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43

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.).