Employee well-being and employee experience at a good level

A new Personnel Manager, Riikka Heinikoski, joined the Radiation and Nuclear Safety Authority at the beginning of 2024. In this interview, Riikka summarises last year’s personnel issues.

What were key issues in our personnel work last year?

The year 2024 was a fast-paced and productive one. We carried out several recruitments and further developed personnel planning. We conducted an employee survey, an external assessment of safety culture and a psychosocial stress survey for supervisors. Competence development was also promoted in various ways. We also developed our internal processes and updated our guidelines. A lot was done and achieved.

Have there been any unexpected changes in personnel matters? 

Changes yes, but not unexpected. The first joint Government personnel strategy was launched in 2024. Its aim is to reform human resources policy and steer the national human resources management towards greater consistency. We have already carried out many measures, but there are also new measures we are starting to implement as part of STUK’s new strategy. In 2024, we deployed a new governmental recruitment system and a new well-being at work survey. In other words, we have put into practice reforms implemented throughout the government. 

STUK aims to ensure that the competence and professional skills of its personnel are at a high level. How was this ensured in 2024?

In 2024, STUK further specified its competence surveys, created training courses and mapped future competence needs. Our aim is to build a comprehensive and systematic internal training programme to meet future competence needs. This work is on-going. The development of STUK’s competence management, the strengthening of personnel planning and the reform of personnel policy principles are part of our development programme for strategic financial sustainability and effective management.

Now that you have been with STUK for a year, what do you think are STUK’s strengths as an employer? In which areas do you feel there is room for improvement? 

STUK takes care of the well-being of its personnel comprehensively. Well-being at work consists of many areas. When all of them are balanced, the employees are well, competent and motivated. I think this is the case at STUK. Based on various surveys and questionnaires, the well-being at work and employee experience of the personnel are at a good level. As development measures, we must strengthen our strategy even more in both personnel planning and competence management. 

How would you summarise STUK's year 2024 in three words? 

Strategy, well-being and competence.