DECEMBER - 2022HR TECH OUTLOOK9the office to be used for getting together, to innovate and collaborate.How do you manage employee value propositions to align with all the five generations that are working toward impacting society?Klöckner Pentaplast (KP) has a very strong ESG agenda to produce new products that last longer and are reusable and sustainable. KP's employee value propositions show alignment with the business purpose of making good recyclable and sustainable plastic. This plays an important role in attracting and keeping people who want to make the world a better place and are excited about joining a company like us. We are broadening our offering by trying to offer more choices, like a cafeteria-type approach with benefits, with the packages that we offer people when they join us. We are looking to provide flexibility in working hours, better paid time off policies, and retirement plans because people at different stages in their lives want different things, and we try to include all these elements to give people flexibility and a better choice of benefits.What is your strategy to attract and keep the workforce engaged with the business goals?One of the main challenges is creating awareness of who we are and what we do since we work in a B2B environment. Hiring is done indirectly, or through referrals, so we maintain good relationships with recruitment companies that represent our company to candidates and help sell our employee value proposition. KP spends a lot of time creating awareness through induction videos, social media, and real campaigns at colleges and universities to drive up awareness of KP so that we can attract really good people. We are particularly focused on recruiting women and having more women managers in the company. KP has 32 plants globally that follow bottom-up as well as top-down action plans that offer development to keep talent engaged and run annual engagement surveys to improve all the plants across our business. We always value employee feedback to improve the work environment.Would you like to share any recruiting advice with your peers to help them hire more talented and engaging employees?To get the best from people, KP follows the approach of freedom in a framework, which means after hiring technically competent people, there is no need to micromanage things. The best thing you can do is give them direction and some guidance, then let them deliver because, without a clear framework, there will be confusion. The other rule that KP follows is no surprises. If something's not going well or is delayed, we flag it so that it can be solved on time and we avoid last minute hitches. We are broadening our offering by tryingto offer more choices, like a cafeteria-type approach with benefits, with the packages that we offer people when they join us
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