airBaltic's People Strategy is:
To ensure our corporate ability to implement chosen strategies and reach established business goals through acquisition, rewarding, development and retention of positive, loyal and customer-focused professionals.
The goal of the People Strategy is to make sure that at all times we’ve got the right talent in place to most efficiently achieve our business targets. The People Strategy consists of talent acquisition, selection, rewarding, performance management and development processes.
Here are the main competencies and their behavioral indicators:
Positiveness (personality & attitude)
Maintains a state of positive attitude towards people and situations, including a positive state of energy. Holds positive outlook for life in general. Open to adapt to an ever-changing environment. Strives for excellence – consistently meets professional quality standards and continuously seeks to exceed them. Willing to learn new things, to develop. Independently seeks answers. Acts professionally, in a competent, reliable and mature manner. Holds a mindset of living up to promises and commitments.
Loyalty & engagement
Takes pride in being a member of the airBaltic team. Acts as an ambassador of airBaltic. Strongly identifies oneself with the goals of the company. Feels enthusiastic about one's work. Actively looks for and proposes ways to improve processes and results. Refrains from blaming, seeks for and offers solutions. Is self-motivated. Obeys company values. Is willing to openly admit and correct mistakes without procrastination. Maintains and promotes social, ethical and organisational standards, adheres to policies, and regulations. Identifies and responds to unethical behaviour in an appropriate manner. Exhibits strong accountability for own performance results.
Customer focus (external & internal)
Maintains a service-minded, positive attitude while dealing with customers, colleagues or business partners. Communicates in a positive, respectful and friendly manner. Willing and able to deliver services effectively and efficiently in order to put the spirit of customer service into practice. Identifies opportunities to exceed the expectations of customers, sets an example of excellent service. Effectively shares the information in one's possession, takes an extra step to find out who else may need it internally and/or externally, acts to convey it in a due manner.
The company has a definition of what is the right talent for us, using a competency-based approach. A competency framework consists of three core competencies that are critical company-wide factors.
Our competency framework provides a very clear message for employees of what behavior is expected from them by the company. It is a practical base for building a consistent employer brand, filling our talent pool, establishing selection criteria and building a compensation system that reinforces desired behaviors through reward tools. It is also used for appraising, managing performance and developing our people.
