Human Capital Management Policy

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TAURON Group’s Human Capital Management Policy is a document that focuses on acquiring, developing and maintaining competencies that are key to organizational efficiency and achieving the Group’s strategic goals.

The goal of the regulations contained in this policy is the broadly understood support for employees and managers in creating an environment conducive to dialogue, introducing changes and striving for the development of the organization. Among the priorities set by the Policy, there are also issues such as creating an organizational culture based on cooperation and partnership, supporting bottom-up initiatives, independence and development of the personnel.

The policy defines the mission and vision of TAURON Group’s human capital management.

With passion and commitment we are creating and implementing solutions shaping the organizational culture and work environment that provide support for the implementation of the goals defined in the Strategy.

We are a partner for the Management Team and Workforce in building an efficient company, based on clear rules and modern solutions.

The document also sets out strategic areas of activities related to employee issues. They include: organization development, efficiency management as well as competences and development management. In each area, specific goals are set and activities aimed at achieving them are identified.

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Area: Organization development Process
Goal: Implementing and promoting organizational culture that supports TAURON Group’s development
Strengthening employee engagement and creating a safe and inspiring work environment:

Employee Opinion Survey Employee communication Employer Branding Management by objectives

  • openness to communication with employees,
  • obtaining and providing feedback,
  • engaging employees in improving the work environment.
Building the image of TAURON Group as an attractive employer – both inside and outside the organization:

Employee Opinion Survey Employee communication Employer Branding Management by objectives

  • surveying the opinion of employees,
  • creating tools that allow to ensure easy and efficient communication with employees,
  • cooperating with universities and schools.
Ensuring an efficient flow of information and creating conditions for a partner dialogue with the workforce:

Social dialogue Development initiatives Knowledge and age management

  • strengthening cooperation among areas and among generations:
  • creating an environment that is friendly to the exchange of knowledge and experience,
  • promoting knowledge sharing.
Building relationships with customers and strengthening awareness with respect to environment protection, climate change and commitment to promoting the Green Turn of TAURON Employer Branding
Supporting TAURON Group in the process of changes through access to knowledge and market solutions: Development initiatives
  • designing development programs and providing knowledge,
  • monitoring market trends and solutions.
Area: Organization efficiency management Process
Goal: Focus on efficiency management.
Clear and consistent defining of roles, tasks and required authorizations at work positions.

Position evaluation system Job description book

Defining clear compensation rules, based on market conditions, that motivate people to work efficiently:

Employment, wages and benefits Management by objectives Social dialogue

  • supporting the implementation of tasks and goals that stem from the Strategy,
  • creating performance related employee compensation systems,
  • building tools that support management by objectives.
Minimizing the risk associated with human capital management. TAURON Group’s risk management system
Ensuring compliance with the principles of ethics and diversity:

Regulations related to diversity, ethics and counteracting mobbing and discrimination

  • conducting educational activities,
  • taking care of an environment free from mobbing and discrimination.
Optimizing, standardizing and digitizing the Human Capital Management Area processes, increasing the flexibility and efficiency of the organization.

Human Capital Management Mega-process

Area: Competences and development management Process
Goal: Supporting the development of competences
Development of employee competences for the needs of the changing energy sector: Development initiatives Recruitment
  • developing competences that prepare for change management,
  • focusing on acquiring new qualifications and improving employees’ competences.
Creating a culture based on self-development: Employee Opinion Survey Employee communication Employer Branding Management by objectives
  • Supporting employees through various individual development tools.
Ensuring the continuity of competences for the energy sector by educating pupils and students. Development initiatives Recruitment
Taking care of employee retention: Development initiatives Employee induction
  • creating opportunities for development for employees and ensuring a motivating atmosphere at work,
  • implementing pro-employee solutions.
Ensuring knowledge transfer between generations:

