{"id":2921,"date":"2022-08-11T12:49:07","date_gmt":"2022-08-11T12:49:07","guid":{"rendered":"https:\/\/osar.is\/?page_id=2921"},"modified":"2022-08-30T10:15:51","modified_gmt":"2022-08-30T10:15:51","slug":"human-resources","status":"publish","type":"page","link":"https:\/\/osar.is\/staging\/human-resources\/","title":{"rendered":"Human Resources"},"content":{"rendered":"

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Human Resources<\/h3><\/span>
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Human resources are our most important resource that we strive to nurture.<\/strong>\u00a0Our goal is to create a safe and good working environment so that work can contribute to an increased quality of life for employees.<\/strong><\/p>\n<\/div><\/div><\/div><\/div><\/div>

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Well-Being in the Workplace Increases the Quality of Life<\/h1><\/h1><\/div>

Human resources are our most important resource that we strive to nurture. Our goal is to create a safe and good working environment so that work can contribute to an increased quality of life for employees.\u00a0The Human Resources Policy\u00a0<\/a>and other policies in support of it ensure a common vision of the employees and management of \u00d3sar and its subsidiaries as a workplace. The policies define the companies\u2019 key priorities when it comes to building a solid and progressive workplace and have the common goal of attracting, retaining and strengthening outstanding employees and supporting them in professional and personal growth.<\/p>\n

The Group has adopted a\u00a0Policy against Bullying, Harassment and Violence<\/a>\u00a0stating that bullying, gender-based or sexual harassment, as well as other violence, are under no circumstances tolerated. The Group\u2019s Human Resources Manager is responsible for policy, procedures and education in this area.<\/p>\n

Respect for Employees\u2019 Personal Life<\/h3>\n

It is clear that many factors, \u2013 physical, social as well as mental \u2013 affect how employees feel in and out of the workplace. We focus on creating a positive and encouraging work environment where communication is characterised by mutual respect and empathy. We also respect the personal life of employees by offering flexibility in the organisation of work and working hours so that everyone is able to reconcile their work responsibilities and responsibilities towards their family.<\/p>\n

Opportunities to Grow and Prosper in Life and Work<\/h3>\n

The Education Policy\u00a0<\/a>of \u00d3sar and its subsidiaries aims to enable employees to increase their skills and make full use of their talents at work at any given time. With a results-driven culture, we want to create opportunities for employees to grow and prosper in life and work, and therefore, the emphasis is on offering a variety of education and training that is suitable for a diverse group of employees. We use new knowledge in our work, share it with others and thus ensure the results of the training and education that is invested in.<\/p>\n<\/div><\/div><\/div>

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Solveig H. Sigur\u00f0ard\u00f3ttir<\/h3>\n<\/div>
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Solveig is the Group\u2019s Human Resources Manager.<\/span><\/i><\/strong>She has been training as a weightlifter since 2011, participating in tournaments and winning prizes in the sport, in addition to which she is a certified referee and judges regularly at powerlifting tournaments in Iceland.<\/span><\/i><\/strong><\/p>\n<\/div><\/div><\/div><\/div><\/div>

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Our Year in 2021<\/h4><\/div>

The Year of Changes and Opportunities<\/h1><\/h1><\/div>

The year 2021 was certainly a unique year and informative, but also full of opportunities and progress. The pandemic continued to make its mark on the work environment with associated challenges, but the results are a sign that the employees were not discouraged and showed, as before, what they are made of.<\/p>\n

In the first half of the year, organisational changes were announced with the establishment of the parent company \u00d3sar \u2013 the Lifeline of Health hf.<\/em> At the end of the year, eighteen employees of the subsidiaries were transferred to the parent company, where they provide support services for the subsidiaries. These are support services in the fields of finance, quality control, human resources and information technology. The canteen, phonelines and reception for the Group were also combined in one place. During the year, five new employees were recruited directly to the newly established parent company. In other respects, the changes had little or no effect on the majority of employees and their daily work. Changes, however, are always accompanied by a new vision of opportunities and development, and we therefore welcome the exciting times ahead.<\/p>\n<\/div>

<\/i><\/i><\/span>More<\/span><\/a><\/h4><\/div>
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During the year, the Group established a Remote Working Policy to meet the circumstances we faced, but also to respond to employees\u2019 calls for increased flexibility and a more diverse work environment. One of the goals of the Remote Working Policy is precisely to save valuable time and reduce the carbon footprint resulting from travel to and from work.<\/p>\n

With the new organisation, there was a need for an increased flow of information and a new approach to communication. It was decided to implement Workplace as a means of communication, where all employees have equal access to information and announcements, whether it is the menu of the week, announcement of new staff, registration of events or presentation of new products. This has worked well, and there is a lot of activity and feedback on the medium, which in turn is indicative of good morale and people\u2019s interest in each other and each other\u2019s work.<\/p>\n

We are very proud of our canteen, Brasserie \u00d3sar as we call it. Not only does it offer healthy and good, beautiful and varied food for lunch, but it\u2019s also somewhere where we get together daily to take a break from work and enjoy the company of each other. We all leave the Brasserie \u00d3sar fuller and happier than we went in!<\/p>\n

For the first time last year, an equal pay audit was carried out for the Group as a whole and \u00d3sar\u2019s Equal Pay Policy was implemented, whereas previously the subsidiaries Parlogis and Icepharma had received equal pay certification separately. At the same time, the Equality Plan was revised and adapted to the operations. From now on, one equal pay system will be operated for the Group, which is in the spirit of strengthening support services, for the benefit of the subsidiaries.<\/p>\n

Job satisfaction is one of the most important aspects of any workplace. Icepharma has used HR Monitor\u2019s workplace analyses to measure and monitor employees\u2019 experiences of their own work, the work environment and well-being in the workplace. Through the years, the results have shown that Icepharma\u2019s employees generally feel good at work, are happy with the work environment and are proud of the workplace. It is our experience that regular human resources measurements help to increase employee efficiency and support management skills, but these are key factors in maintaining a good work ethic and reducing employee turnover. In accordance with the organisational changes, the first employee survey of the new year will be sent out to all employees of the Group. In our opinion, measurements like these are a very important tool, especially in times of change, where employees can use the survey as a voice to convey suggestions quickly and easily. The results are then presented to staff and used as an opportunity for improvement.<\/p>\n<\/div><\/div><\/div><\/div><\/div>

It is safe to say that 2021 was a challenging year, but with a concerted effort and solidarity, we met the challenges vigorously and managed to complete many important tasks. It is our staff\u2019s ingenuity, daring, knowledge, ability and diligence that brings us success day after day, and we are looking forward to the new year, ready to accept all the tasks and opportunities that it will have to offer.<\/em><\/p>\n<\/div><\/div><\/div><\/div><\/div>

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Diversity and Equal Opportunities<\/span><\/b>\u00a0<\/span><\/h1><\/h1><\/div>

The Group employs a dynamic group of people with varied education with diverse backgrounds and extensive experience and knowledge of various areas of society. At the end of 2021, the total number of full-time equivalent positions was 186, compared to an average of 182 during the year. The average age of employees is 45 years.<\/p>\n<\/div>