Holiday Inn 2007 Annual Report Download - page 11

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BUSINESS REVIEW
Business review 9
BUSINESS REVIEW
People
IHG directly employed an average of 10,366 people worldwide
during 2007. When the managed and franchised hotels are
included, approximately 315,000 people are employed globally
across IHG's brands. Unless otherwise stated, any data in this
section relates to the people directly employed by IHG and those
who work in managed hotels, in total approximately 93,000 people.
Culture of Winning Ways
Winning Ways, a set of behaviours that define how IHG interacts
with guests, colleagues and hotel owners was developed in 2006
and integrated into the business in 2007. IHG’s people have
embraced these behaviours with enthusiasm and creativity
worldwide. They are as follows:
Do the right We aim to do what we believe is right and
thing have the courage and conviction to put it into
practice. We are honest and straightforward
and see our decisions through.
Show we care We want to be a company that understands
people’s needs better than anyone else in our
industry. This means being sensitive to others,
noticing the things that matter and taking
responsibility for getting things right.
Aim higher We aim to be acknowledged industry leaders,
and have built a team of talented people
who have the will to be the best. We strive
for success and we value individuals who are
always looking for better ways to do things.
Celebrate We believe it is the knowledge of our people
difference that brings our brands to life. We do not
impose a rigid, uniform view of the world.
Our global strength comes from celebrating
local differences, while knowing that some
things should be the same.
Work better We are at our best when we collaborate
together to form a powerful team. We listen to each
other and combine our expertise to create
a strong, focused, supportive and trusted
team of people.
Defining IHG’s commitment to our people
While Winning Ways define what is expected from all employees
at IHG, the Group also developed standards that characterise
what employees can expect from IHG. Four promises encompass
the IHG commitment, internally called Room to be yourself and
describe the work environment that employees can rely on at IHG.
Talent management focus
To meet the demands of growth and to deliver IHG’s core purpose,
Great Hotels Guests Love, IHG implements an ongoing talent
management agenda. In 2007, this strategy was manifested
in key programmes designed to attract, retain, and inspire
employees across the owned and managed hotel portfolio,
corporate offices, and reservation centres. These programmes
focus on fulfilling expectations, developing skills and leadership,
providing competitive rewards and benefits, measuring progress,
celebrating diversity, leveraging technology and ensuring safety.
IHG made progress in every category in 2007.
Strengthening leadership
IHG has a number of development programmes in place to
support leaders in hotels and corporate offices to deliver Great
Hotels Guests Love. These include the assessment of individual
potential and capability, along with clarity on expectations and
business-related education. In 2007, IHG launched the third stage
of its senior leadership programme, concentrating on the role
leaders play in driving performance and results through people.
The succession planning process for key senior leadership roles
was reviewed and refined, enabling IHG to manage proactively
changes in leadership. As part of this review, several key
appointments were made, demonstrating the strength and depth
in IHG’s senior management team.
The following senior appointments were made in 2007:
• the appointment of Ms Ying Yeh as an additional independent
Non-Executive Director of IHG, effective 1 December 2007;
• the internal appointment of Peter Gowers as President
of the Asia Pacific region, effective 1 November 2007;
• the internal appointment of Kirk Kinsell as President of
the EMEA region and member of the Executive Committee,
effective 1 September 2007, succeeding outgoing President
and Board Member, Richard Hartman, who retired on
25 September 2007; and
• the external appointment of Tom Seddon as Chief Marketing
Officer and member of the Executive Committee, effective
1 November 2007.
Biographical details of the above are set out on pages 26 and 27
of this Report.