Knowledge and age management Development initiatives

  • implementing development programs,
  • implementing internal training programs,
  • ensuring the exchange of experiences between generations.
Ensuring the development of leadership competences of the Management Personnel. Competence model Development conversation
Creating and improving tools for the development, motivation and evaluation of the employees’ potential. Development conversation
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Polska Energia
Nowe Technologie
Dystrybucja Pomiary
Sprzedaż GZE
Czech Energy
Obsługa Klienta
Kopalnia Wapienia „Czatkowice” Polska Energia Pierwsza Kompania Handlowa Bioeko Grupa TAURON Wsparcie Grupa TAURON TAURON
Tauron Zielona Energia Tauron Inwestycje Usługi Grupa TAURON Energetyka Cieszyńska TOTAL
TOTAL NUMBER OF EMPLOYEES UNDER LABOR CONTRACTS, INCLUDING 435 6 297 2 459 200 8 035 135 1 475 323 9 14 2 576 1 423 300 3 193 787 423 46 53 453 101 25 740
women 203 567 441 47 1 265 50 280 171 6 7 1 864 245 47 3 44 232 33 19 17 170 15 5 726
men 232 5 730 2 018 153 6 770 85 1 195 152 3 7 712 1 178 253 0 149 555 390 27 36 283 86 20 014
FOR A DEFINITE PERIOD OF TIME (including for a trial period and as a sub): 48 310 62 30 494 15 57 45 0 0 438 75 40 0 99 150 45 14 5 52 8 1 987
women 19 70 29 8 88 7 17 22 0 0 340 11 9 0 21 54 5 6 0 14 1 721
men 29 240 33 22 406 8 40 23 0 0 98 64 31 0 78 96 40 8 5 38 7 1 266
FOR  AN  INDEFINITE PERIOD OF TIME: 387 5 987 2 397 170 7 541 120 1 418 278 9 14 2 138 1 348 260 3 94 637 378 32 48 401 93 23 753
women 184 497 412 39 1 177 43 263 149 6 7 1 524 234 38 3 23 178 28 13 17 156 14 5 005
men 203 5 490 1 985 131 6 364 77 1 155 129 3 7 614 1 114 222 0 71 459 350 19 31 245 79 18 748

The data provided presents the headcount level in persons (FTEs) as of 31.12.2022, and it was collected with the use of TAURON Group’s IT systems. There had been no significant fluctuations in the number of employees during the reporting period (a 1.6% headcount increase as compared to 31/12/2021).

NUMBER OF EMPLOYEES TAURON Polska Energia TAURON Wydobycie TAURON Wytwarzanie TAURON Ekoenergia TAURON Dystrybucja TAURON Nowe Technologie TAURON Dystrybucja Pomiary TAURON Sprzedaż TAURON Sprzedaż GZE TAURON Czech Energy TAURON Obsługa Klienta TAURON Ciepło Kopalnia Wapienia „Czatkowice” Polska Energia Pierwsza Kompania Handlowa Bioeko Grupa TAURON Wsparcie Grupa TAURON TAURON Serwis TAURON Zielona Energia TAURON Inwestycje Usługi Grupa TAURON Energetyka Cieszyńska TOTAL
TOTAL NUMBER OF EMPLOYEES EMPLOYED UNDER CONTRACTS OTHER THAN A LABOR CONTRACT: 25 182 75 12 28 10 22 15 0 0 169 11 19 6 7 852 57 2 8 128 6 1 634
women 8 10 15 3 13 1 3 2 0 0 141 1 8 1 0 175 5 0 2 85 0 473
men 17 172 60 9 15 9 19 13 0 0 28 10 11 5 7 677 52 2 6 43 6 1 161
women 0 0 1 0 0 0 0 0 0 0 2 0 0 0 0 1 0 0 0 1 0 5
men 6 2 4 2 4 4 2 4 0 0 3 4 2 1 2 0 2 2 2 1 2 49
MEMBERS OF THE SUPERVISORY BOARD 8 4 4 5 4 5 4 4 0 2 4 3 5 0 5 4 4 0 5 0 3 73
women 1 0 0 2 0 1 0 0 0 0 3 0 2 0 0 2 1 0 4 0 0 16
men 7 4 4 3 4 4 4 4 0 2 1 3 3 0 5 2 3 0 1 0 3 57
SELF EMPLOYED PERSONS: 0 0 0 0 2 0 0 5 0 0 0 0 0 0 0 0 0 0 0 0 0 7
women 0 0 0 0 1 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 2
men 0 0 0 0 1 0 0 4 0 0 0 0 0 0 0 0 0 0 0 0 0 5
EMPLOYEES UNDER THE GROUP’S SUPERVISION: 0 0 0 0 0 0 16 0 0 0 163 0 0 0 0 0 0 0 0 0 0 179
women 0 0 0 0 0 0 3 0 0 0 138 0 0 0 0 0 0 0 0 0 0 141
men 0 0 0 0 0 0 13 0 0 0 25 0 0 0 0 0 0 0 0 0 0 38
PERSONS ON POSTGRADUATE INTERNSHIPS: 3 0 1 0 3 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0 8
women 2 0 0 0 3 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0 6
men 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 2
PERSONS PROVIDING SERVICES UNDER A CIVIL LAW AGREEMENT 8 175 65 5 16 1 0 2 0 0 0 3 12 5 0 847 51 0 1 126 1 1 318
women 5 10 14 1 9 0 0 1 0 0 0 0 6 1 0 172 4 0 1 84 0 308
men 3 165 51 4 7 1 0 1 0 0 0 3 6 4 0 675 47 0 0 42 1 1 010
women 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
men 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0


