to 115 compared with the previous year's figure of 101.
There are now 131 employees at EKN. The number at the end of the year was 118 – the lower figure was due to parental and other leave. We increased our workforce to ensure that we will manage the increased business flow in a reliable and satisfactory way for our customers. We shall also be prepared for any increase in problems and losses. Recruitment of skilled and experienced employees has gone very well, despite relatively keen competition in the Stockholm area for the expertise we seek.
In order to increase quality, handle new assignments efficiently and achieve common standards, we have established a large-scale employee training programme in guarantees, regulations, credit ratings and problem and loss management. The training programme is part of our introduction training, and we are also developing continuous training.
Skills supply goal
EKN will be a workplace able to attract, recruit, develop and retain competent personnel. EKN’s targets for this goal are listed below. Figures for 2007 are in brackets.
Uniform age distribution, with the median age in the range of 38 - 42.
The median age at the end of the year was 41 (43).
Annual staff turnover around 4-5 percent.
Staff turnover was just over 8 (11) percent.
A balanced gender representation in all skills areas – in the range of 40-60 percent.
At the end of the year, 55 (58) percent of EKN’s employees were female and 45 (42) percent were male.
Minimum average period of employment of 4 years for employees leaving the company.
The average period of employment for leavers during the year was 4 (4) years.
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