75
At Group level, employee turnover for personal reasons fell
to 5% of the workforce, compared with 5.8% in 2011.
The work to implement a matrix organisation that began in
July 2011 continued in 2012, focusing on those countries that
still had duplicated organisations and processes associated
with pre-existing Draka and Prysmian units. The analysis and
consequent actions were designed to standardise processes,
enhance organisational efficiency and release synergies
from the integration, resulting in a clear improvement in the
ability to exercise management control.
Following an assessment of the implementation status
and the effectiveness of the new organisational structure,
involving around 200 managers, 8 working parties comprising
70 senior managers were activated in 2012. These teams were
tasked with identifying immediate initiatives designed to
improve key business processes and facilitate full awareness
of the new boundaries of the Group and its organisational
dynamics.
Projects to communicate the new organisational structure
launched in 2012 (e.g. the "Climbing the Matrix" project) will
continue in 2013. These represent both a tool for identifying
successful practices and an opportunity for interaction
between persons from different business realities around the
world. These initiatives will be further supported by specific
training on the systems implemented within the matrix
structure adopted by the Group. A global job catalogue will
be established in 2013. Defining the various roles within
the organisation, this system will lay the foundations for
creating integrated, global systems for the management of
careers and remuneration packages.
TURNOVER
2011
2012
0.0%
1.0%
2.0%
3.0%
4.0%
5.0%
6.0%
Turnover
