S1 | Equal treatment and opportunities for all: training and skills development
The performance reviews are an essential part of the overarching personnel develop- ment process. This global process along with the annual calibration and develop- ment conferences defines potential and performance at all levels of the Group and ensures that employees are assessed in an objective, consistent and fair manner. The aim of this process is to identify untapped potential among employees and to harness this potential through appropriate develop- ment actions. It gives the employees in question the opportunity to develop to their full potential. This process forms the basis for succession planning, especially with regard to future retirement plans. Another focus in the employee development process is on identifying and reducing the risk of key individuals and high performers leaving the Group through targeted retention measu- res. These discussions cover both actions already implemented and initiatives planned for the coming financial years.
Actual positive impact on people: Employee training and education increases job satisfaction.
Policies related to training and skills development for the Group’s own work- force [S1-1] The Zumtobel Group aims to systematical- ly promote the professional and personal development of its workforce across the Group, thereby enhancing job satisfaction in the long term. myTALK maps out the stan- dardised process for annual employee per- formance reviews and serves as the key tool for assessing performance and potential, as well as for identifying individual develop- ment measures. As part of the myTALK discussions, individual target agreements relating to the short-term incentive (STI) scheme are also set out, as outlined and conceptually described in the Group Policy ‘Short-Term Incentive (STI) plan documents’. Global responsibility lies with the SVP Global HR. Actions related to training and skills development for the Group’s own work- force [S1-4] The annual employee development reviews represent an important element in the co- operation between employees and their supervisors. In these discussions, mana- gers agree specific business and develop- ment goals with their employees. Annual employee performance reviews also give employees the opportunity to openly reflect on their employment relationship.
Effectiveness of training and skills de- velopment actions
The effectiveness of training and skills development can be interpreted based on the average number of hours spent on it as well as the completion rate for successfully concluded employee performance reviews. More information on these two metrics can be found in the section ‘Training and skills development metrics [S1-13]’.
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