Learning and development

Both Oriola as a company and our business environment are rapidly changing, and our employees’ expertise and commitment is a prerequisite to offer an excellent customer experience. A changing business environment offers our employees possibilities to take part in business development and innovate new services that meet our customers’ needs.

During 2022, Oriola’s People team and personnel management have heavily focused on revisiting the organisational structure and individual roles. The work has been carried out as a dynamic organisational planning, where individual roles and organisational needs are assessed continuously. We also continue to evaluate the areas where new competences are needed. During the year, we updated our performance management, onboarding processes and job architecture.

To attract the right talent and enable our employees to focus on what they do best, we want to offer a fair and equal workplace, where everyone can succeed and develop. In 2022, we carried out an employee satisfaction survey and gathered data from employees on where the company could improve. The employee survey response rate was 70%. This work, along with subsequent workshops, resulted in a two-year People plan, which examines our success and improvement areas from the last 12 months and sets the tone for future HR work.

The pharmaceutical sector is strictly regulated, and many tasks require training, for example, in quality requirements. However, most development is achieved through learning at work. Several development projects offer the opportunity to build and share experience across organisational and country borders. Our wide range of services provide opportunities for pharmaceutical professionals to explore various career paths, from expert services within our pharmaceutical company customers, to supply chain related tasks.