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.
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