NUMBER OF EMPLOYEES TAURON Polska Energia TAURON Wydobycie TAURON Wytwarzanie TAURON Ekoenergia TAURON Dystrybucja TAURON
Dystrybucja Pomiary
TAURON Nowe Technologie TAURON Sprzedaż TAURON Sprzedaż GZE TAURON Czech Energy TAURON Obsługa Klienta TAURON Ciepło Kopalnia Wapienia „Czatkowice” Polska Energia Pierwsza Kompania Handlowa Bioeko Grupa TAURON Wsparcie Grupa TAURON TAURON Serwis TAURON Zielona Energia TAURON Inwestycje Usługi Grupa TAURON Energetyka Cieszyńska TOTAL
FULL TIME: 421 6 294 2 441 198 8 014 135 1 473 320 6 12 2 562 1 421 299 3 189 776 422 45 49 429 96 25 605
women 197 564 437 46 1 252 50 279 169 4 5 1 852 245 47 3 44 230 33 19 16 151 14 5 657
men 224 5 730 2 004 152 6 762 85 1 194 151 2 7 710 1 176 252 0 145 546 389 26 33 278 82 19 948
PART TIME: 14 3 18 2 21 0 2 3 3 2 14 2 1 0 4 11 1 1 4 24 5 135
women 6 3 4 1 13 0 1 2 2 2 12 0 0 0 0 2 0 0 1 19 1 69
men 8 0 14 1 8 0 1 1 1 0 2 2 1 0 4 9 1 1 3 5 4 66
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TAURON Polska Energia TAURON Wydobycie TAURON Wytwarzanie TAURON Ekoenergia TAURON Dystrybucja TAURON Nowe Technologie TAURON Dystrybucja Pomiary TAURON Sprzedaż TAURON Sprzedaż GZE TAURON Czech Energy TAURON Obsługa Klienta TAURON Ciepło Kopalnia Wapienia „Czatkowice” Polska Energia Pierwsza Kompania Handlowa Bioeko Grupa TAURON Wsparcie Grupa TAURON TAURON Serwis TAURON Zielona Energia TAURON Inwestycje Usługi Grupa TAURON Energetyka Cieszyńska TOTAL
Total number of persons employed 435 6 297 2 459 200 8 035 135 1 475 323 9 14 2 576 1 423 300 3 193 787 423 46 53 453 101 25 740
Total number of employees covered by collective bargaining agreements 0 6 283 2 459 200 8 018 118 1 471 323 9 0 2 576 1 403 299 0 0 787 0 0 42 451 100 24 539
Percentage of employees covered by collective bargaining agreements 0.0% 99.8% 100.0% 100.0% 99.8% 87.4% 99.7% 100.0% 100.0% 0.0% 100.0% 98.6% 99.7% 0.0% 0.0% 100.0% 0.0% 0.0% 79.2% 99.6% 99.0% 95.3%

The overwhelming majority of TAURON Group’s subsidiaries apply the Company Collective Bargaining Agreements (CBAs). Depending on the specific solutions adopted at some of the Group’s Subsidiaries, the top management staff (N-1 level) is excluded from the Collective Bargaining Agreements, and the terms of employment are regulated in the labor contract. At the subsidiaries where the Collective Bargaining Agreement is not applied, salaries and the terms of employment are regulated by applying the Compensation Regulations and the Labor Regulations, the content of which is consulted with the social partners (workforce).

