The Human Resource Management Policy applied by the TAURON Group focuses on acquiring, developing and maintaining competences that are key for organizational efficiency and achieving the Group's strategic goals.

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Our ambition is to support the management in efficiently implementing the proposed changes and promoting the new initiatives. We create conditions for the development of knowledge and skills and create a work environment based on cooperation and partnership in which innovation and optimization are the foundations of the actions undertaken.

The strategic directions of the activities of the human resource management area in the TAURON Group, set by the Policy, are:

  • seeking to retain and attract employees to the organization with competences in line with the business needs,
  • creating a work environment that fosters innovation,
  • creating opportunities for the continuous development of competences of the managerial staff and the employees,
  • promoting the idea of a learning organization.

The tables present the key data with respect to the area of human resource management, including the number of employees by gender, age and type of labor contract, as well as the percentage of employees covered by the collective bargaining agreements.

NUMBER OF EMPLOYEES TAURON Polska Energia Kopalnia Wapienia „Czatkowice” TAURON Ciepło TAURON Ekoenergia TAURON Wydobycie TAURON Wytwarzanie TAURON Obsługa Klienta TAURON Sprzedaż TAURON Sprzedaż GZE TAURON Dystrybucja TAURON Dystrybucja Pomiary TAURON Dystrybucja Serwis Bioeko Grupa TAURON Polska Energia Pierwsza Kompania Handlowa Nowe Jaworzno Grupa TAURON Wsparcie Grupa TAURON TAURON Czech Energy TAURON Serwis TOTAL
TOTAL NUMBER OF EMPLOYEES UNDER LABOR CONTRACTS, INCLUDING: 487 292 1,483 179 6,811 2,549 2,512 315 11 7,778 1,492 90 122 3 127 1,379 14 442 26,086
Women 219 44 258 41 612 443 1,817 168 6 1,143 265 33 27 3 7 455 7 32 5,580
Men 268 248 1,225 138 6,199 2,106 695 147 5 6,635 1,227 57 95 0 120 924 7 410 20,506

(including for a trial period and for a substitution):

