HUS year 2024: Strategic HR planning

Strategic HR planning

The strategic HR planning project has started its second year. In 2023, we created a current-state analysis of personnel at HUS, and in 2024, we continued the project by looking at the different organizational levels in more detail.  

We designed and produced a Power BI report package based on standardized and automated data for the entire organization, in collaboration with two pilot departments. The report package provides a comprehensive situational picture of the personnel. The report package can be used especially by the management, supervisors, and HR managers.  

We will utilize the integrated PowerBi report in HR planning for 2025. The project output serves as the basis for developing the entire HR planning and compiling strategic HR plans, which supports long-term goal achievement, results in positive impacts for productivity and strategy execution, and improves the personnel experience.  

Personnel availability and recruitment

The beginning of 2024 was busy with regard to recruitment, but the recruitments for the rest of the year were shadowed by HUS’s financial situation and economic adjustment measures, and the recruitment restrictions set in June. In December 2024, in relation to the adjustment measures, we also started the relocation of our terminated personnel. 

In 2024, there were almost 5,000 vacancies open and there were approximately 30,000 applicants.

Applicants’ interest in open positions increased

Interest in our open positions was on the rise compared to previous years. During January-May, we received an average of 15 applications per recruitment advertisement, compared to 8 for the same months in 2023. 

The situation was at its best in March 2024, when we had an average of 22 applicants per recruitment advertisement. In all the other spring months, the average was also better than in the previous two years. 

There were 8,268 applicants during January-May 2024. During the rest of the year, our recruitment volumes decreased significantly due to the recruitment ban which entered into force on June 13, 2024.  

Summer employees recommend HUS as a workplace

The willingness of summer employees to recommend us increased from the previous year. According to a survey conducted by Local Government and County Employers KT, the eNPS score for indicating the summer employees’ willingness to recommend us was 34, compared to 24 in 2023. 

HUS stands out among other employers in the survey statements: “work expanded skills”, “cooperation with the supervisor went well”, and “the workload was appropriate”. A total of 219 HUS summer employees responded to the KT survey during June-September 2024.

Improving employer image

In 2024, in the development of the HUS employer image, we focused on activating HUS social media channels and adding content. Several HUS employees were able to participate in the production of content and the presentation of their tasks in the midst of their daily work.

The content focused on the employees’ employer image reached a wide audience and the number of our followers grew. We introduced TikTok as a new channel where our videos received 5 million views in 2024, and the number of our followers increased by 5,500 to 13,000. 

Our most popular content on Instagram reached 120,000 users and on LinkedIn, it reached 180,000 users.

As part of the productivity program, we examined our use of hired labor  

The purchase of hired labor supports and safeguards the availability of personnel in sudden personnel shortages. As part of HUS’s productivity program towards the end of 2023, we reviewed the use of hired labor. The goal was to find ways for more moderate use of hired labor.  

The project spanned entire HUS and the goal was to find one million euros in savings for 2024. At the end of the year, the goal in euros was exceeded and the achieved savings finally amounted to seven million euros.