Page 44 - Restamax Plc Annual Report 2017

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ACTIONS TAKEN IN 2017:

- Restamax Academy training collaboration was carried out with Tampere Vocational College. Twenty students were
selected for a HoReCa supervisor’s specialist vocational qualification. The training programme, which is aimed at
Group employees with vocational upper secondary education and training in the field as well as diverse work experi-
ence, started in January 2017. The students will graduate from the training programme in May 2018. Most of the
training took place at the workplace, supplemented with classroom learning at Tampere Vocational College (approxi-
mately 17 classroom days).
- In 2017, preparations were also made for a new supervisor training programme, for which application opened in
April 2018. A 40-credit supervisor training programme will start in autumn 2018.
- First-aid training, rescue drills and occupational health and safety training were organised actively.

- In order to improve sales, sales coaching and product training was organised for the staff of food restaurants,
nightclubs, pubs and entertainment venues. The training was organised in cooperation with expert partners special-
ising in sales and customer service training.

- Information flow and reporting tools were further developed, for example through the Intranet.

- Staff perks were expanded through new cooperation agreements. For example, through an agreement with CapMan
Group, permanent kitchen and waitstaff gained access to a joint staff perk programme with many benefits as of
1 March 2017. Other cooperation agreements were signed with McDonald’s, Silmäasema, Glohair, Rukakeskus, M
Room, and others.
- The partner network was also expanded in the sports sector. The well-being of employees was supported
with sports vouchers in the restaurant and labour hire segments. In addition to offering sports vouchers, Smile
Henkilöstöpalvelut supported its employees by providing an hour of work time per week for a sports hobby.

- An annual occupational well-being survey was conducted, and the results were analysed to plan goals and actions
for 2018.

- Smile Henkilöstöpalvelut conducted an annual occupational well-being survey, and the results were used to define
goals and actions for 2018.

- In 2017, Smile Henkilöstöpalvelut adopted the Motivire programme for improving personal well-being.

- Recreational evenings and events were organised at various cities and units. The well-being of personnel was also
supported through various sports events, in 2017 with the Restamax Open tennis tournament, disc golf tournament
and Shrovetide winter carnival, for example.
- There was active cooperation with occupational health care.

- Four issues of the Restamax Staff News staff magazine were published in 2017.

- Each year, Restamax selects and rewards Employees of the Year who have demonstrated exemplariness in their
work. In 2017, eight expert employees of the Group were awarded the title of Employee of the Year. The best unit of
the year 2017 was also selected. The Employees of the Year were awarded with a study trip abroad, and the Restaurant
of the Year was rewarded with a study trip to Northern Finland. Furthermore, Restamax selects Star Employees three
times a year and, in 2017, thirty-three were selected.

- In 2017, Smile Henkilöstöpalvelut developed orientation materials and manuals and also improved its premises
and their comfort for employees.
- At the end of 2017, Smile Henkilöstöpalvelut established the Smile Education service aimed at improving the avail-
ability of workforce.

Restamax Plc