70 46 43 14 536 20 397 77 0 302 6 3 58 0 4 513 1 45 2,135
Women 34 10 7 4 38 4 286 32 0 55 1 0 12 0 0 184 0 5 672
Men 36 36 36 10 498 16 111 45 0 247 5 3 46 0 4 329 1 40 1,463
FOR AN INDEFINITE TERM: 417 246 1,440 165 6,275 2,529 2,115 238 11 7,476 1,486 87 64 3 123 866 13 397 23,951
Women 185 34 251 37 574 439 1,531 136 6 1,088 264 33 15 3 7 271 7 27 4,908
Men 232 212 1,189 128 5,701 2,090 584 102 5 6,388 1,222 54 49 0 116 595 6 370 19,043
NUMBER OF EMPLOYEES TAURON Polska Energia Kopalnia Wapienia „Czatkowice” TAURON Ciepło TAURON Ekoenergia TAURON Wydobycie TAURON Wytwarzanie TAURON Obsługa Klienta TAURON Sprzedaż TAURON Sprzedaż GZE TAURON Dystrybucja TAURON Dystrybucja Pomiary TAURON Dystrybucja Serwis Bioeko Grupa TAURON Polska Energia Pierwsza Kompania Handlowa Nowe Jaworzno Grupa TAURON Wsparcie Grupa TAURON TAURON Czech Energy TAURON Serwis TOTAL
TOTAL NUMBER OF EMPLOYEES EMPLOYED UNDER CONTRACTS OTHER THAN A LABOR CONTRACT: 33 14 11 9 192 67 180 17 0 62 17 6 4 5 8 721 1 39 1,386
Women 12 7 2 3 13 15 147 6 0 24 9 2 0 1 2 171 1 4 419
Men 21 7 9 6 179 52 33 11 0 38 8 4 4 4 6 550 0 35 967
PERSONS UNDER MANAGEMENT CONTRACTS: 3 1 2 1 4 4 2 4 0 4 2 2 2 1 3 2 0 1 38
Women 0 0 0 0 0 0 1 1 0 0 0 1 0 0 0 0 0 0 3
Men 3 1 2 1 4 4 1 3 0 4 2 1 2 1 3 2 0 1 35
SELF-EMPLOYED PERSONS: 0 0 0 0 0 0 0 6 0 6 0 0 0 0 0 0 0 0 12
Women 0 0 0 0 0 0 0 2 0 3 0 0 0 0 0 0 0 0 5
Men 0 0 0 0 0 0 0 4 0 3 0 0 0 0 0 0 0 0 7
EMPLOYEES UNDER THE GROUP’S SUPERVISION: 0 0 0 0 0 0 174 0 0 0 10 0 0 0 1 0 0 0 185
Women 0 0 0 0 0 0 143 0 0 0 9 0 0 0 0 0 0 0 152
Men 0 0 0 0 0 0 31 0 0 0 1 0 0 0 1 0 0 0 33
PERSONS ON POSTGRADUATE INTERNSHIPS: 3 0 0 0 0 0 0 0 0 12 0 0 0 0 0 0 0 0 15
Women 3 0 0 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0 4
Men 0 0 0 0 0 0 0 0 0 11 0 0 0 0 0 0 0 0 11
PERSONS PROVIDING SERVICES UNDER A CIVIL LAW AGREEMENT 18 9 4 3 184 59 0 4 0 36 1 0 0 4 0 716 0 35 1,073
Women 4 6 0 1 13 14 0 3 0 19 0 0 0 1 0 170 0 4 235
Men 14 3 4 2 171 45 0 1 0 17 1 0 0 3 0 546 0 31 838
EMPLOYEES OF THE SUPERVISORY BOARD 9 4 5 5 4 4 4 3 0 4 4 4 2 0 4 3 1 3 63
Women 5 1 2 2 0 1 3 0 0 1 0 1 0 0 2 1 1 0 20
Men 4 3 3 3 4 3 1 3 0 3 4 3 2 0 2 2 0 3 43
NUMBER OF EMPLOYEES TAURON Polska Energia Kopalnia Wapienia „Czatkowice” TAURON Ciepło TAURON Ekoenergia TAURON Wydobycie TAURON Wytwarzanie TAURON Obsługa Klienta TAURON Sprzedaż TAURON Sprzedaż GZE TAURON Dystrybucja TAURON Dystrybucja Pomiary TAURON Dystrybucja Serwis Bioeko Grupa TAURON Polska Energia Pierwsza Kompania Handlowa Nowe Jaworzno Grupa TAURON Wsparcie Grupa TAURON TAURON Czech Energy TAURON Serwis TOTAL
FULL TIME: 9 291 1,482 177 6,810 2,538 2,501 312 7 7,749 1,490 90 120 3 127 1,341 13 439 25,499
Women 4 44 258 41 611 438 1,810 167 4 1,126 264 33 27 3 7 423 6 31 5,297
Men 5 247 1,224 136 6,199 2,100 691 145 3 6,623 1,226 57 93 0 120 918 7 408 20,202
PART TIME: 478 1 1 2 1 11 11 3 4 29 2 0 2 0 0 38 1 3 587
Women 215 0 0 0 1 5 7 1 2 17 1 0 0 0 0 32 1 1 283
Men 263 1 1 2 0 6 4 2 2 12 1 0 2 0 0 6 0 2 304
TAURON Polska Energia Kopalnia Wapienia „Czatkowice” TAURON Ciepło TAURON Ekoenergia TAURON Wydobycie TAURON Wytwarzanie TAURON Obsługa Klienta TAURON Sprzedaż TAURON Sprzedaż GZE TAURON Dystrybucja TAURON Dystrybucja Pomiary TAURON Dystrybucja Serwis Bioeko Grupa TAURON Polska Energia Pierwsza Kompania Handlowa Nowe Jaworzno Grupa TAURON Wsparcie Grupa TAURON TAURON Czech Energy TAURON Serwis TOTAL
Total number of persons employed (from 102-8-a) 487 292 1,483 179 6,811 2,549 2,512 315 11 7,778 1,492 90 122 3 127 1,379 14 442 26,086
Total number of employees covered by collective bargaining agreements 0 292 1,462 179 6,797 2,549 2,512 315 11 7,762 1,488 90 0 0 127 1,379 0 0 24,963
Percentage of employees covered by collective bargaining agreements 0% 100% 98.6% 100% 99.8% 100% 100% 100% 100% 99.8% 99.7% 100% 0% 0% 100% 100% 0% 0% 95.7%

Due diligence procedures and internal regulations

n accordance with the vision adopted in the Human Resource Management Policy, the area presented in this part of the report is “to be a professional partner for the management and the employees in building an efficient company, based on clear principles and modern tools.” As part of our mission, we “act proactively, create and implement processes and tools that reflect the business needs.” In practice, this means that we are actively following and often setting market trends in the energy industry and the human resource management area, contributing to supporting the TAURON Group’s strategic directions.

