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and acquire new skills within a limited
timeframe has been very successful
with employees. This type of approach
is a win-win for both employees and the
employer.
2017 was also the year during which
we studied new training trends which
enable employees to manage their time
individually and more efficiently and
avoid having to free up at least a half-day
at a scheduled date. Starting in 2018,
employees will be able to register for
e-learning sessions. These will include
webinars and tutorials on various
topics such as pivot tables, meeting
management, etc.
Team Managers (in place or potential) are
provided with (individual and/or group)
leadership and people management
development courses to improve their
understanding of the different, and
very specific, aspects of this position.
In addition to in-depth knowledge,
the position requires behaviour and
approaches that will motivate and
increase the commitment of their reports.
These opportunities are provided equally
to all employees, regardless of the country
in which they are operational. They are in
line with our 'Diversity' and 'Investors in
People' label commitments.
OUR REMUNERATION POLICY
The salary envelope we offer our
employees is based on identical criteria
for every employee and takes into account
an objective classification of job duties.
It includes an insurance plan, a profit-
sharing scheme and, since 2009, a non-
recurring bonus tied to company results.
Given the issues of traffic jams and the
work/private life balance, our employees
have voiced their need to optimise
the use of their time. In order to meet
this request and enable them to work
effectively from a remote location one
day a week, we have offered them with
IT solutions (high-end portables, suitable
telephone equipment) and added an
Internet subscription to their salary
package.
This is in addition to the other extra-legal
benefits they already enjoy (company
car, group insurance, hospitalisation and
outpatient insurance, meal vouchers, eco-
checks, medical check-ups, Pilates classes,
fresh fruit baskets, mobile phones, tablets,
option plans, etc.).
We look to the same talent pool as other
BEL20 companies in our search for highly
qualified employees. However, most of
those companies are much larger than
we are, given that we are about the size
of a SME. In addition to our dynamic
culture and shared values we therefore
pay close attention to alternative forms
of remuneration to ensure the loyalty of
the next generation of employees (profit-
sharing schemes, non-recurring bonuses
based on results, etc.).