Due diligence procedures and internal regulations

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

  • TAURON Group’s Compensation Principles,
  • TAURON Group’s Recruitment Principles,
  • Principles for improving the qualifications of the Employees, in place at TAURON Group’s individual subsidiaries,
  • TAURON Group’s Competency Model,
  • TAURON Group’s Regulations of the Internal Trainers Academy,
  • Talent and Mentoring Programs, in place at TAURON Group’s individual subsidiaries,
  • TAURON Group’s Employee Referral Program,
  • Principles of Cooperation with Schools and Universities,
  • Regulations of the „Join” Program – TAURON’s internship PROgram.

The Human Capital Management Policy also takes into account the Employee compensation issues. TAURON Group has put in place TAURON Group’s Compensation Principles. TAURON Group implements simple and transparent compensation principles based on the market conditions and aiming to motivate the staff to work efficiently. The compensation system at each of TAURON Group’s subsidiaries is defined in the Company’s Collective Bargaining Agreement or the Compensation Regulations. The level of compensation reflects the value, type and quality of labor, the level of competence of the Employee and it is determined based on the tariff rates that are related to the value assigned to the individual positions. The social partners (workforce) are involved in the process of assigning values to the individual jobs and introducing changes to the compensation systems as well as determining the level of the wage increases, both at the Group level through TAURON Group’s Social Council as well as at the level of the individual Subsidiaries.

TAURON Group is guided in its actions by the principle of equal treatment of employees and does not tolerate discrimination on any basis, in particular, based on age, gender, race, nationality, religion, sexual orientation, appearance, fitness or difference of opinion. Measures are taken and procedures and mechanisms are implemented to protect employees from discrimination and unequal treatment, and to ensure the detection and elimination of cases of prohibited practices. We provide all employees, regardless of gender, with opportunities for promotion, as well as professional development through a wide range of internal training, participation in specialized training, industry conferences, seminars and workshops. With respect to compensation, we are guided by an assessment of the quality of work and competence of the given employee, and the salary range for the given position is determined based on job valuation, which is an objective and reliable method of determining the importance of each position in relation to other positions at the Company. The wage equality index for TAURON Group is tied to the specifics of the energy industry and the structure of employment (78% men overall, 95% men holding executive positions).

Table below presents TAURON Group’s wage equality ratio (according to the WSE's ESG Reporting Guidelines, S-P2), which indicates the ratio of men’s wages to women’s wages. The resulting value indicates how much more (or less) men earn on average relative to women.

Group of positions Index* [%]
Managerial positions -2.81
White collar employees 28.61
Executive positions 47.29
Total 21.51
*index calculated on the basis of wages paid in relation to average headcount in 2022

Actions taken and results achieved

Initiatives undertaken with respect to the human resources management at 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 values of TAURON Group. This basic premise allows for building an organizational culture that enables the employees to take on and implement new challenges, search for innovation, increase efficiency as part of their daily tasks and increase the level of job satisfaction.

TAURON Group, responding to global social and economic challenges, is undertaking a number of initiatives. Using digital technologies, the hybrid work model is being effectively implemented. Remote work allows employees greater flexibility in organizing their time, in line with the idea of a work-life balance. In turn, maintaining the traditional form of work at the employer’s site, ensures that social contacts and a sense of identity with the company are maintained.

TAURON is also expanding activities aimed at keeping employees physically and mentally fit. Particular emphasis has been placed on health education and preventive measures, such as promoting pro-health attitudes and healthy lifestyle.

It is also of key importance to strengthen managerial staff based on a number of tools (training, specialized articles) that contribute to the formation of attitudes of leaders who are open-minded and keep up with change.

TAURON Group also ensures the absolute application of labor laws in labor relations and the implementation of legal changes in accordance with changing regulations. In addition, TAURON is optimizing HR and payroll processes, first and foremost focusing on greater automation of HR activities and broadly expanded digitalization. Recruitment, onboarding or employee records management processes have been digitized.

The transformation requires continuous improvement of skills in:

  • organizing the work of virtual and hybrid teams,
  • organizing in-house work,
  • employee retention and sustaining employee engagement,
  • diagnosing employee talents,
  • developing the adequate processes, standards, and skillfully modifying and adapting them to changing social and economic circumstances.

TAURON Group places particular emphasis on constructive and open dialogue with the workforce. 291 meetings of the employers with the trade union organizations were held at TAURON Group’s subsidiaries in 2022. In total, the trade union organizations had about 18 200 members among TAURON Group’s employees (i.e. 71% of the total number of employees) at the end of 2022.

