Change

Employees


Our Talent Factory ambition

We believe that growing our people is the way to grow our business for the long term. It is our ambition to be recognized by our employees – and those looking to join us – as a company which offers opportunity to its people for ongoing learning, development and growth in an environment that’s defined by our company values.

In return, we expect all our employees to seize each opportunity to learn, develop and grow their talents in order to be the best at what they do and actively contribute to delivering Tomorrow’s Answers Today.

Since 2006, our work to build AkzoNobel’s Talent Factory has focused on the implementation of best practice HR and people development programs and processes. These programs have already significantly simplified and strengthened the way we work with our people and have driven a continuous focus on talent development.

Key performance indicators – employees

 

 

 

 

 

 

2008

2009

2010

2010 ambitions

 

 

 

 

 

1

The Gallop Q12 “grand mean” score: the average of the mean score of each question. Our employ survey has changed, the 2008 to 2009 results are not comparable.

2

2008 data excludes former ICI employees.

Online P&D Dialog participation (% employees)

602

72

76

90

Women executives (%)

8

10

12

11.5

Executives from high growth markets (%)

10

11

12

13

MEP training participation (number of employees)

527

2,256

2,028

total 3,500

AMP training participation (number of employees)

0

452

724

total 850

Employee engagement (mean score out of 5)1

78

80

3.56

n/a

In order to build on what has already been achieved, in 2010 we focused our efforts on three main areas, which are explained in detail on the following pages:

1. Excellence in people development – ensuring our people managers are given the right support to capitalize on our global development programs and processes and reach the next level of excellence.

2. Stronger employee engagement – creating a working environment where people feel valued and are given the right conditions to perform at their best.

3. Effectiveness of the HR function – ensuring that the HR function is ideally positioned to support the businesses in the best possible way.

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