Development Paths and Everyday Learning – GTK Strengthens the Competence of Its Personnel

The Geological Survey of Finland strengthens human-focused working life as part of its strategy for 2024–2027. One area of strategic strengthening is continuously developing competence.

“Providing diverse opportunities for competence development is crucial for the well-being, job satisfaction, and sense of purpose of GTK people,” say Riikka Mäki, Director of Human Resources, and Anna Tolonen, HR Specialist in charge of competence development.

GTK has identified four core competencies in which it is investing for versatile development: geo-competence, scientific competence and merit, project competence, leadership and supervisory work.

“GTK people are strongly committed to their work and want to expand and deepen their expertise, whether it is research, project management or supervisor work, for example. We want to offer options for competence development and encourage people to try out different paths,” Riikka Mäki explains.

At GTK, competence development involves the long-term enhancement of both individual and team skills and capabilities. Learning is seen to take place in many ways. GTK people are constantly learning on the job, and tacit knowledge is transferred in interaction with colleagues. At the same time, various onboarding sessions, trainings and other learning forums provide a place for more precise competence development. In the big picture, a GTK employee can follow a certain kind of growth path of competence development, where they progress towards deeper competence and possibly also advance in their career – or expand their expertise while staying at a suitable stage of the development path for a longer period.

“Everyone’s interests, career dreams and life situations are different. The most important thing is that GTK people receive support from us for developing their skills,” says Anna Tolonen.

One example of the support is paid study leave, which GTK people can receive for 10 days a year for degree-oriented studies alongside work. Supervisors also receive support for managing competence development and learning.

Development Paths and GTK Academy support learning

GTK has developed various competence development paths that enable GTK people to plan and develop their competence, considering the needs of GTK’s basic mission and strategy. As competence grows, it is also possible to advance on the career path.

Currently, there are three development paths. The Leadership development path is for GTK people who are interested in supervisory work and who are on a managerial career path. The Researcher’s development path, on the other hand, describes the opportunities for researchers at GTK to learn, develop and advance in their careers at GTK. The Project management development path will be completed at the turn of the year and includes steps to develop as a project manager.

“You can move between the development paths if your work tasks allow it, and trying out different paths is encouraged,” says Senior HR Specialist Suvi Vesterinen, who is responsible for the development path concept.

The purpose of development paths is not to bring every GTK employee to the end of the path. One can stay in the stages of the paths for a longer period or permanently.

“The most important thing is to find the most meaningful way to work and learn for oneself,” Suvi Vesterinen continues.

Launched at the beginning of the year, the GTK Academy is an internal forum dedicated to the development of geoscientific expertise. It organizes training sessions and events primarily for those involved in research, but also for all interested GTK people.

“At GTK Academy, we organise trainings, seminars and events of various durations, the topics of which are related to the geoscientific focus areas of our strategy and our core areas of expertise, such as bedrock geology, hydrogeology, mineral processing and geophysics. Software expertise that supports research, scientific writing, science ethics and artificial intelligence in research are also visible as themes in GTK Academy’s training and events,” says Karoliina Koho, Head of Science and Innovations at GTK.

GTK Academy has been launched successfully, and GTK people have actively participated in the training.

“The reception has been positive and enthusiastic, and during the spring, new seminar and training topics have arisen for the rest of the year,” says Karoliina Koho.