During regular meetings and consultations the representatives of the workforce are informed about issues related to:

  • TAURON Group’s economic and financial situation,
  • transition of the power sector,
  • implementation of the strategic initiatives,
  • issues related to the employee matters at the Group.

1. Employee opinion survey

An employee opinion survey is held every 2 years. After the last edition of the survey, conducted in 2021, a number of initiatives were launched at the individual subsidiaries in response to the demands submitted by the employees. The initiatives focused on improving the following metrics: satisfaction (overall satisfaction), commitment and communication. The initiatives were implemented both at TAURON Group level as well as at the individual subsidiaries’ level.

Examples of the initiatives implemented at TAURON Group include: building and continuing constructive social dialogue aimed at employment stabilization (satisfaction rate), implementing attractive training programs for groups of employees, including the training conducted as part of the energy transition (commitment rate), and keeping employees informed on an ongoing basis of the energy transition processes (communication rate).

An example of an initiative implemented at TAURON Polska Energia is an additional communication survey – Your Voice Has Power (Twój głos ma moc). As a result of the survey, a special box was introduced into which employees could anonymously drop their initiatives for improving the organization’s functioning. During the 6 months of the survey, dozens of ideas were submitted. The initiatives are applicable to all areas of the business operations and are related to both the day-to-day operations of the company, as well as such initiatives as environmental education or employee volunteerism.

2.Actions for a just transition

TAURON Group has undertaken a number of activities aimed at preparing the workforce for the energy transition process. The actions have been taken with respect to the potential use of such funding sources as:
  • National Just Transition Plan,
  • National Recovery Plan,
  • Modernization Fund,
  • Just Transition Fund.

Submitted project initiatives include, among others:

  • retraining, financing training for the employees,
  • support in setting up one’s own business,
  • matching skills and qualifications to the job offers available on the market,
  • preparation for the recruitment processes (CV, cover letter, job interview),
  • analysis of the labor market and scarce professions/competences,
  • analysis of the impact of the outplacement program dedicated to the power plant’s workforce (supporting the layoffs process) on the level of commitment and satisfaction as well as employability of the employees in order to achieve the highest possible effectiveness in finding a new job,
  • relocation of the employees to other branches or other subsidiaries of TAURON Group – relocation package – reimbursement of accommodation and travel costs in the form of a monthly lump sum based on a periodic calculation taking into account the applicable prices,
  • programs dedicated to persons acquiring an entitlement to the pre-retirement benefits or acquiring up to 5 years of retirement rights – additional severance pay, paid employee absenteeism („Fixed term leaves”).

Exchange EU – In 2022, as part of its cooperation with the Małopolska province, TAURON took part in an in an international workshop dedicated to transition. In April 2022, the Małopolska region was qualified for the EU program – ExchangeEU, whose goal is to develop a platform for the exchange of knowledge and best practices among the coal regions in the EU and facilitate their mutual learning. TAURON was invited to take part in the project carried out by the Małopolska province, in cooperation with Aragon in Spain and Ust in the Czech Republic, as well as the municipalities of: Libiąż, Brzeszcze, Chełmek and the City of Oświęcim, due to its effective cooperation to date. As part of the workshops, TAURON presented its perspective and projects with respect to mobilizing and retraining its employees and creating new green jobs.

World Bank survey „Support for the Polish Mining Regions in Transition”

A World Bank survey entitled „Support for the Polish Mining Regions in Transition” was conducted among the employees of the TAURON Wydobycie (Mining), TAURON Wytwarzanie (Generation), Wsparcie Grupa TAURON, TAURON Serwis and TAURON Ciepło (Heat) subsidiaries in January 2022. The project is financed by the European Commission (DG ENERGY) and is intended to provide support for the regions in the preparation of the road maps according to which the reforms will be implemented.

Nearly 1 500 employees completed the survey. The respondents were mainly men (73%), and the largest number of questionnaires were filled out by the employees of the TAURON Wydobycie (Mining) subsidiary. In addition, 45% of the respondents were more than 45 years old, and the average length of service stood at 21 years. The results of the survey demonstrated that TAURON Group had a well-qualified workforce, aware of the competencies required for their positions and positively viewing the ability to use their skills in performing their daily duties. Based on the completed diagnosis, the World Bank, together with the European Commission, is helping the regions prepare road maps according to which the reforms are introduced and institutions strengthened. The assistance for the mining regions can take different forms depending on the particular challenges and instruments available in the given regions. The results obtained will allow to properly prioritize the main activities implemented with the support of the Just Transition Fund.

