{"id":2318,"date":"2025-02-21T09:48:33","date_gmt":"2025-02-21T09:48:33","guid":{"rendered":"https:\/\/hrafnista.is\/?page_id=2318"},"modified":"2025-02-27T13:11:06","modified_gmt":"2025-02-27T13:11:06","slug":"human-resources-policy","status":"publish","type":"page","link":"https:\/\/hrafnista.is\/en\/mannaudur\/mannaudsstefna\/","title":{"rendered":"Human resources policy"},"content":{"rendered":"
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\nHuman resources policy\n<\/h1>
\nHrafnistu's staff is the key to Hrafnista's successful operations As a leading player in the service and care of the elderly, managers and staff care about the well-being of all those who work for and with. Hrafnista's goal is to provide excellent service where residents, other service recipients and relatives experience safety, trust and well-being. Hrafnista's staff's ambition, experience, initiative and satisfaction ensures the quality of the services provided. The goal of the human resources policy is to shape the work environment and conditions that contribute to the well-being of staff and encourage them to increased success in their work as to emphasize equality, diversity and inclusion. Together, staff create a positive and encouraging work environment. By promoting good morale and staff well-being, 1T1T shapes a desirable workplace\n<\/div>

\nRecruitment and reception\n<\/h4>
\n

Hrafnista focuses on recruiting strong, reliable and ambitious staff from diverse backgrounds In recruiting new staff, skills, education, experience and interpersonal skills are considered regardless of gender, age, sexuality, race or other irrelevant considerations The Human Resources Division manages recruitment and ensures that professional procedures are followed Hrafnista takes great pride in welcoming new staff Emphasis is placed on each employee being clear about their role and area of responsibility according to the job description New staff are given a \u201ecoach\u201c that is present, teaching and informing them, by ensuring that staff get into the job quickly and safely, know what is expected of them, and learn the tools and procedures needed to succeed.<\/p>\n<\/div>

\nWorking environment and health\n<\/h4>
\n

Efforts are made to offer Hrafnista's staff a safe and healthy work environment that meets the basic requirements for occupational health and safety and well-being. Emphasis is placed on an encouraging work environment, that there is good morale, good cooperation, open communication and mutual trust among staff. Furthermore, it is emphasized that staff show each other the utmost consideration and respect in all communications.

Bullying, harassment and violence are not tolerated at Hrafnista If suspected, they work according to Hrafnista's response plan against bullying, sexual and gender-based harassment and violence. More detailed information about the policy and resources are available to staff at Vitan, Hrafnista's information and education website.

Hrafnista promotes a healthy lifestyle for staff, both mental and physical, for example with fruit in all departments for staff, health training grants and education-related events. Hrafnista also contributes to maintaining a good social life by participating in various events such as the Life Run and Cycling to Work to strengthen the solidarity of staff.<\/p>\n<\/div>

\nEducation and Career Development\n<\/h4>
\n

Hrafnista emphasizes that staff are given opportunities for professional development and are given the opportunity to attend courses, education and lifelong learning within Hrafnista as well as outside. There is a strong emphasis on welcoming new staff with a strong new new new recruit reception Part of it is electronic education at Hrafnist School, which is accessible to staff at Vitan A work environment is offered that promotes the benefit of each employee's talents and opportunities to grow and develop in their work. Staff are given the opportunity and are encouraged to adopt new ideas, techniques and methods related to their field of work. Targeted lifelong learning and intensive educational work with the aim of enhancing the professional competence and knowledge of staff is strengthened through regular management training. Hrafnista participates in the payment of staff course costs, while also advising staff on their union's vocational training fund.<\/p>\n<\/div>

\nDiversity and validation\n<\/h4>
\n

Hrafnistu employs a strong team of people with diverse backgrounds, education and work experience. Hrafnista believes that increased diversity enriches the workplace and results in improved services. Hrafnista strives to create a working environment that supports a diverse group of employees and places great emphasis on continuous improvement with the interests of employees as a guide. Efforts are being made to improve the integration of staff of foreign origin and Hrafnista offers, among other things, Icelandic teaching during working hours. Hrafnista also cooperates well with Virk Vocational Rehabilitation Fund and the Norwegian Labor and Employment Agency and has been recognized as an ACTIVE company. This recognition is given to companies that have worked very well with VIRK and shown social responsibility.<\/p>\n<\/div>

\nEquality\n<\/h4>
\n

Hrafnistu's equality policy is prepared in accordance with law no. 150\/2020 on equal status and equal rights of the sexes According to the law, such a plan is to deal with equal pay, vacancies, vocational training, continuing education and lifelong learning, coordination of family and professional life and responses to gender-based violence, gender-based harassment and sexual harassment. Hrafnista places great emphasis on all genders enjoying equality within the company and that employees have equal opportunities regardless of gender In addition, the equality of all employees must be observed without discrimination based on sex, age, sexuality, religion, opinion, nationality, race, color, economy, ancestry and status in other respects as disrespectful or offended to a person who is exposed to it. Hrafnista promotes equality and the management follows the accompanying equality policy and action plan for equality. In this way, equality within the company is constantly worked on.<\/p>\n

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  1. All Hrafnista staff are paid the same salary and the same conditions for the same jobs.<\/li>\n
  2. Everyone has equal opportunities to work at Hrafnista, regardless of gender.<\/li>\n
  3. All staff, no matter what jobs they hold at Hrafnista, have equal opportunities for continuing education, lifelong learning and the vocational training they need to increase their skills at work.<\/li>\n
  4. Managers must organize jobs and projects so that staff can best balance work and private life.<\/li>\n
  5. Prejudice, bullying, gender-based or sexual harassment and violence are not tolerated within Hrafnista.<\/li>\n<\/ol>\n<\/div>

    \nEqual pay policy\n<\/h4>
    \n

    It is Hrafnista's policy to constantly work for equality within the company and for wages and other conditions to be competitive with similar jobs in the market The prerequisites for wage decisions are that they are in line with wage and institutional agreements and Hrafnistu's policy on wage issues.

