04. People

Main tasks performed in 2023:

 

The Competance and Performance Program

The Competence and Performance Program (KYP) was implemented in 2022, and further developed in 2023. The KYP system is designed for evaluating and managing competence, performance and career development at HTS Dynamics. KYP is based on the principles of "equal pay for equal work" and clear clarification of expectations to ensure target achievement for the employee and the company. The purpose of the program is twofold;1. Give employees a predictable, fair and clear system for competence, career and salary development in the company. 2. Ensure that the expectations for job performance are met in the company.

Increased pension

Pensions decided raised from 3% to 3,5% from 2024.

Great Place to Work Project

The company was certified as a “Great Place to Work” from the organization “Great Place to Work Norway” in 2023. 94% of the employees stated that “all other things aside, HTS Dynamics is a great place to work"

Improved information flow

All employees got their IT user accounts such that everyone in the company has equal access to internal communication and information in the company.

Leadership development program

The company started an internal leadership development program in 2023. The goal is to strengthen the organization's leadership competence, in order to ensure confident and motivated leaders. Throughout the year, all leaders have participated in several joint leadership workshops in addition to one-to-one conversations with focus on their own development. Leaders at HTS Dynamics have a central role in ensuring that all employees are taken care of, seen, involved and motivated.

Internal training

The company implemented a new apprenticeship program in 2023 in order to increase the quality of training.

 
 

  • The company aims to be a workplace where there is full equality between women and men. At HTS Dynamics, the proportion of women in production is low, which is due to the fact that most employees are production workers, and there are few female candidates. The company is working on a strategy to increase the proportion of female workers over time.

  • The company closely monitors all use of overtime with the aim of ensuring that AML (Norwegian Working Environment Act) is followed and that employees have sufficient rest, receive the right compensation, food, etc.

  • For wage determination, the employees at HTS Dynamics belong to either group 1 or group 2. For group 1, a fixed annual wage ladder applies in four levels based on competence, seniority, responsibility and performance. For group 2, a fixed annual salary applies which is agreed individually at the time of employment and adjusted according to local salary adjustments. Annual salary is determined based on competence, responsiblity and performance. The average salary for men is 96 percent of the average salary for women in the company. The difference is due to a higher proportion of men in hourly wage-based positions at lower level.

  • Minimum number of weeks’ notice typically provided to employees and their representatives prior to the implementation of significant operational changes that could substantially affect them are 14 days

  • HTS Dynamics AS is not work unionized. However, wage determination follows the

Statistics

 

01.01.23-31.12.23

Female Male Other* Not disclosed Total
Number of employees (Head count FTE) 12 64 76
Number of permanent employees(Head count FTE) 12 64 76
Number of temporary employees(Head count FTE) 2 1 3
Number of non-guaranteed hours employees(Head count FTE) 2 2
Number of full time employees(Head count FTE) 12 64 76
Number of part time employees(Head count FTE) 2 0 2
Number of employees that took parental leave 3 3
Total number of employees that returned to work in the reporting period after parental leave ended 3 3
*Gender as specified by the employees themselves    
 

Governance body

Age
<30 0
30-50 3
<50 4
Gender
Male Female
5 2