“We have a huge mix of roles and professions – technicians, economists, managers, project managers, etc. Now we have learned to use the system more company-wide so that, simply put, we can become better at helping each other.”
– Nelly Kroné, HR partner, Skandia Fastigheter
We are getting better and better at helping each other
It is quite easy to argue for Comaea’s method when an organization has to get an overview of really large numbers of employees. But the practical benefits can be seen quickly even with a smaller workforce.
We have a great mix of roles and professions – technicians, economists, managers, project managers, etc. Now we have learned to use the system more company-wide so that, simply put, we can become even better at helping each other,” says Nelly Kroné, who in the winter of 2018-19 was involved in implementing the system at Skandia Fastigheter.
It has now become commonplace with competence planning and following up on employees’ skills gaps, goals and activities. And the big advantage is that it is easy to plan for skills development according to the company’s and the individual’s needs.
Skandia Fastigheter has “only” about 150 employees but is one of Sweden’s largest real estate companies. The company owns, manages and develops the portfolio, which consists of housing, offices, shopping centres and community service properties.
There is a big difference between managing and developing, for example, a residential building or a shopping center, which means that the employees bring with them completely different experiences and skills.
Now we can get an overview of the overall competence but also more specific skills. Nelly Kroné says that there was some concern about what this digital transparency would mean, but believes that it disappeared quickly when everyone saw the practical benefits.
In the past, each manager documented on paper on their own. Now nothing falls through the cracks, everything is secured in one place, including performance appraisals and follow-ups where the individual’s and the company’s goals and strategy are clarified.
HR’s responsibilities are broad and partly involve developing and digitizing HR processes and getting them to work in the business. Employee and competence appraisals with goal follow-up are one such example. Comaea’s system is
Skandia Fastigheter’s managers and employees, and of course HR, experience it as user-friendly,” says Nelly.