    Hrafnista has received equal pay certification and undertakes to maintain an equal pay system in accordance with the requirements of the \u00cdST 85:2012 standard. Hrafnista has implemented procedures and defined salary criteria to ensure that employees are paid for their work based on the value of jobs regardless of gender or other irrelevant considerations.

    Hrafnista undertakes to comply with the relevant laws, rules and collective agreements that apply at any given time.<\/p>\n<\/div>

    \n \n \n \n \n \n \n \n \n \n\n \n \n \n \n \n \n\n \n Hrafnista's equal pay policy<\/span>\n\n \n \n <\/a>\n\n \n\n\n<\/div>

    \nFamily-friendly workplace\n<\/h4>
    \n

    Employees are enabled to coordinate work and private life with mutual flexibility as far as possible and needed. Flexibility may include flexible working hours, short or long-term part-time work, a place of business near home, a wish shift system, or other work optimization Parents are encouraged to exercise their right to maternity leave, regardless of gender.<\/p>\n

    Hrafnista caters to staff's wishes for flexible taking maternity and parental leave where possible and makes it easier for staff to return to work at the end of maternity leave.<\/p>\n<\/div>

    \nManagement and leadership\n<\/h4>
    \n

    Hrafnista's organization is characterized by short and clear channels of communication. Work is carried out according to the approved organizational chart and job descriptions, so that everyone knows their role and area of responsibility. Emphasis is placed on clear work processes and active disclosure to all staff and that staff have good access to management. Managers need to have leadership skills and show professionalism in their work.

    Managers are required to adopt elaborate and modern management practices It is important to plan and manage depending on the situation, develop a positive attitude, engage staff, encourage, provide support and distribute responsibilities and tasks to achieve success Management education is available to all managers and a management manual is available in the Lighthouse.<\/p>\n<\/div>

    \nQuality and improvement work\n<\/h4>
    \n

    Emphasis is placed on strengthening the quality and safety of the services provided at Hrafnista. Hrafnista's Health Department contributes to the continuous work according to the strictest quality requirements for the activity, by issuing procedures, internal audits and remedial work after external audits. The department also supports professional work at Hrafnista in order to promote the professional knowledge of the staff and initiative in quality work.<\/p>\n

    Hrafnista works according to quality standards from the Office of the National Medical Examiner, which are reflected in the quality indicators in the RAI assessment. They provide evidence of the quality of the services provided and they are systematically worked with for the purpose of providing the best possible service. Important information about the quality of the services is also obtained through regular service surveys that Hrafnista has external parties perform among residents and relatives.<\/p>\n

    Hrafnista operates diverse and interdisciplinary improvement and quality groups whose purpose is to promote quality and safety at Hrafnista, as well as to promote continuous improvement in Hrafnista's activities Hrafnista's human resources department regularly conducts workplace analyzes, their goal is to map the current situation so that we can respond and use results for progress and increased results. Workplace analysis examines staff attitudes towards key aspects of their activities such as information sharing, workplace communication, opportunities for professional development, job satisfaction, management practices and the image of the workplace externally.<\/p>\n<\/div>\n<\/div><\/div>\n<\/div><\/div>\n<\/section>","protected":false},"excerpt":{"rendered":"

    Mannau\u00f0sstefna Starfsf\u00f3lk Hrafnistu er lykillinn a\u00f0 fars\u00e6lum rekstri Hrafnistu. Sem lei\u00f0andi a\u00f0ili \u00ed \u00fej\u00f3nustu og um\u00f6nnun aldra\u00f0ra er stj\u00f3rnendum og starfsf\u00f3lki annt um velfer\u00f0 allra \u00feeirra sem starfa\u00f0 er fyrir og me\u00f0. Markmi\u00f0 Hrafnistu er a\u00f0 veita fram\u00farskarandi \u00fej\u00f3nustu \u00fear sem \u00edb\u00faar, a\u00f0rir \u00fej\u00f3nustu\u00feegar og a\u00f0standendur upplifi \u00f6ryggi, traust og vell\u00ed\u00f0an. Metna\u00f0ur, \u00feekking, reynsla, frumkv\u00e6\u00f0i […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":87,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_breakdance_hide_in_design_set":false,"_breakdance_tags":"","footnotes":""},"class_list":["post-2318","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/hrafnista.is\/en\/wp-json\/wp\/v2\/pages\/2318","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hrafnista.is\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/hrafnista.is\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/hrafnista.is\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/hrafnista.is\/en\/wp-json\/wp\/v2\/comments?post=2318"}],"version-history":[{"count":0,"href":"https:\/\/hrafnista.is\/en\/wp-json\/wp\/v2\/pages\/2318\/revisions"}],"up":[{"embeddable":true,"href":"https:\/\/hrafnista.is\/en\/wp-json\/wp\/v2\/pages\/87"}],"wp:attachment":[{"href":"https:\/\/hrafnista.is\/en\/wp-json\/wp\/v2\/media?parent=2318"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}