HR BREWHOUSE
Engage and develop our people
The right people, leadership and culture are crucial for business
success. How we engage and develop our people has never been
more important. In this rapidly changing world, our employees are
also expecting intuitive digital tools to manage business and their
careers. Delivering to this expectation is part of our digital journey.
'heineken
An inclusive mind-set in all that we do
Digital transformation
Digital HR tools to empower employees
Enriching the employee experience
O Q,
Report of the Executive Board
Report of the Supervisory Board
Inclusion Diversity
Ambassador Workshop
As part of our Inclusion and Diversity
(I&D) strategy we have created
a global community of more
than 80 local I&D ambassadors.
The ambassadors work with their
leadership teams and help them
understand and respond to local
I&D opportunities.
They also help drive I&D action
plans in their local market. To kick off
their role, we invited each country's
ambassador to a week-long
programme where they were trained
on key practical skills to help support
their local management teams,
thanks to an I&D toolkit specifically
designed for our ambassadors.
HEINEKEN HR Brewhouse in Singapore
HEINEKEN ran its first ever 'HEINEKEN HR Brewhouse' in October 2019,
a technology competition where 106 HR tech companies submitted
143 applications.
12 lucky finalists made their way to Singapore to pitch solutions to four
pre-identified H R challenges that H EINEKEN faces today.
The challenges focused on 'Recruiting for Superstars', 'Seamless Onboarding
Transitions', 'Employee Engagement', and a 'Wild card' category.
Heineken N.V. Annual Report 2019I19
Financial Statements Sustainability Review Other Information
Inclusion and diversity are essential for our future
success. In this age, when everything is connected
and becoming more volatile, ambiguous and
unpredictable, diversity enables creativity, agility
and resilience. We are focused on developing
inclusive leadership capabilities throughout our
organisation, and to embrace the cultural diversity
of each of the countries we operate in, we built
a global ambassador community. In addition,
the Women's Interactive Network (WIN) supports
the career development of our female talent.
We measure progress of our Inclusion and Diversity
(I&D) ambition through our people plans and
climate survey.
We realise the key to transforming our business
successfully for the digital world is our people.
We have started to define the plans needed to
organise digital activities across our operating
companies as well as design an approach to upskill
our workforce to be successful in a digital age.
Early in 2018 we launched the three-year
EMPOWER programme. The programme brings
one global, digital HR system, called MyHR, to all
of our employees around the world. In this way,
we have created a platform that is centred on our
people and helps us to become fully employee-
centric and people-insights led within HEINEKEN.
Data and insights help employees and managers
better support career development as well as
manage their professional and personal data
directly from their PC or smartphone.
MyHR is our core digital global HR tool covering
reward, recruitment, learning, performance, and
career aspirations. By using it, employees across
HEINEKEN can manage all of their data, careers
and teams in one system.
The implementation of MyHR progressed as
planned. At the end of 2019, everyone in Asia
Pacific, the Americas, and Africa, Middle East
region received access to MyHR. All of our European
operating companies will adopt the new ways
of working by the end of 2020.
In 2019 we revised our climate survey as part
of our global employee engagement strategy.
Results are now sent directly to managers, along
with interactive dashboards to allow them to
explore key insights and make it easier for action
planning and follow up.
Over 75,000 employees from 78 operating
companies provided feedback, resulting in a 91%
response rate. Our key measures at the global
level remain very positive. Employee Engagement
and Performance Enablement are 87% and 80%
respectively, which is an increase in 3% for both
categories. Both scores are well above the external
benchmarked norm.
