Airbus 2010 Annual Report Download - page 76

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BUILDING THE FUTURE
54
EADS ANNUAL REVIEW 2010
Human Resources
During 2010, EADS stepped up its multi-year engagement
programme, aiming to boost motivation and innovation
throughout the workforce. The Human Resources (HR)
function continued actions to improve proximity to the
some 122,000 employees and to increase efficiencies
through organisational redeployment and streamlining.
Increased engagement
Based on the findings of the first EADS-wide survey
in 2009, actions were taken to improve employee
engagement.
Managers and their teams discussed and analysed survey
results and decided together on specific actions to take.
Divisions made the overall survey results accessible to all
their employees. Some 3,000 managers received training in
ways to build engagement. To encourage exchange of best
practice, around 100 focus groups were organised in all
Divisions. At corporate level, two engagement forums were
held involving some 600 managers. Recommendations
from both were discussed within the EADS Executive
Committee and fed into improvement measures.
A follow-up 2010 engagement survey attracted a high
level of participation at 80%, compared to 69% in 2009,
indicating employee commitment to the process.
The number of “engaged” employees increased compared
to 2009. Actions to lift engagement at all levels of the
organisation will continue over the coming years, with
the next survey due to take place in early 2012.
Proximity, efficiency and mobility
In the frame of the Future EADS improvement programme,
HR is further streamlining the way it delivers its services.
The new “HR Delivery Model” is based on three pillars:
HR Business Partners, Centres of Competence and
Shared Service Centres.
The number of HR Business Partners is to rise to one for
every 200 employees, a 34% increase overall. This will
enable employees to meet their HR Business Partner
more often. In order to give HR Business Partners more
time to support employees’ development and business
needs, administrative tasks are being transferred to
Shared Service Centres.
For instance, the Group’s International Mobility Centre,
which supports employees on international transfers
became fully operational in 2010. It is another step to support
international mobility, which is a key priority for EADS.
EADS management and Human Resources are
working together to provide employees greater support
and to create a more innovative and engaging working
environment.