ManpowerGroup 2004 Annual Report Download - page 13

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Although much of our output is used in industrial
processes, we are truly a technology business. We have
to be at the forefront of technological developments in
our growth markets, delivering products that address
our customers’ emerging needs. Our managers need to
have not only the insight and acumen to understand
our customers’ products and devise solutions to their
business needs, but also the right interpersonal skills to
develop and empower our highly diverse employee
group to constantly improve their performance and fulfill
their potential.
DEVELOPING PASSIONATE, ADAPTABLE TALENT
Today, both we and our customers are experiencing
constant and accelerating globalization and change. We
have to stay alongside them as they move into new
businesses and geographical markets and to recognize
that competition no longer always comes from where it
traditionally did. Our challenge is to develop, implement,
and manage HR programs to meet those new realities,
creating an environment in which our employees are
highly motivated, productive, open to change, passionate
about their work, and feel valued.
A ONE-COMPANY CULTURE
At Air Products we strive to have a “one-company” feel,
where everyone shares the same guiding values, while
recognizing and accommodating individual and cultural
diversity, and all have a sense of the corporate culture –
and what it means to be “an Air Products employee.”
This makes for an “accountable” workforce, in which
every employee takes personal responsibility for giving
of their best and operating with the highest level of
professional integrity, and acknowledges the vital
importance of observing strict safety practices in the
areas of health – for themselves and customers – and
the environment.
Our leadership development programs help individuals
assess their strengths and weaknesses and provides
them with career-enriching opportunities. Our centers of
functional excellence, such as process engineering,
develop skilled specialist teams that can be deployed to
where they are needed to capitalize on perceived growth
and customer-service opportunities. Our HR planning
process aims to provide employees with the necessary
experiences to fulfill both their personal career aspira-
tions and the company’s strategic needs, while at all
times balancing the interests of individuals with those
of the company in serving customers and delivering
shareholder value.
CREATING A HIGH PERFORMANCE ORGANIZATION (MINELLA PERSPECTIVE)