Human Resources
Human Resources Strategy
Several times in the past, Recticel has already proved that it questions itself and its working methods on an ongoing basis. In 2008, the first preparations were made to develop a modern Human Resources policy within the Group. Attracting and retaining dedicated, enthusiastic, specialised staff more than ever before became of decisive importance to ensure future success. In the margin of the Group's new Vision 2015 strategy, several priority issues were defined in 2010 to make Recticel a better performing organisation.
Talent and Competence Management
The successful realisation of Recticel's strategy highly depends on the motivation and competences of its employees. Talent management and competence development will therefore become a priority for the coming years. In an initial phase the Group tried to achieve a clear overview of the available talent in the Group that might be eligible for inclusion in the Talent Management Program. In a second phase, the selected people were subjected to a professional assessment. The assessment and self assessment results were then discussed and confirmed by the Management. Then, these individual assessments were converted into a "Personal Development Guide". Each selected manager (over 300 in 15 countries) received a personal document containing both his/her strong points, as well as the points that he/she should develop further based on a detailed action plan.
The second part of the design includes the Competence Management Program. Unlike the Talent Management Program, which starts with the individual, the Competence Management Program starts with the organisation. For the implementation of the new Vision 2015 strategy, the Group decided that it specifically needed managers with the following key skills:
- Customer-focus
- Result-focus
- Business acumen
- Able to identify talents and develop teams
- Personal flexibility
- Effective communication skills
Although these may sound generic, these skills are nevertheless defined extremely concretely based on a series of agreed to basic behaviours per skill.
The Competence Management Program serves to upgrade the different core skills of the managers through workshops and training programs. By giving employees the opportunity to further improve their competence levels individually, the Group hopes to not only promote the personal performance, but to turn Recticel into an optimal performing organisation as a whole.
The developmental actions coming either from the Talent Management Program or from the Competence Management Program will as from 2012 be implemented through the Recticel University.