The documents supporting the implementation of the goals of the TAURON Group’s Human Resource Management Policy include:

  • TAURON Group’s remuneration principles;
  • Rules and Regulations for improving the qualifications of the employees, in place at the Group’s individual subsidiaries;
  • TAURON Group’s competency model;
  • TAURON Group’s Rules and Regulations of the In-House Trainers Academy;
  • Rules and Regulations of the Investment Project Management Academy Program – the TAURON Group’s PM Academy;
  • TAURON Group’s Principles of Cooperation with Schools and Universities as well as Traineeship and Internship Program;
  • Rules and Regulations of the “Join” Program – TAURON’s internship PROgram;
  • Rules and Regulations of the TAURON Group’s Ambassador Program.

One of the due diligence procedures implemented as part of the Human Resource Management Policy is the ongoing monitoring of the metrics related to the human resource management area at all of the TAURON Group’s subsidiaries. We place particular emphasis on constructive and open dialogue with the social partners. Group’s subsidiaries held 329 meetings of the employers with the trade union organizations in 2019. In total, the trade union organizations had about 18.7 thousand members among TAURON’s employees (i.e. 72% of the total number of employees) at the end of 2019.

During regular meetings and consultations the social partners are informed about issues related to:

  • the TAURON Group’s economic and financial situation,
  • implementation of the strategic initiatives,
  • Voluntary Redundancy Programs implemented at Group’s Subsidiaries,
  • issues related to employee matters at the Group.

In addition, steps geared towards increasing business awareness as well as promoting pro-efficiency and engaging attitudes are taken. “A valuable development conversation” workshops for the TAURON Group’s social partners were held in 2019.

The procedures also include employee satisfaction surveys conducted every two years. In the second edition of the survey, conducted at the Group’s key subsidiaries in April 2019, each of more than 26,000 employees had an opportunity to express their opinion on how they assess the individual aspects of work at the subsidiary and at the whole Group, answering 39 questions in an anonymous survey.

Thanks to the turnout that came in at 55% (i.e. 14,234 votes), opinions on topics related to the work environment, satisfaction, commitment, communication and workplace relations were obtained.

The results of the survey demonstrated that the TAURON Group’s employees:

  • declare very strong commitment to the performance of their tasks and achieving the best possible results of their work (commitment rate – 84%),
  • appreciate the atmosphere in the department / team and relationships with the colleagues (employee relationship ratio – 75%),
  • positively view the working conditions at their position (safety and working conditions indicator – 70%),
  • like their work and are generally satisfied with their job at the company (job satisfaction self-assessment level – 66%),
  • positively assess the managerial staff, both in terms of managerial communication, understood as providing feedback on the tasks carried out, or providing relevant information about the company, as well as managerial attitudes, viewed as building lasting and good relationships as well as delivering on the agreements reached jointly (managerial communication and managerial attitudes indicator – 64%).

The results obtained were the starting point for the analyses and development of plans for further actions together with the managers and employees, thanks to which the TAURON Group will be able to meet the requirements of its employees to an even greater extent.

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Due diligence procedures also include actions taken to adapt the organization and human capital development directions at the Subsidiaries to the current guidelines of the Group’s strategy.

The challenges and objectives of the Human Resource Management (HRM) area, stemming from the changes in the energy sector and the new strategic directions, and in particular the activities facing the Group in connection with the TAURON’s Green Turn, were subjected to a verification process. Redefining the goals and challenges will allow for preparing and effectively responding to the business expectations and the changing business environment of the Group. The result of the joint works of the representatives of the HRM area from the Group’s leading subsidiaries was the identification of the priority areas for the development of the organization and human capital.

Eight priorities of the TAURON Group’s Human Resource Management Policy

Identification of eight priorities (presented in the illustration) allowed for determining the direction of the changes that will strengthen the capacity of the HRM area to support the business goals of the organization. The priorities identified include: recruitment and onboarding, training, age and knowledge management, development conversation, potential management, cooperation with the education sector, outplacement, employer branding. The tasks assigned to these priorities will improve the most important, from the point of view of the business goals, HRM processes and strengthen the organization’s ability to create and respond quickly to the business changes by ensuring the optimal number and quality of the competences. Specific tasks within the priorities will also give the direction to the activities planned by the HRM area for 2020–2023.

