Performance Based Activities

Performance Based Activities

General About Us Corporate Policy & Human Resourses

Corporate policy 

The Company has developed such a system of relationships among the Company's management, board, shareholders, internal and external stakeholders that contributes to the economic efficiency of the Company, strengthening of mutual trust between the parties, definition of goals that comply with the interests of the Company, and selection of ways to achieve them. When making any decision or planning an activity, the Company analyzes and evaluates the potential impact of that decision or process on all stakeholders of the Company, taking into account its legal, professional, social and ethical aspects.

Relations with all stakeholders are governed by various legal norms, acts, agreements or contracts.

The corporate policy developed by the Company is also a unique control mechanism aimed at ensuring the  balance between the parties of the Company and serving as a policy of accountability.The following factors stated below are also the parts of the Company’s corporate policy:

  • Operational environment and corporate culture,
  • Management types,
  • Description of process, determination of rights and responsibilities,
  • Organizational structure and its flexibility,
  • Policy, strategy, goals and awareness of the staff,
  • Effective distribution and consumption of resources,
  • Exchange of information and organization's internal knowledge,
  • Values and guiding principles of the Company,
  • Establishment of strong and trustful  relations with the interested parties,
  • Agreement-based relations with the service users.

Human Resources 

The core basis of the organization is the personnel. The development of the Company depends on the professional experience of its staff. So ensuring the level of competency of the human resources is the responsibility of the Company.

The processes of human resources management and handling are dynamic and aimed solely at increasing efficiency level of the Company.

All the structural units of the Company, i.e. the top management and the staff, should have  precise purposes of their activities. Progress is measured against the level of achievement of a common goal, which is the basis for motivating and promoting staff. The remuneration of the employees is based on their qualification, experience and  operational responsibilities.