Philips 2009 Annual Report Download - page 223

Employees per age category
in % ■-Female--■-Male
35
28
21
14
7
0
8
5
under 25
32
26
25-35
31 31
35-45
21
26
45-55
8
12
over 55
New hires diversity
in % ■-Female--■-Male
100
80
60
40
20
0
45
55
Staff
33
67
Professionals
18
82
Management
13
87
Executives
Developing our people
Employees across the world can access detailed information about our
Global Learning Curricula and register for courses online via our Global
Learning Portal, Learning @ Philips.
number of employees participating
2006 2007 2008 2009
Core Curriculum programs 14,500 12,000 10,000 5,500
Our Core Curriculum offers learning opportunities in the areas of
personal effectiveness, people management and business acumen. With
nearly 5,500 employees participating in programs in the Core
Curriculum during 2009, enrollment decreased compared with 10,000
the previous year. These decreases are a result of travel restrictions.
Our Functional Core Curricula includes courses in End User IT,
Finance, HRM, IT, Language, Marketing, Project Management, Sales and
Supply Management. Enrollment in the Functional Core Curricula was
10,720 in 2009, compared with 8,664 in 2008. Many Functional
Curricula are tied to mandatory learning plans designed to increase our
organizational capability.
Almost 43,000 employees participated in ‘Leading to Win’ training in
2009.
Talent pipeline curriculum
The Talent Pipeline Curriculum consists of specially designed learning
interventions across the talent pool. These programs are created and
deployed in collaboration with the top global universities. They provide
accelerated learning opportunities to our talent and offer action
learning projects to apply learnings to a business opportunity that in
turn creates value for Philips.
LEAP and Executive Development Program (EDP) are executive
programs, Octagon is for top potentials and Inspire is for high
potentials. We continued our investment and focus on talent
development by successfully running one LEAP and one EDP, two
Octagons and six Inspire programs in 2009.
Eight Octagon projects were completed in 2009. One project explored
the outdoor solar powered lighting in China, leveraging the huge
market potential for energy-efficient solutions in China. Another
project focused on water in Western Europe, addressing multiple
consumer needs based on the Philips water filtration business and the
expected consumer trend to drink tap water rather than bottled.
We completed 24 Inspire projects. Some focused on taking Philips
products to new and emerging markets, others on leveraging economic
and stimulus packages in US and Europe, while others on determining
the feasibility of Philips getting into new product/market combinations.
Executive education
To help our executives to continue to develop their careers and
strengthen their leadership skills, we have been offering a curriculum of
internal and external programs. These offerings continue to be relevant
to our executives. Participation reduced compared to 2008 for external
business school programs.
General Business Principles
There were 318 reports submitted in 2009 relating to alleged violations
of the General Business Principles, compared with 360 reports in 2008,
389 in 2007 and 392 in 2006.
The table provides a breakdown of the newly filed alleged violations of
the General Business Principles per year. We now are reporting alleged
complaints according to our internal registration, escalation and
investigation procedures and systems – rather than by respective GBP
principle, which always involved an element of subjectivity. Previous
years’ complaints have been restated for comparison.
Breakdown of alleged violations GBP
2006 2007 2008 2009
Business Integrity 54 83 62 88
Health & Safety 20 10 10 6
Treatment of employees 232 236 197 162
− Collective bargaining 2 1 1 −
− Discrimination 72 75 76 63
− Employee development 10 4 8 3
− Employee privacy 5 9 2 2
− Employee relations 14 3 14 15
− Respectful treatment 110 115 81 53
− Remuneration 13 11 7 22
− Right to organize 1 5 − −
− Working hours 5 13 8 4
Legal 25 14 8 4
Supply management 9 10 5 4
Other 52 36 78 54
Total 392 389 360 318
Treatment of employees
The most common alleged violations related to Treatment of
employees, which represented 51% of all violations, compared with
55% in 2008. As in 2008, the vast majority of these complaints (about
three quarters) related to two issues – Discrimination and Respectful
treatment.
Complaints regarding Discrimination mainly relate to sexual
discrimination and favoritism, and principally originated in the US. That
country also accounted for the largest number of overall complaints in
2009. Of the total complaints reported in the US 35% related to
discrimination, whereas that figure was less than 20% for Philips as a
whole.
13 Sustainability performance 13.4 - 13.4
Philips Annual Report 2009 223