Job satisfaction still remained high
In 2024, the overall assessment of job satisfaction at the PRH decreased slightly but remained at a good level and clearly above the central government average. The response rate increased from the previous year. According to the respondents, fair treatment was a strength of the PRH.
Results of the job satisfaction survey 2023–2024 (formerly VMBaro)
Overall job satisfaction
The overall job satisfaction of the personnel started to decline. In 2024, it stood at 3.99 compared to 4.06 in 2023 (on a scale of 1 to 5).
Supervisory work and management
The overall score for supervisory work and management decreased somewhat. In 2024, it stood at 3.91 compared to 3.94 in 2023.
PRH is a good place to work
There was less agreement with the statement ‘PRH is a good place to work’. In 2024, the score was 4.36 compared to 4.45 in 2023.
Fair treatment by supervisors
The score for fair treatment from the supervisor turned down slightly. In 2024, the score was 4.51 compared to 4.50 in 2023.
Fair treatment by colleagues
Fewer staff members felt that they are fairly treated by their colleagues. In 2024, the score was 4.47 compared to 4.59 in 2023.
Cooperation is the strength of workplace communications
We continued the development of workplace communications in line with the action plan. During the year, we developed the contents and structure of the intranet and meeting practices.
Based on the follow-up survey on workplace communications, the personnel considered working together and learning to be clear strengths. The personnel assessed their possibilities of exerting influence as good and appreciated an open discussion atmosphere.
Lean coaching programme guided continuous improvement
This year, we organised a lean coaching programme, participated by 24 trainees from the PRH and their workplace instructors and other enablers. The key objective of the programme is to establish a culture of continuous improvement at the PRH. The programme was a continuation of two Lean Master programmes implemented in recent years.
During the year, lean trainees carried out development tasks and guided workshops while extensively involving other personnel in the development. The progress of the programme and its lessons learned and results were presented to the entire personnel during the year.
We developed the recruitment process
The number of recruitments started to rise clearly in autumn 2024 after a quieter phase. Most of the recruitments were replacement recruitments, but some of the recruitments were related to the PRH’s
increased number of statutory tasks.
We renewed our recruitment process and began to use the new valtiolle.fi recruitment system. The efficiency improvement of the recruitment process will continue in 2025.
We invested in the experience of new employees as an employer by further developing the PRH’s induction programme, which was renewed in 2023.
Gender distribution and average age of the personnel
In 2024, the PRH employed 434 persons, of whom 252 (58%) were women and 182 (42%) were men. Non-binary persons are not recorded separately. Our average age was 48.4 years.
Number of staff members by person-years in 2024
The number of staff members by person-years totalled 427.86 in 2024. The person-years were divided by result area as follows:
- Patents and Trademarks 168.04 person-years
- Enterprises and Corporations 165.43 person-years
- Customer Services and Communications 47.83 person-years
- HR and Administration 28.02 person-years
- Information Management 11.27 person-years
- Finance and Planning 7.28 person-years
For more information, see our corporate responsibility and sustainability report
Read more about the promotion of equality, non-discrimination and wellbeing at work at the PRH in our corporate responsibility and sustainability report.