Personnel In 1995 the average number of employees was 27,379 compared with 26,197 in the previous year. In Europe the increase through the consolidation of Zagorka Brewery, Interbrew Italia and several drinks wholesalers exceeded the fall owing to restructuring measures. The recovery of sales in Africa had its effect on the number of personnel in that region. The fall in personnel in the Asia Pacific region, which mainly took place in New Zealand, was offset by a growth associated with higher sales in Vietnam and Indonesia. 5,596 'n1L, Netherlands 10'589 Rest of Europe 840 \\'cstcrn Hemisphere 5'288 Africa -066 Asia Pacific Geographical breakdown of personnel in numbers Personnel policy within the enterprise is in principle shaped on a decentralized basis. This has to do with the fact that Heineken operates in a large number of countries, each with their own culture and legislation in the field of working conditions and terms of employment. The operating companies are therefore in the best position to develop and implement their own personnel policy, geared to the local situation. The personnel policy pursued centrally is complementary to the local policy and is particularly concerned with the international, cross-border aspects and with management development. The policy of internationalization is aimed at allowing more employees to gain international experience at an early stage. This is achieved, for example, by sending promising young managers abroad or by assigning them to internationally oriented jobs at the head office and within the export organization. The aim of the central policy in the field of management development is to have qualified managers available in good time throughout the enterprise. Heineken has again succeeded this year in meeting the need for management staff, arising through the growth of the enterprise, mainly by recruiting internationally from among its own ranks. In 1995, for the first time, the Heineken International Business Course was organized for graduates from universities in five European countries. The objective is to profile Heineken as an international employer which can offer young and talented managers an attractive international career. In view of the success such a course will again take place in 1996. Once again, during the year under review, international seminars were held and training courses were organized with the aim of bringing together employees from different countries, exchanging know-how and propagating the Heineken culture internationally. 21

Jaarverslagen en Personeelsbladen Heineken

Jaarverslagen | 1995 | | pagina 29