APC 1998 Annual Report Download - page 39

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37
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Schneider Electric has conquered its global leader-
ship positions by maintaining strong momentum in all its
businesses. Our operations around the world have been
steadily expanding, notably in eastern Europe, China, and
the Middle East.
Throughout our international development, we have focused
on maintaining a balance between fast-growth markets
and mature markets. We believe that this balance will
guarantee steady and sustainable growth.
>
Our goal is to combine the power of an international
enterprise with the responsiveness of a small business. To
this end, Schneider Electric is making the most of computer
networks, speeding the exchange of information
and experience throughout the Company. Greater com-
munication flows allow faster decision making in the Country
Organizations. They also enhance and leverage our skills
networks, thereby optimizing costs.
In the field, these changes have driven a steady increase in
the number of hot lines and help desks. These services give
customers direct access to all the resources they need for
solving whatever type of problem they may encounter.
>
At Schneider, we are convinced that competitiveness
resides in the performance of our people and the quality
of our services. Our Human Resources strategy
is designed to encourage a different way of working in a
multicultural environment, to foster mobility and empowerment,
to develop project-based organization, to share skills and
innovate, to speed the decision-making process and to allow
employees to share in the Company’s success.
Our international mobility program offers employees
the opportunity for career development and growth. It also
lays the groundwork for the future by allowing us to respond
better to continuous change, strengthen our teams’ sense of
co-destiny, share skills and foster a common corporate culture.
We are adjusting our organization to be more innovative,
to work faster and to be more effective. This means that we
need to change the way we do things and challenge ingrained
habits. The Leadership project was created to support
managers in leading change. The objectives are to empower
people to make decisions and express their ideas, encourage
skills development and promote continuous improvement.
Training plays a crucial role in keeping this change process
moving.
61,000 people share their experience in 130 countries.