Career management

The career development process will be strengthened by introducing “talent round tables".
Their primary objective is to stimulate cross-functional and international HR management by giving employees increased visibility and greater career opportunities, while ensuring the long-term continuity of the Group by identifying and developing the persons best able to occupy key functions in the future.

Training and development

Training and development actions, focused on all employees and aligned on set priorities, provide the competencies and expertise required to deploy the Group's and the entities' strategy successfully.

International mobility

International mobility is seen as a cornerstone to ensure the international development of the Group and, through this, to achieve the Group’s strategy. A focus on dynamic international mobility serves to anchor our Group culture and Values, to share common management rules and good practices, and to transfer knowledge and expertise. It also serves to give managers important international experience.

Personnel and competence planning

This is essential to ensure that the expertise and competences needed for realizing the Group’s ambitious objectives are really available; 

Politics

Human Resources policies are the heart of a harmonized and worldwide HR management system and the basis for defining the roles and responsibilities between HR, managers and employees regarding HR matters.

HR Solvay People Survey 2006

A new internal satisfaction survey, the Solvay People Survey 2006, was launched worldwide across all Group entities at the end of 2006.
This time around, the survey directed at measuring the commitment and motivation of our employees.
In all 78% of employees – the very large majority – replied, with over 45 entities showing response levels in excess of 90%.
We can already report that the survey results are rich in positive lessons.