Industry Skills Center (Branżowe Centrum Umiejętności) in 2022, an application was submitted for the „Establishment and Operation of an Industry Skills Center (Branżowe Centrum Umiejętności) in the Field of Electricity at the Vocational Training Center in Wroclaw”. The application was submitted by the City of Wroclaw, as the body that runs the Vocational Training Center, in partnership with the Polish Electricity Transmission and Distribution Association, TAURON Dystrybucja (the primary partner), and the Power Systems Automation Institute (the secondary partner). The main objective of the project is to improve qualifications in the field of metering and diagnostics of electrical equipment and installations and electric shock protection. It is assumed that the Industry Skills Center in the field of electricity will be established by the end of 2024. The goal is to train 300 participants, including 90 pupils, 180 adults (including the employees of the TAURON Dystrybucja subsidiary) and 30 teachers by 30.06.2026.

3.Employee development and training

Technological development, a competitive market and growing demands are forcing greater speed and flexibility in the development activities. The development and improvement of the employees are permanently inscribed in the Group’s Strategy, and the implementation of the development activities is carried out on the basis of the principles of improving the qualifications of the employees in place at the individual subsidiaries. All of the development activities at TAURON Group are implemented in accordance with the 70-20-10 principle (the effective learning principle), according to which:

  •  70% of the development activities should be related to gaining experience in the position, among others by delegating new or additional tasks and empowerments to the employee, broadening the scope of his/her responsibility, participation in the task or project teams,
  • 20% of the development activities are based on learning from others, including the ongoing support and regular feedback from your direct superior and colleagues,
  • 10% of the development activities involve participation in various forms of educational and training activities (internal and external).

TAURON Capital Group’s employees can choose from a wide range of internal training and external development opportunities, among others, in the form of the participation in industry conferences, seminars, workshops, specialist training, e-learning training or language courses.

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Key data on the employee training at TAURON Capital Group as of December 31 in the years 2020-2022

Key data on employee training TAURON Group
2022 2021 2020
1. Average number of training hours per employee by job (position) group, including: 16 15 12
1) Management Board and Directors 40 40 26
2) Management positions 26 24 14
3) Administrative staff (white         collar positions) 10 10 9
4) Blue collar positions 17 17 13
2. Number of training hours per employee by gender, including: 397 857 383 796 294 945
1) Women 70 058 65 794 49 704
2) Men 327 743 318 002 245 240

Key statistics on the training carried out at TAURON Group in 2022

We Inspire Development

In order to provide employees with constant access to development options, an additional „Training and Development” tab was created in the intranet. In addition, a new employee zone was launched in 2022, where inspiring materials and development initiatives are continuously posted. The employees can also take advantage of the created Mediateka, where links to webinars, webcasts, podcasts and articles prepared by the HR staff are provided.

Development Conversation

Development conversation is one of the tools supporting the process of management by objectives. Its main assumption is to build employee development plans through a dialogue between the superior and the employee. The essence of the development conversation lies in the development of the employee in relation to the goals pursued by him/her, based on the competence model in place at TAURON Group. The result of the development conversation is an employee development plan drawn up for the given year.

Through development talks, the TAURON Group supports:

  • development of the employees and building their commitment,
  • definition of the needs and expectations of the employee and the superior related to the accomplishment of the goals,
  • implementation of the goals,
  • mutual provision of the ongoing feedback,
  • building of a culture of dialogue.

TAURON Group Open University (Uniwersytet Otwarty Grupy TAURON – UOGT)

TAURON Group’s employees have had the opportunity to participate in lectures conducted as part of the TAURON Group Open University since 2014. The initiative provides a platform for the exchange of views and experiences, as well as an opportunity to gain knowledge and additional competencies. Nearly 40 lectures have been conducted as part of the UOGT, including „Climate Facts and Myths” – a lecture by expert Marcin Popkiewicz, „The Joy of Helping”, „Impossible” is just an excuse – a meeting with Jan Mela, „Biking – relaxation, passion, business. About cycling from different perspectives” – a meeting with Czeslaw Lang.

