Employee Well-being as the Foundation of Our Success
Reviewed by the Cooperation Development Group on 27 May 2026
Reviewed by the Management Team on 17 June 2026
Reviewed by the Board on 7 September 2026
This Human Resources Policy applies to all employees of Vaasa University of Applied Sciences Ltd (VAMK). The policy guides all personnel-related management, decision-making, and daily operations.
The policy is complemented by separate HR-related guidelines, programmes, and procedures.
VAMK’s success is built on the well-being, competence, and motivation of our personnel. Our goal is to be a workplace where everyone can succeed, develop, and find their work meaningful.
The objectives of our HR Policy are to:
- Ensure an excellent employee experience
- Support the implementation of our strategy
- Strengthen VAMK’s attractiveness as an employer
- Promote well-being, competence, and a sense of community
- To base our operations on the values of sympathy, openness, community spirit, trust, and responsibility
We systematically develop the employee experience at VAMK.
It consists of four key elements:
- A smooth and meaningful work environment
- Opportunities to learn and develop
- High-quality and inclusive leadership
- Fair and motivating rewards and recognition
The employee experience is continuously improved through measurement, analysis, and development initiatives.
1. Well-being and an Inclusive Work Community
Our aim is to provide a safe, respectful, and inclusive work environment where employees thrive and feel part of the community.
Key Actions
- Conduct an extensive employee survey annually
- Utilize survey results in team and unit-level development
- Develop the workplace well-being programme in cooperation with occupational health services
- Strengthen open communication and participative decision-making
- Actively promote a culture of appreciation and feedback
2. Competence and Career Paths
Our goal is to ensure that employees’ competencies meet both current and future strategic needs.
Key Actions
- Prepare unit-specific personnel and competence plans as part of the annual operational and financial planning process
- Conduct annual performance and development discussions
- Utilize competence assessments and training planning
- Develop internal career paths and job rotation opportunities
- Encourage active participation in RDI (Research, Development and Innovation) activities
3. Leadership and Supervisory Work
Our goal is to ensure high-quality, fair, and impactful leadership.
Leadership Principles
- Open and clear communication
- Participation and collaboration
- Goal-oriented management and constructive feedback
- Responsibility and consistency
Key Actions
- Provide an annual training pathway for supervisors
- Develop supervisors’ capabilities in well-being management
- Support leadership of hybrid and diverse teams
- Provide tools for early support and work ability management
4. Rewards and Employer Image
Our goal is to maintain a competitive, transparent, and motivating reward system and a strong employer reputation.
Key Actions
- Clarify reward and recognition criteria and communication
- Develop total rewards while considering financial resources
- Ensure fairness and equality in compensation
- Improve recruitment processes and candidate experience
- Strengthen VAMK’s employer brand nationally and internationally
- The Board approves the HR Policy
- Management is responsible for its strategic implementation
- Supervisors are responsible for practical execution
- HR supports, develops, and coordinates HR processes
- Employees actively participate and commit to shared practices
The implementation of the HR Policy is systematically monitored using the following indicators:
- Employee survey results (engagement and well-being)
- Sickness absence rates
- Employee turnover
- Recruitment process effectiveness
- Internal mobility
- Implementation of competence development activities
The results are regularly reviewed by management, supervisory forums, and cooperation bodies.
We are committed to equality and non-discrimination in all our activities. We do not tolerate discrimination, harassment, or inappropriate behaviour.
We maintain a safe working environment and address concerns without delay.
We support employees’ work ability throughout their careers and promote the balance between work and personal life.
The HR Policy is continuously developed as part of VAMK’s strategic planning process. Development activities are based on:
- Feedback from employees
- Performance and personnel metrics
- Changes in the operating environment
Employees actively participate in development through various forums. Any amendments to the HR Policy are reviewed together with employee representatives in the Cooperation Development Group.
