Assessing employee satisfaction To be able to develop relevant employee retention measures, we evaluate the degree of satisfaction of our colleagues. In this sense, we use the MAZU questionnaire, distributed every two years, which uses a scale from 1 to 6, where 1 indicates maximum satisfaction, and 6 indicates maximum dissatisfaction. The last such assessment was carried out in 2022, in which 4 727 people participated, with a response rate of 88%, following which an overall score of 1.73 was recorded. The best score was obtained for the statement "I like my work". During this evaluation, we identified 9 main measures to meet the needs identified by our colleagues, on topics such as: optimization of equipment and work tools, working conditions, career opportunities, working hours. Of these, in 2023 we solved 6 of the measures, one was started and will be completed in 2024, and two are scheduled for 2024. In fact, the title "Top Employer", obtained in three consecutive years (2022, 2023, 2024), reflects our attention and commitment to the PENNY team and demonstrates the success of our Human Resources strategy and care for employees. Remuneration policies 100% of our employees are covered by a collective bargaining agreement We recognize that remuneration and wages are one of the basic conditions to ensure the well-being of our employees, which is essential for the development of PENNY, which is why we continue our strategy of increasing revenues and constantly investing in the quality of life at work. We base our remuneration strategy on: z Benchmarks and market studies, in which we consider all the countries in which the PENNY networks operate z Long-term strategy, depending on the level of organizational development, in which we focus on competitive salary packages – the salary grid based on years of service z Short-term inflation strategy, which we regularly update considering the results of labor market analyses (retail and industry) in all cities with PENNY stores The bonus system is specific to each business unit (Headquarter, Logistics Centers, Stores) and to categories of functions, considering elements such as performance indicators, seniority and fixed bonuses for onboarding and retention. SUSTAINABILITY REPORT PENNY ROMANIA 2023 196/256 MESSAGE FROM THE GENERAL DIRECTORS SUSTAINABILITY STRATEGY AND GOVERNANCE ABOUT US AND OUR VALUE CHAIN ABOUT THE REPORT THE FUTURE IS MADE TODAY SUSTAINABILITY MILESTONES CONTENTS
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