Actions taken and results achieved

Initiatives undertaken with respect to the human resource management in the TAURON Group focus on the continuous improvement of the processes in order to adapt them to the changing business environment. A permanent element of the above changes is developing and strengthening such attitudes among employees that are in line with the Group’s values, i.e. Partnership, Growth, Boldness. This basic premise allows for building an organizational culture that enables the employees to take on and implement new challenges (projects), search for innovation, increase efficiency as part of their daily tasks and raise the level of job satisfaction.

Development and development supporting activities

Employee development and improvement is permanently inscribed in the TAURON Group’s strategy, and the implementation of the development activities takes place on the basis of the Rules and Regulations for improving the qualifications of the employees, in place at the Group’s individual subsidiaries. The Rules and Regulations are designed to ensure compliance with the rules regarding the financing of the training, while ensuring a close connection with the Group’s business objectives.

All the development activities in the TAURON Group are implemented according to the 70-20-10 principle. This is the principle of effective learning, according to which:


of the development activities should be related to gaining experience on the job, among others by delegating new or additional tasks and rights to the employee, broadening the scope of responsibility, participation in the task or project teams;


of the development activities are based on learning from others, including the ongoing support and regular feedback from your direct superior and colleagues;


of the development activities involve participation in various forms of educational and training activities (internal and external).

Key statistics on the training carried out in the TAURON Group in 2019 are presented in figures no. 34–35.


Average number of training hours per employee


Total number of training hours


Total number of training hours (women)


Total number of training hours (men)

Total number of training hours per employee in the TAURON Group in 2019

Average number of training hours per employee, broken down by job (position) groups in the TAURON Group in 2019

In 2019, we initiated actions aimed at implementing a new human resource management process – Development Conversation. The goal of the initiative is the development of the organization by building a culture of dialogue between the superior and the employee, and the ability to focus on the development of employees in accordance with their needs as well as the business capabilities and needs of the organization. The development conversation is based on the TAURON Group’s Competence Model in place and assumes the need for the continuous development of these competences as the business challenges are changing. Pilot activities completed at selected Group’s subsidiaries in 2019 demonstrated a number of benefits brought by open communication and individual approach to the employees’ needs, in relation to the directions of the organization’s development. In 2020, we will continue to work on implementing the development conversation process into the Group’s organizational culture.

The next, third edition of the postgraduate studies organized in cooperation with the Jagiellonian University, entitled Purchase management in business, was launched in 2019. The main assumption of the program is to improve the purchasing, negotiation and commercial (trading) qualifications of the Purchasing Area staff. Participation in the dedicated studies is a proposal addressed to the outstanding employees of the TAURON Group. 32 participants are taking part in the current edition.

Taking into account the number of implemented, and above all planned investment projects, there was a need to organize a proprietary annual training program dedicated to investment project management in the TAURON Group – PM Academy. As a result, 15 employees from 5 the TAURON Group’s Subsidiaries expanded their competences in project management in 2019. The Academy’s program includes training courses on project management, investment process implementation, IT tools used to support Project Managers, communication, team management, etc.

The TAURON Group’s employees have continuously had the opportunity to participate in lectures conducted as part of the TAURON Group Open University since 2014.

The goal of establishing and continuing the concept of the University is to provide employees with access to knowledge and information on the current topics, related to both business as well as personal development. In addition, this initiative allows for the creation of a platform enabling an exchange of views and experiences among the employees from various Subsidiaries and, as a result, increased integration among the workforce.

5 lectures were carried out in 2019, attended by a total of 2,654 employees of the TAURON Group. Thanks to enabling the broadcasting of the lectures to various locations, the number of students increased by more than 1,500 employees.

A particularly important event, from the point of view of the Update of the TAURON Group’s Strategic Directions, was a lecture on climate change, delivered by an expert in the field of climate science. During the lecture, over 600 employees of the Group had a unique opportunity to learn about the scientific bases of the global warming, find out what its causes are and what problems may arise from the large and rapid climate changes. The lecture participants received practical tips on what to do, including in the private sphere, in order to reduce the negative impact on the climate change. The lecture also initiated the implementation of a new Climate Policy, adopted by the TAURON Group, with its goal to reduce the negative impact on the climate and maximize the positive effects of climate change throughout the Group’s whole value chain.