On the occasion of the 30th edition of UOGT, a competition was announced in which employees could submit their proposals for lectures. Inviting employees to co-author the UOGT’s program made it possible to learn about their current needs with respect to acquiring expertise and adequately cover the current risks associated with the rapidly changing reality. 2 lectures were conducted by experts in 2022. The first one was the winner of the competition under the topic „Instagram vs. Reality”, and the second was „The Joy of Helping” – in response to the situation related to the mass emigration of Ukrainian residents. The lectures were also made available on the intranet and they had been viewed an additional 950 people by the end of 2022.

Internal Trainers (Coaches) Program/ Internal Trainers (Coaches) Academy

The goal of the initiative is to provide support for the development of employees using the internal resources. An Internal Trainer is an employee of TAURON Group who shares expert knowledge with others, and at the same time develops his/her coaching potential. An employee who participates in the recruitment process for the program, during which he or she demonstrates knowledge in a given topic and the ability or potential to conduct training/workshops can become an internal trainer. TAURON also supports the didactic preparation of internal trainers to conduct trainings. Dedicated trainings for trainers are provided to meet their development needs with respect to knowledge sharing skills. The trainer is personally involved in analyzing the training needs, designs training and supports the process of implementing new competencies in the organization.

71 employees with the status of an internal trainer carried out a total of 185 trainings for more than 2 100 TAURON Group employees in 2022. The Internal Trainers Program is implemented at 5 TAURON Group’s Subsidiaries. Besides the trainings conducted inside their own Subsidiary, the internal trainers can also, additionally, conduct trainings for the Group’s other subsidiaries. 7 such trainings were held for a total of 67 employees in 2022. Examples of training subjects: „Throwing light on photovoltaics”, „Renewable energy. Understanding Green Energy”, „Technical Aspects of the Electricity Market from the Point of View of the Electricity Supplier and Consumer” or „Empathic Communication Based on the NVC Model.”

Development Squared

The webinar series Development Squared, initiated at TAURON Polska Energia, is conducted in four thematic areas: development, knowledge sharing, cooperation and health. The participants of the project are all of TAURON Group’s employees with access to the Intranet (nearly 18 000 people in 2022).

21 webinars on 17 different topics, conducted by 10 trainers, were organized in 2022. Among the proposed topics delivered in 2022 were: Humor and laughter as a basis for well-being, Situational leadership in practice – the webinars conducted for both the managers as well as the employees, Intergenerational communication and cooperation, Do you want to be right or have a relationship – a culture of communication, or Sharing knowledge in multigenerational teams. More than 2 046 employees took part in the initiative.

Training Catalogue

TAURON Group has developed a training base in four modules: expert knowledge, management competencies, personal development and tools. Every month employees can participate in training courses of their choice, developing their skills and knowledge in accordance with their individual development plan. All of the training courses offered in the catalogue as part of the project are organized in accordance with the company’s business needs. The training needs are analyzed periodically through surveys and direct communication with the managers.

6 editions of the initiative, as part of which 24 training courses were offered to the employees, were implemented in 2022. In addition, training was organized for TAURON’s key functional areas: Trading, Legal, Human Resources, Work Health and Safety (WHS) or Security and Compliance, with nearly 340 people having participated therein.


In addition to the training courses carried out using the traditional method, TAURON Group provides its employees with continuous access to the trainings offered on the e- learning platform, which is particularly important during the pandemic and the restrictions related thereto. The 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. The employees have continuous, unlimited access to the trainings available on the special e-learning platform. It includes both the training courses on the Group wide regulations, the specialist training courses on the IT systems, as well as the training courses developing leadership and interpersonal competences.

The employees updated their knowledge of issues covered by Tauron Group’s Corporate Social Responsibility Code of Conduct and Compliance Management System through e-learning trainings in 2022. In total, nearly 17 400 000 employees received more than 54 000 e-learning trainings in 2022.

Manager’s Zone

Manager’s Zone is a space on the Intranet dedicated to the managers at TAURON Polska Energia. The management staff has constant access to specialized articles on broadly understood management topics, tools supporting team management, interesting events organized online (Mediateka) and recommended books. The Manager’s Zone newsletter is sent out regularly (once a month), in which we provide information on the news in the Zone and cover the most current topics. Every year we publish more than a dozen articles on the current trends in the area of management, such as how to appreciate employees, how to strengthen the organizational identity of employees, or how to develop dialogue.

