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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