Case: Competence development


The opportunity to develop one’s competence is one of the most important factors in job satisfaction and a good employee experience. Most of the learning and development happens in day-to-day work while performing various kinds of tasks and taking on new challenges. Formal training is only a small part of the big picture of competence development.

Clear training paths and online courses

In 2019, we focused on making our training offering more systematic. We created a clear training selection and clarified our roles and responsibilities related to competence development across the organization.

We use Spark, a digital learning environment that can be accessed anywhere and anytime, even on mobile devices. Having been first deployed in late 2018, the use of Spark was extended to Posti’s early-morning delivery, sorting and transport in spring 2019. Spark features a variety of online courses that are particularly useful for employee orientation and training on the basics of various topics. Nearly 300 Posti employees completed Introduction to Digital Transformation Technologies, an online course open to everyone, in 2019. The course provided a comprehensive review of various digital technologies that are revolutionizing industries, such as artificial intelligence. The online course is also part of Posti’s broader Artificial Intelligence training path.

Enhancing Lean competence

Posti provides diverse Lean training for its personnel on topics including customer focus, data-driven management and the systematic development of operations. Three Green Belt courses were organized in 2019, with a total of 45 Posti employees participating. Orange Belt training in Postal Services had 70 participants and Yellow Belt training held in Tallinn had 15 participants.

The objectives of the training include better quality, customer service and efficiency in operations. “The people who participated in the courses have also underscored the importance of networking and getting to know other people representing different parts of the Posti organization. With this in mind, we have started a Lean Alumni organization whose meetings provide an opportunity to ask for advice on challenges in daily work,” says Juhani Vuola, the Vice President in charge of Lean training.

In spring 2020, Posti’s training offering will be complemented by White Belt and Yellow Belt training, which are shorter than the Green Belt training and focus on continuous improvement.

“We will continue our Green Belt courses in Finland and also in Tallinn as a new location. We have started the development of day-to-day management with the personnel of our freight terminals. We are also building a joint training program with Transval, which already possesses strong Lean expertise to begin with,” Vuola adds.

Focus on employee orientation and supervisory work

We also focus on employee orientation. In spring 2019, we launched the Welcome Day concept for new experts. Three times a year, we organize an event for our various businesses to introduce themselves to new Posti employees and give experts the opportunity to get to know each other.

Supervisors play an important role in identifying the development needs of individual employees. Training can spark new enthusiasm and inspiration even in experienced employees. Where necessary, the occupational health service assists supervisors on issues related to work ability and well-being at work. We also offer online training on well-being at work and work ability management to our supervisors.

In 2019, Posti focused on a coaching management style and started two new training programs leading to a Specialist Vocational Qualification in Management (JYET). About 100 supervisors completed the training on a coaching management style, and approximately 50 people are participating in the JYET program as of the beginning of 2020. In connection with the organizational renewal implemented in early 2019, supervisors were offered practical training on how to build a high-performing team and promote teamwork.