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People are the foundation of all value creation at Holcim. Our goal is to employ the best people in our industry. Excellence in leadership, management and training of our employees is therefore critical.
Holcim is a multicultural company. Our people, from many different cultures, respect one another and treat each
other without prejudice. 1,323 members of senior management come from 62 nations. This diversity makes us a particularly attractive company to work
for, and Holcim is proud of the fact that we have repeatedly succeeded in smoothly integrating new companies and their employees into the Group.
Holcim is an equal opportunities employer and makes no distinction on the grounds of gender, sexual orientation, race or religion. Around 11% of the Group’s workforce are women. While percentages of females in management appear to have slightly fallen, absolute numbers increased in 2006.
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We work hard to ensure that we are an attractive employer. Our labor relations are generally sound. Approximately half of our global workforce is represented by independent trade unions.
We encourage Group companies to conduct employee satisfaction, engagement or similar surveys – in 2006, 39% (2005: 34%). In addition, employees discuss issues of employee satisfaction with their supervisors during annual 'dialogue' appraisals, and 71% of Group companies have systems to collect and handle employee grievances and complaints.
With our 2006 acquisitions, our global workforce grew to almost 90,000. Where restructuring of operations is necessary and leads to redundancies, we ensure that it is handled sensitively and via consultations. Each Group company has procedures that go beyond legal requirements to ease former employees’ transition to new careers, as this case study demonstrates.
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Training
Employee training is a high priority for a Group committed to ongoing learning. On average, around CHF 686,000 (CHF 500 per employee) is spent on training by each Group company – which includes internal training events as well as funding for external training events. Average training hours per employee vary according to need and job scope. In 2006, management level employees recorded around 50 hours of training each; employees at all other organizational levels recorded around 30 hours.
Training needs and skills development objectives are recorded semi-annually in employee performance appraisals, ensuring that employees are involved in the decisions on improving their skills and increasing their opportunities.
In the past, the Group’s training activities focused on
imparting management knowledge and specific functional
skills. In future, training activities will increasingly
focus on leadership. Objectives include motivating
employees, and also emphasizing the exemplary
role models that managers need to be. New programs
at Group level are intended for all senior managers
in the top to middle management tiers. They were
developed jointly with leading management schools
and will be implemented from 2007 onward.
Developing leaders and employees is and remains one of the Group’s most important tasks. Holcim’s motto is: ‘Motivate and demand’ – only the two together can secure the Group’s long-term success.
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Related information |
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| Employment practices
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