One of the pillars of Recticel’s Group mission is the basic principle that all employees must be offered the opportunity to develop their individual talents within the framework of the Group strategy. Moreover, the Group is convinced that successful implementation of its strategy to a large extent depends on the drive, motivation, creativity and, in short, the abilities of all its staff. For that matter, the most important Group values emphasise this basic principle. Recticel considers values such as team spirit, a sense of responsibility, entrepreneurship, respectful behaviour, professionalism and striving for excellence to be of paramount importance.

If Recticel wishes to excel as an organisation, it is naturally insufficient to confine itself to the definition of a number of basic principles. In concrete terms, it is important for the Group to be able to attract, retain and develop the right human talent and potential. The resourceful, efficient and targeted management of this human capital must therefore lead to a sustainable, balanced, long-term relationship with all employees. Recticel is absolutely convinced that this focus is the best means of ensuring a constructive win-win situation.

In this context, the Group insists on attracting and retaining people first and foremost on the basis of their intrinsic qualities and skills needed for the correct performance of each specific job. In addition, Recticel also tries to create the necessary climate in which employees can upgrade and hone their specific skills on an ongoing basis.

Through this, Recticel wishes not only to forge links with other initiatives in the field of corporate social responsibility, but also to achieve its ambition to become a more effective organisation through a targeted human resources policy.

During the past year, a first impetus was given within the Group to further professionalisation of the talents management of the human capital. Preliminary analysis indicated that the Group chiefly needs staff with a number of specific key skills. This study showed the most important key skills needed to be: results orientation, business acumen, building talents and teams, personal flexibility, customer orientation and effective communication skills. The intention in the coming years is through all kinds of initiatives, including targeted instruction and training programmes, to upgrade these skills further and have them taken on board.

Alongside this content aspect, Recticel will also be developing a new job classification system for its executives, with a view to better definition and coordination of the job types, the various management role patterns and the associated remuneration system. This new system is designed to enable the Group to create a more transparent career and remuneration policy which will place Recticel in the position to evaluate the various management functions more effectively in the future on the basis of objective criteria.