The In-House Trainer Academy is becoming more and more popular at TAURON – an initiative supporting the development of the employees using the internal resources. 83 in-house trainers completed a total of 167 training sessions for more than 1,800 Group’s employees in 2019.

In addition to the training courses carried out using the traditional method, TAURON enables its employees to continuously improve their competences in the form of e-learning training courses. The undisputed advantages of this form of education include the flexibility of its implementation and the ability to adjust it to the individual pace of knowledge absorption of the given employee. The e-learning training formula also significantly reduces the costs of the training courses, while at the same allowing them to be attended by a larger number of employees, and allows for better accommodating the pro-ecological aspects as compared to the traditional training formula.

The TAURON Group’s employees underwent a number of training courses in 2019, including the mandatory ones, among others with respect to internet security, TAURON’s services, GDPR, Corporate Social Responsibility Code of Conduct or the principles of counteracting mobbing and discrimination. In addition, specialist training courses were offered, including with respect to the use of IT tools to support everyday work, legal and financial aspects, as well as aimed at enhancing interpersonal skills. In total, more than 14,000 employees took advantage of 48,000 hours of e-learning training courses in 2019.

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Cooperation with the education sector

The TAURON Group has been undertaking a number of initiatives to promote the brand among pupils, students and university graduates for a number of years. We organize internship and apprenticeship programs, we cooperate with student organizations, career offices and research clubs, we organize competitions on topics related to TAURON, we take part in scientific symposia and conferences, and we cooperate with the faculty staff at schools and universities.

Student internships constitute a specific development method for the TAURON Group, geared towards improving the competences of university students and graduates, which enables combining theoretical knowledge with the practical professional issues. Participation in apprenticeship or internship programs enables acquiring the first experience and prepares pupils and students for entering the labor market. Through internship and apprenticeship programs the Group is implementing its long-term goals related to acquiring the best, from the point of view of business needs and organizational culture, pupils, students and graduates. 655 people took advantage of the apprenticeship and internship programs at TAURON in 2019.

The TAURON Group’s internship program called “Join” (“Przyłącz się”) also has its permanent place among the initiatives related to the cooperation with the academic community. The goal of the program is to prepare, during 5‑month internships, the most talented students of the domestic universities for entering the labor market, enable interns to obtain comprehensive professional development in the field of modern energy, get to know the enterprise’s organization system, as well as the conditions and rules in force at the company, and develop the right attitude towards the tasks performed.

The next, second edition of the program was carried out in 2019, with 20 participants undergoing internships at 8 of the Group’s subsidiaries (TAURON Wydobycie, TAURON Wytwarzanie, TAURON Ciepło, TAURON Polska Energia, TAURON Obsługa Klienta, TAURON Sprzedaż, TAURON Dystrybucja, Kopalnia Wapienia “Czatkowice”).

The second edition of the TAURON Group’s Ambassador Program was continued in 2019.

As part of this edition, 9 Ambassadors from 6 partner universities carried out proprietary promotional activities at their universities.

The main goal of the program is to engage students in the process of developing a positive image of the TAURON Group in the academic environment and generate interest in the offer of internships, apprenticeships and work among the best students and graduates. As part of the program, we establish cooperation with the students who have innovative and fresh ideas about initiatives promoting the Group, and also provide us with inspiration on how to change and adapt the student-dedicated programs to meet the ever‑increasing requirements.

TAURON implements its long-term strategy, a part of which is the cooperation with patronage classes, providing education in the professions that are key for the organization, thus promoting employment at the TAURON Group’s Subsidiaries after completing education. These initiatives enable students to learn the profession in a real work environment by organizing practical classes and professional internships, providing support in equipping the schools’ workshops that enable practical vocational training and engaging the Group’s specialists, with some teaching experience and many years of professional experience at the Group, in the teaching process. By the end of 2019, TAURON covered 47 classes with its patronage. As part of patronage classes, education is provided in such professions as, among others: underground mining technician, power sector technician, electrician technician, mechatronics technician, electronics technician and solid mineral processing technician.