#wzMOCnij się (POWER yourself up)

This is an initiative aimed at providing skills and knowledge to the leaders at TAURON Polska Energia. The topics of the 2022 webinars focused mainly on the mental condition of the employee, where the common denominator of all of the topics was the ability to manage employees during the times of rapid change. During one of the webinars, managers had the opportunity to learn, among other things, based on what to recognize the symptoms of psychosomatic tension in themselves and in an employee, or what communication techniques to use during a crisis conversation and what the structure of a crisis intervention conversation is. In addition, a webinar „Empathic Leadership”, whose goal was to strengthen the managers’ awareness of the risks of bullying and discrimination, was conducted. More than 200 people participated in the project.

emPower Women

This is a Microsoft development program in Poland, dedicated to women. It is attended by organizations that are expanding based on Microsoft technology and want to invest in IT competencies. The program is a great opportunity to empower women and give them a chance to develop. The program’s topics focus on Microsoft’s business cloud technology. The program is open to women representing selected subsidiaries of the Group.

4. Work-life balance and pro-health activities

Two hours for the Family and the Children’s Day 

TAURON Group has been a participant in the global social movement „Two Hours for the Family” for 10 years. The organizers are encouraging companies to join this project and shorten the working day from 8 to 6 hours by the deadline. Employees can spend the time thus saved with their loved ones. At TAURON Group this campaign has been organized since 2012, on May 15, which is the International Family Day.

At TAURON Group this campaign is carried out for one week under the slogan Family Mega Power (Rodzinna MegaMoc). Each day there is a different event, usually all kinds of competitions, and one – thematically related to the main slogan in the given year –  lecture conducted as part of the UOGT. The week’s main slogan in 2022 was: „Take care of yourself and your loved ones”.

The lectures offered to the employees as part of the Family Mega Power – „The Joy of Helping” have so far been viewed by more than 700 people. Nearly 17 000 employees with access to the Intranet were able to actively participate in all events. The continuation of the Family Mega Power was the Children’s Day. The children took part in a workshop on „How to build with the Lego blocks” and a competition to build a Lego structure with a green energy theme. Nearly 400 children took part in the workshop, dozens of competition entries were received, of which the award winning work was the one presenting TAURON’s hydroelectric power plant in Pilchowice.

Health week and pro-health webinars

TAURON Group organized several health promoting campaigns in 2022. A series of 5 webinars was conducted in the spring: „Cancer is not a sentence”, whose goal was to draw attention to the importance of cancer prevention and adequate oncology prevention. The Health Week was organized in 2022 to promote a healthy lifestyle and preventive examinations among the Group’s employees. The Health Week was dedicated to the prevention of back ailments, vision and lung cancer. The Health Week included three lectures in the form of webinars: „How to take care of your back and not get broken?”, „Prescription for Eyesight”, and „Prevention of Lung Cancer”. In total, nearly 500 participants attended the lectures.

5.Awards for social capital management

Top Quality HR

In 2022, TAURON Polska Energia once again took part in the survey organized by the Polish Human Resources Management Association entitled Top Quality HR. As part of the survey, the Association verified and awarded the highest ratings to the following areas of human capital management: incentive and compensation systems, employee development, recruitment and competence management, employee communication and employer branding activities. The Family Mega Power initiative was particularly highly appreciated, implemented under the slogan „Take care of yourself and your loved ones,” as part of which, over the past year, employees were offered a number of initiatives to promote a healthy lifestyle and taking care of interpersonal relations (the „Joy of Helping” lecture). The positive result of the survey resulted in the awarding of the 2023 Top Quality HR certificate. The certificate was also awarded to the TAURON Obsługa Klienta (Customer Service) subsidiary.

Friendly Workplace award for TAURON Polska Energia

TAURON Polska Energia received a special award from the editorial board of the portal – the Friendly Workplace emblem and a statuette. TAURON’s efforts aimed at creating a friendly organizational culture based on open relations with the employees were appreciated. The robust range of development opportunities prepared with the individual needs and predispositions of employees in mind was noted.

Special appreciation was expressed for the promotion of expertise. The onboarding model and support for internal recruitment were also considered outstanding. The company’s pro-environmental work environment culture and its employees’ involvement in the educational and pro-social activities were also highly rated. TAURON Polska Energia is another company besides the TAURON Obsługa Klienta subsidiary that has been appreciated and honorably mentioned for its activities.

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