Employees
Consultation and open communication
We operate a comprehensive system of regular communication and briefing within all businesses, including effective mechanisms for two-way communication. Everyone receives regular updates on Group and local business objectives, targets, results and best practice at central and business line levels. This includes monthly briefings from the heads of the respective business lines.
All employees also receive the Group’s employee magazine, MADO, every eight weeks in their own language. The Group Intranet, NSG Group Inside, is available to every employee on the company network. We operate formal mechanisms to brief and consult unions and employee representatives on Group operations and future plans, as appropriate to local circumstances and requirements.
Our new Strategic Management Plan identifies further expansion into emerging markets as a priority. This presents challenges in terms of human resources planning. We are already addressing issues such as recruitment, retention and specialist and language training to attract the best talent available and recently appointed our first Talent Manager, within Group Human Resources.
Group-wide employee survey
We conduct a Group Employee Survey every two years. Results from the latest survey will be available in early 2012 and these will be followed up with a series of local action plans, jointly developed with our employees at each location. These results will be compared with those from previous surveys and also against external industry benchmarks.
Actions arising from the previous survey include the expansion of a previous communications training initiative. Targeted at the senior management team, ‘Project Messenger II’ aims to ensure communication is clear, appropriate and regular, being delivered in a manner that is consistent and world class.
Maximizing the potential of individuals
Over 77 percent of employees were covered by the annual review of regular performance and career development process in 2010, with our aim being to increase this proportion to 90 percent by 2015. In the 2010 process we particularly focused on the area of objective setting, aiming to significantly improve the quality of personal objectives.
Supporting our commitment to ensuring further performance improvements in the area of Health and Safety, it was required that all managers be set personal safety objectives in the 2010 process.
Performance and Development Reviews
During 2009, a mentoring programe for middle managers was launched. Over 77 percent of employees were covered by the annual review of regular performance and career development process in 2010. Our aim is to increase this proportion to 90 percent by 2015.
Employee Statistics
Download or view on screen a pdf containing tables which provide information on key employee parameters for the calendar year 2011. No-one under 15 years of age was employed in any NSG Group operations worldwide during the year. One proven incident of discrimination was recorded within the Group during the year and two proven incidents of abuse.