Defining competence areas

In 2002 we specified a strategic competence management process as well as common concepts of competence management. In the business areas, Metso Paper has already defined its competence management process, and definition work is underway in Metso Automation.

We have determined a development strategy for each competence area, and the competence areas have also been linked to other development programs, such as management training and the Metso Academy.

In 2002, the focus of personnel training was, in addition to strategic competence area development, on the continuous development of the basic business skills. A major part of Metso's training is aimed at meeting the actual business needs. Excellent examples are Metso Paper's MP Scope technology program and the Coach management training program, which to date has been implemented with three groups.

Personnel with academic degrees represent a significant portion of new recruits. The development is directly in line with Metso's vision, which calls for a change in the competence structure. We are also training our current personnel to support our strategic change. On average, our training investments are on the same level as other metal and electronics companies with Finnish ownership.

Two annual international development programs have been streamlined for Metso in cooperation with IMD (International Institute for Management Development), based in Lausanne, Switzerland. The InMan program is targeted at middle management and the IntEx program at top management.

Metso's competence management process