Heineken NV · EURONEXT:HEIA
Heineken NV — HEINEKEN Financial Markets Conference 2012
24 slides from Heineken NV's conference presentation, November 2012
Slide 1: Welcome
Welcome Nigeria | November 2012 Heineken N.V.
Slide 2: Talent Development & Culture
Talent Development & Culture Victor Famuyibo Human Resources Director, Nigerian Breweries Nigeria | November 2012 Heineken N.V.
Slide 3: Agenda
Agenda Talent Development & Culture 1 Nigerian Breweries — The Employer 2 Talent Development and Management 3 Employee Engagement & Reward Strategy 4 SONA Integration 3
Slide 4: Nigerian Breweries Vision & Mission
Nigerian Breweries Vision & Mission Our Vision “To be a world-class company” Our Mission “To be the leading beverage company in Nigeria marketing high quality brands to deliver superior customer satisfaction in an environmentally friendly way.” 4
Slide 5: Nigerian Breweries and HEINEKEN core values determine our culture
Nigerian Breweries and HEINEKEN core values determine our culture Respect Performance For individuals, the society A culture of high performance and the environment to deliver outstanding value to our stakeholders Unique Personality Decision making Behaviour Organisation Communication Enjoym
Slide 6: Enhanced human resources capabilities have facilitated growth at Nigerian Breweries
Enhanced human resources capabilities have facilitated growth at Nigerian Breweries ’50s-’70s ’80s ’90s New Agenda Paternalistic Heavily Transactional Employee management transactional Emphasis on engagement ‘We/ They’ Overwhelming process Business separation union presence adherence
Slide 7: A young and dynamic workforce
A young and dynamic workforce Employee Split by Age Group Employee Split by Gender (%) 1200 8,5% Number of employees 1000 800 600 1181 400 904 910 91,5% 200 Female 232 0 Male 20-30 31-40 41-50 >50 Age Employee Split by Function (%) Employee Split by Category (%) 5,3% 14,3% 2% 16% General Management
Slide 8: Improving levels of employee retention
Improving levels of employee retention Employee length of service Attrition Rate: % leaving 1600 20 1448 18 1400 6 16 1200 14 Number of employee 1000 12 787 4,9 800 10 2 581 3,7 8 600 14 6 400 354 5,1 4 9 9 6,8 3,7 2,4 200 58 2 2,5 1,9 0,7 2,5 2,7 0 0 1,1 0,6 0-5 6-10 11-20 21-29 30+ 2004 2005 2006
Slide 9: Agenda
Agenda Talent Development & Culture 1 Nigerian Breweries — The Employer 2 Talent Development and Management 3 Employee Engagement & Reward Strategy 4 SONA Integration 9
Slide 10: Strong local management complemented by international expertise
Strong local management complemented by international expertise Company Security Personal Managing Director Manager Assistant Human Company Corporat Technical Finance Sales Marketing Audit Head of Resource Sec/Legal e Affairs Director Director Director Director Manager Logistics Director Adviser Adv
Slide 11: Attracting and retaining top talent is a priority
Attracting and retaining top talent is a priority Entry Routes for Management Trainees Entry Routes for experienced hires Campus Graduate Young African Mid Career Management Management Talent (YAT) (hired to Meet Initiative (CMI) Development Specific needs) Scheme (GMDS) Interviews Aptitude Tests In
Slide 12: Talent bench strength by function
Talent bench strength by function Accelerated talent development 2010 –2012 25 Improved talent coverage: In line with HEINEKEN talent management 20 approach Recommended level: 10-15% 15 Nigerian Breweries average in 2012: 17% Numbers 10 Good talent coverage in core functions: Technical 5 S
Slide 13: Effective training & education in production
Effective training & education in production Curriculum Aligned with Business Needs Curriculum aligned with business needs Structured learning methodology to enhance quality of the local workforce Continuous input in training from Subject Matter Experts (SME) Emphasis on TPM training & educati
Slide 14: Filling the talent pipeline is critical to the future success of Nigerian Breweries
Filling the talent pipeline is critical to the future success of Nigerian Breweries Challenges Action Scarcity of quality graduates Developing / communicating the Recruitment Lead time – large number of Nigerian Breweries employer brand applicants! Deploying the new competency model in Fil
Slide 15: A structured approach to career path planning
A structured approach to career path planning Structured career path planning across all functions Key focus areas: Prescribed minimum entry qualification (education, vocation, experience) Mandatory training / on-the-job attachment Performance history / prescribed appraisal score Time spent
Slide 16: Transparent performance management process
Transparent performance management process Aligning individual objectives to Nigerian Breweries’ vision The Three Phases Input Process Outcome Business strategy Objective / Target Corporate objectives/ Targets Business plans/goals setting Individual objectives/ Targets Job descriptions T
Slide 17: Agenda
Agenda Talent Development & Culture 1 Nigerian Breweries — The Employer 2 Talent Development and Management 3 Employee Engagement & Reward Strategy 4 SONA Integration 5 Summary 17
Slide 18: Improving business performance through continuous employee engagement survey
Improving business performance through continuous employee engagement survey Improved employee engagement Improved work-life Clarity of Business balance Objectives Career path Relationship with line Climate/ manager Culture Survey Team work Reward and recognition Improved employee Consistent
Slide 19: Strong climate survey results
Strong climate survey results Example question: What elements/characteristics in your current workplace would you most want to keep and why? Lagos, Aba, Kaduna, Ibadan, Ama Ota Focus on training Relationship among staff Team work Discipline Commitment to performance Commitment to work
Slide 20: Our Reward Strategy
Our Reward Strategy Philosophy Attract, retain and motivate good employees Linked with our performance management processes Internal equity / externally competitive Easy to understand and communicate Affordable Drivers Performance. Merit review Promotion / Confirmation Inflation Ad
Slide 21: Agenda
Agenda Talent Development & Culture 1 Nigerian Breweries — The Employer 2 Talent Development and Management 3 Employee Engagement & Reward Strategy 4 SONA Integration 21
Slide 22: Successful integration of acquired SONA operations
Successful integration of acquired SONA operations A fulltime HR taskforce leader to coordinate HR aspects of the integration programme 100-day plan developed / approved Key HR challenges: Alignment of HR policies and procedures Internal communication Managing Trade Union Managing employee e
Slide 23: Summary
Summary Human resources is a strategic function within Nigerian Breweries Nigerian Breweries benefits from strong local managerial capabilities with deep market knowledge, complemented with ‘expat’ experience Investment in our people and leading human resources processes and tools offer a sour
Slide 24: Questions
Questions Nigeria | November 2012 Heineken N.V.
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