talent and succession Management is a
program aimed at supporting the growth of
the business in the long run, as it is designed
to develop and retain talented individuals
who own the so-called “critical know-how”
– knowledge and competences that are
essential for quality to continuously improve,
for markets to enlarge and for new businesses
to be secured.
launched in 2012 as a pilot project for
implementation of the new performance
appraisal system, known as prysmian
people performance (p3), the program was
extended in 2013 to all countries and is now
fully operational. it is supported by a single
online system and is aimed at introducing a
company culture based on the importance of
constructive feedback, of the communication
chain and of the recognition of merit on an
objective basis.
as in many highly technological companies,
the know-how of prysmian is often
concentrated within some owners of “critical
knowledge”. that’s why it is key to facilitate
the mutual exchange of knowledge and best
practice. with this aim, prysmian is keen
to retain the most skilled and experienced
employees in order to create and disseminate
a group management culture. late in 2013,
in co-operation with bocconi school of
Management, prysmian group academy
launched a survey named “experience counts.
sharing the value of working experience”,
which gathered opinion from 750 experienced
employees from 8 countries on identifying
new training actions. these findings will
begin to be put into practice in 2014.
30
| PRYSMIAN GROUP
During 2013, action continued in the fields of
leadership alignment
and
organizational efficiency
, with the aim of bringing together
and harmonizing processes and structures to fully exploit the
opportunities presented by the integration of prysmian and Draka.
EEN TOEKOMST DIE WE
SAMEN KUNNEN BEREIKEN.
SAY YES.
YES is het Aandelenplan voor werknemers (ESOP; Employee Stock Ownership Plan) van de Prysmian Group.
Het biedt werknemers de mogelijkheid om aandelen Prysmian Group met korting te kopen.
Indien je vragen hebt, neem dan contact op met jouw plaatselijke YES-Ambassador.
Hetaanbod vandeaandelendatwordtbeoogdmethetplanenmethet regelement vormtgeenaanbod vane ectenaanhetpublieken valtnietbinnenhet toepassingsgebied vaneen vrijstellingopgrond vandeWetdie van toepassing isope ectenen vereistdaaromgeenpublicatie vaneen
prospectus of gelijksoortig document.Dit document bevat basale informatie over de eigenschappen van het plan en hoe daaraan deel te nemen en bevat daaromwellicht niet alle informatie die nodigen nuttig is voor de deelnemers om het planmet betrekking hiertoe te kunnen beoordelen.
Hetbedrijfbiedtgeengarantiesendoetgeen toezeggingenendit regelement isnietbedoeld terverstrekkingvan informatieofuitingvaneenmeningmetbetrekking totenig resultaaten/ofprestatiesvandeaandelenofmetbetrekking tot risico’svanwelkeaarddanookmetbetrekking totde
aankoopvandeaandelen.Eeneventueelbesluit totdeelnameaanhetplandientdoor iederedeelnemer tewordengenomennagrondigeanalyseenbeoordelingvandepotentiëlegevolgen,waaronderdieophetgebiedvanbelasting,diekunnenontstaan inhet lichtvandeeigenspecifiekesituatie.
the Yes (Your employee shares) program was
presented in 21 different languages across 27
countries around he world.
an inspiring leadership model
FAct BOOk 2013 >
PeoPle
IMPROVING kEY-PERSON
MANAGEMENt
ExPERIENcE cOUNtS
PERFORMANcE MANAGEMENt
