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Communicating with our employees in a structured and proactive manner is one of the most important elements of TITAN’s stakeholder engagement process. Employee feedback is requested at every event and training course, as well as through “digi-voting”, questionnaires or informal meetings for special issues.

Particular emphasis is given to cover all employees with satisfaction surveys. During the last two years more than 75% of Group direct employees had the opportunity to provide us with feedback on our policies, strategy, strengths and weaknesses.

Following the completion of the analysis and the communication of the survey results to our employees (as reported in our 2007 Report), the development of specific action plans was organised with the active participation of employees in focus groups.

In the USA, priority was given to improving internal and external communications. Accordingly, new programs and tools were adopted to meet this goal through the organisation of thematically focused communication events, newsletters, new intranet and internet applications.

In Egypt the action plan was focused on improving human resource development systems and career advancement plans. The implementation of this action plan was rescheduled for 2009, due to the change of equity share that took place last year.

In Greece the outcome of the employee opinion surveys led to a new two-year long leadership development program, addressed to middle managers that was launched in 2008, including:

  • Full assessment of management skills and competencies according to the 360 feedback process combined with “Work climate” and “Leadership style” diagnostic exercises for all middle managers. 
  • Consultation in groups and in person with external specialists to support individual development plans and career pathways in line with business perspectives.

Moreover, new training programs were introduced through full-day sessions focused on issues that were identified as important for a better work-life balance, including “stress management”, “time management” and “balancing professional and personal tasks and expectations” for employees in headquarters and cement plants in Greece.