Project subsidy value

July 2018 – December 2019

Project execution period

The TAURON Group was actively involved in the implementation of the project entitled: Developing a model of vocational and practical training program in the energy sector, co-financed from the European Social Fund, in 2018–2019. The goal of the project was to prepare solutions with respect to engaging employers in the organization of practical vocational training, including: developing a quality framework for internships and apprenticeships for students pursuing practical training at enterprises, taking into account the European framework of professional internships and developing the model practical vocational training programs for professions at the technician’s qualifications level.

Pilot apprenticeship programs were implemented at 4 sites, i.e. TAURON Wytwarzanie, TAURON Ciepło, TAURON Dystrybucja Branch in Częstochowa and Opole) in the period from March to June 2019. The pilot project covered 103 students from 4 schools providing education in the profession of an electrician technician.

For the second time the TAURON Group took part in a local project organized by the Katowice City Hall entitled: Katowice, a City of Professionals. As in the first edition, the main goal of the project was to encourage young people, facing the choice of a further education path, to undertake education in the first level technical and industry vocational schools, to show professional prospects related to the vocational and technical education, and to increase the level of knowledge and public awareness with respect to the dual education system. During the second edition, nearly 300 students from 10 elementary schools in Katowice visited the TAURON Group’s production plants. As part of the study visits, Katowice’s eighth graders had the opportunity to become acquainted with the operations of the Łaziska Power Plant, Jaworzno III Power Plant and Katowice Cogeneration Plant. The whole campaign promoting vocational education is complemented by educational lessons at schools devoted to the topic of choosing a further path of vocational education, as well as visits to the industry and technical schools.

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Other initiatives

At TAURON, we are aware of the fact that supporting the idea of work-life balance is an inseparable element of efficient human resource management. For the sake of our employees, we invest in medical care and programs encouraging more physical activities, we implement health-promoting initiatives that are more and more attractive and tailored to the needs of the employees, and promote a healthy lifestyle in order to develop healthy habits. A series of campaigns were organized in 2019 to show how to take care of health and prevent occupational or civilization-related diseases, including:

  • a photo competition, organized with support from the TAURON Group, on sports topics “I am active / I take care of health”, aimed at encouraging the employees to share their ways of how to stay fit and healthy;
  • a series of workshops organized for TAURON Obsługa Klienta’s employees with respect to stress management and prevention of burnout, conducted by a psychologist at 12 locations of the Company;
  • conducting lectures for TAURON Obsługa Klienta’s employees regarding the so-called “OFFICE diets”, combined with individual diet consultations, with the goal to promote a healthy lifestyle and providing instruction on maintaining the correct posture. The initiative was implemented as part of the “Health full time” campaign.

Training sessions on the pre-medical first aid dedicated to the employees of the individual the TAURON Group’s Subsidiaries are continuously enjoying great interest. Their goal is to transfer knowledge and practical skills with respect to the behavior and response in the situations that pose a threat to human health and life. Training programs deal with the issues related to the legal grounds and rules of conduct at the place of danger, as well as sets of topics related to the individual types of injuries. The training sessions are conducted by qualified paramedics with many years of experience.

The TAURON Group took part in the “Two hours for the family” campaign for the sixth time. Symbolic 2 hours are a great excuse to slow down the fast pace of life for a moment and spend time with the family. This year, the theme of the International Family Day celebrations was “Small and large travel” and the attractions accompanying the celebration were related to this theme, i.e. the weekly “Family MegaPower” campaign, as part of which numerous attractions and competitions were prepared for the employees, encouraging them to spend time with their loved ones.

The opening event of the “Family MegaPower” campaign was a lecture held as part of the TAURON Group Open University entitled: How to strengthen the feeling of self-esteem in children and be a good enough parent? During the lecture such topics as the existence of a “perfect parent”, basic dilemmas of parenthood, and ensuring a child’s sense of security, acceptance and being loved were raised.

As part of the activities focused on age management, TAURON Dystrybucja organized a series of pilot workshops dedicated to the employees in the pre-retirement age. One-day workshops called “Before I Retire – Psychological Aspects of Change”, for about 40 people, were held at the Branch in Opole.

The goal of the workshop was to provide support for the employees in preparing for a change, i.e. the retirement, and the challenges that are associated therewith. The topics discussed during the meetings covered the psychological aspects of the retirement and the ways of dealing with changes in life. The participants also received practical hints on how to maintain a sense of contentment and happiness in mature adulthood (at a senior age). Many of them admitted that the workshop had been a good opportunity for personal development and thinking about their plans for the time after the retirement.

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