Report of the Executive Board continued Operational review continued whilst preventing harmful emissions and production of waste where possible. Once again, our efforts were recognised by our continued inclusion in the Dow Jones Sustainability Index (second within our global industry category) and by our membership of the FTSE4Good index. In April 2006, Heineken published a full sustainability report that covered 2004 and 2005. Our 2006 Sustainability Report will be published in April 2007. You will find both reports on our website and we invite you to visit and find out more. Also see the dedicated website www.enjoyheinekenresponsibly.com. Personnel and organisation The new regional structure under the direction of new management, implemented in 2005, continued to work to improve operational efficiency and improve top- and bottom-line growth. Thanks to these changes and to the new senior management reward policy, which came into effect on 1 January 2006, we have made significant steps towards a more performance- oriented company. In addition to the improved results, this has become apparent in greater clarity of direction, a higher speed of decision making and a better focus on implementation. In 2006 we completed a benchmark of the efficiency and effectiveness of our support functions, both externally and internally. In general, the benchmark indicated that we perform at reasonable levels, but efficiency and effectiveness improvement opportunities are available across all functional areas. Especially in our back office, we have possibilities to reduce our error rate and time spent, which could help to focus more on added-value activities. Increased leverage of technology is an important enabler for this. Initial quick wins have been achieved and more structural improvement projects have been initiated. This has resulted in better focus on (centralised) HR-related purchasing. In 2007, we will continue our drive for improved performance. Progress was made in strengthening our senior management review and performance management processes and the goal of upgrading our information systems to provide more transparency across the organisation. Human Resources information can now better be shared among regions and this is especially helpful when identifying potential high-performing individuals so that we can develop these people across all disciplines and regions. O/l Heineken N.V. Annual Report 2006

Jaarverslagen en Personeelsbladen Heineken

Jaarverslagen | 2006 | | pagina 29