tfeinet 21 t •,JÈ FTSE4Good Dow Jones Sustainability Indexes Member 2007/08 t We will never claim to be perfect or to have the balance exactly right. We are though pleased that in 2007, once again, our sustainability efforts were recognised by our continued inclusion in the Dow Jones Sustainability Index (first within our global industry category) and membership of the 5 FTSE4Good index. We realise that we do not have the answers to every question. In 2007 our role as a signatory to the UN Global Compact increasingly enabled us to learn from other organisations in other industry sectors in different parts of the world. More information about where we have and - where we have not fully achieved our objectives can be found in our 2007 Sustainability Report, which will be published in April 2008. This report and other information can be found on our website and we invite you to read it and to let us know I what you think. Personnel and organisation I Our people are the basis of our success. Effective management, leadership and reward systems are I essential to enabling growth of our pelple and our I business. The programmes initiated in 2006, were continued in 2007. Based upon benchmark research, we started a project to enhance consistency and reliability of our Fluman Resources data across the Group and to align the information among a number of systems. We developed a technically improved, more focussed - and in some areas a somewhat simplified - performance management system which will become effective in 2008. This will better support us in developing good leaders and in employing the right people in the right job at the right time. Job Family Modelling was introduced for Senior Management jobs across the Group. Job Families Geographical distribution of personnel In numbers (pro rata) n Western Europe 14,737* Head office 747 Central and Eastern Europe 21,237 Americas 3,265 Africa and the Middle East 10,232 Asia Pacific 3,786 in the Netherlands 3,909 form a global platform for consistent and transparent execution of major FIR processes, including capability building, career pathing, performance management and job grading. The consistency and transparency provided by this platform allows us to become far more effective and efficient in the provision and execution of transactional HR operations. We continued to monitor the improving climate of our organisation and the level of employee engagement and were able to roll out a tool that can be used by the operating companies to give both management and employees an insight into how the Company climate and working conditions are perceived. In the year under review, undivided attention was given to the health and safety of our employees, in particular to the work safety conditions in different parts of the world. In 2007, the average number of employees (pro rata) decreased from 57,557 to 54,004. LAGER BE Heineken N.V. Annual Report 2007

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